About The Role

About Keboola

Keboola raised $32M (Central Europe’s largest Series A in 2023) to redefine how companies work with data. Our platform delivers 10x results for customers. Our mission is simple: empower every organization to use data effectively. We’re a global team of innovators who believe collaboration, trust, and experimentation drive success.

The Role

Keboola doesn't need traditional HR. It needs someone who knows how people get hired, managed, developed, and supported - then sits close enough to the CEO and team leads to actually use it to drive performance and culture.

This is a single-person function today: you'll be the recruiter, the systems architect, the coach to managers, and the person translating people data into decisions.

What you’ll do

🎯 Talent Acquisition

Run full-cycle recruiting yourself - intake, sourcing, screening, interviews, offers, close - with minimal agency dependence.

Use AI to speed up sourcing and screening without cutting corners on candidate experience.

Own time-to-hire, quality-of-hire, and offer-acceptance as metrics you report on, not just track.

🔧 People Operations

Taking care of onboarding, offboarding, contracts, payroll workflows, and policy from the ground up.

Automate wherever a human doing repetitive work is a design failure, not a staffing shortage.

Keep the HRIS audit-ready at all times - 100% data accuracy is the bar, not the aspiration.

🤝 Business Partnering

Sit with team leads and execs on org design, structure, and talent planning as a daily practice, not a quarterly ritual.

Coach managers through feedback, conflict, and leadership growth - including the conversations they're avoiding.

Push back when performance calibrations skew too positive; you believe reviews should differentiate, not validate everyone.

🌱 Growth, Performance & Reporting

Run quarterly check-ins, annual reviews, and 360° feedback that people actually find useful.

Build IDP-based development paths per role, and ship practical L&D (manager enablement, onboarding accelerators).

Turn people metrics into a running input to exec decisions on resourcing and structure.

Who you are

Must-haves

-
Track record of building HR and recruiting processes from scratch - not inheriting and maintaining someone else's.
-
Real full-cycle recruiting experience: you can run a hiring process solo, end to end.
-
A stated point of view on performance management - you believe in differentiation, and you're willing to argue for it in a calibration room.
-
Comfort with ambiguity and a genuine excitement about using AI tools daily, not just tolerating them.
-
Fluent English and Czech.

Nice-to-haves

-
Experience in a distributed, global org (EU / US / Canada).
-
Prior experience as a sole or founding people function, rather than one HRBP among many.
This probably isn't for you if
-
You want an established playbook and a team to run it - this role builds the playbook.
-
You'd rather administer a process than question whether it should exist.
-
You find it uncomfortable to tell a manager their team's ratings are too generous.
You can look forward to the following benefits