About the role

Flex is seeking a proactive, detail-oriented Executive Administrator to join our growing executive support function and directly support a pod of senior leaders. This role sits at the center of how Flex's executive team operates — protecting time, enabling focus, and ensuring the coordination that powers our leadership runs smoothly and intentionally.

As Flex scales rapidly, this is not a traditional administrative role. Executive Administrators at Flex are expected to be genuine partners to the leaders they support — understanding priorities, exercising judgment, and operating as part of a coordinated team rather than optimizing in isolation. You'll work closely with the Manager, Executive Administration and peer EAs to ensure cross-executive scheduling reflects org-wide priorities, not just individual availability.

This is a hybrid position with on-site expectations of at least 3 days per week. This role is open to candidates based in New York or the San Francisco Bay Area.

What you’ll do

Calendar Management & Prioritization

• Own end-to-end calendar management for a pod of 2–3 senior executives, including scheduling, rescheduling, and proactive prioritization
• Manage competing demands with judgment — pushing back, protecting focus time, and escalating tradeoffs when appropriate
• Coordinate cross-executive scheduling in partnership with peer EAs, with an org-wide lens on how time is being used
• Maintain meeting hygiene standards: appropriate durations, clear agendas, and timely prep materials

Travel & Logistics

• Book and manage business travel for supported executives, including flights, hotels, ground transportation, and itineraries
• Anticipate logistics needs and proactively solve for complications before they become problems
• Support coordination of leadership offsites, board meetings, and all-hands logistics as needed

Meeting Preparation & Follow-Through

• Prepare briefing materials, agendas, and context documents ahead of key meetings
• Leverage AI transcription and action-tracking tools to capture outputs and ensure follow-through from executive meetings
• Help executives stay on top of commitments and action items that emerge from high-priority meetings

AI-Assisted Workflows

• Use AI scheduling and productivity tools as a core part of your workflow — for calendar analysis, meeting prep, transcription, and logistics research
• Contribute to the team's evolving AI tooling practices by sharing what's working and helping refine approaches over time

Team Coordination & Operations

• Participate in weekly EA team alignment and contribute to a coordinated, high-trust team dynamic
• Partner with the Manager, Executive Administration to flag coordination issues, capacity concerns, or process gaps
• Contribute to playbooks and documentation that help the function scale consistently

Key qualifications

• 3+ years of experience in executive administration, executive support, or a similar role in a fast-paced environment
• Experience directly supporting senior or C-suite executives with complex, high-volume calendars
• Strong organizational skills and exceptional attention to detail — you follow through, every time
• Sound judgment and discretion; able to handle sensitive information and navigate ambiguous situations with maturity
• Comfortable using AI tools in your day-to-day work, with a genuine interest in how they can create leverage (scheduling assistants, transcription tools, meeting prep, etc.)
• Collaborative team player who understands that great executive support is a team sport, not a solo act
• Clear, professional communicator — written and verbal — who can represent executives with confidence
• Thrives in a dynamic, high-growth environment where priorities shift and speed matters

Flex takes a market-based approach to pay, ensuring compensation is commensurate with a candidate's experience and our internal leveling guidelines. For candidates located in our Tier 1 markets (NYC/ SF), the on-target earning (OTE) pay range for this role is $90,000 - $120,000 USD.

For all other U.S. locations, Flex utilizes a geographic pay differential based on a cost of labor index. If you are located outside of the Tier 1 states listed above, your starting pay will be adjusted to align with the market conditions of your specific geographic zone. Please speak with your recruiter for additional information regarding the specific range for your location.

About the Role

Our people team is seeking an analytical and detail-oriented Manager, Compensation and Rewards to join our team. This is a critical role where you’ll act as a data-driven partner to our HRBPs, Managers, and Talent Partners, ensuring our compensation and rewards programs are competitive, equitable, and scalable.

This position requires a professional with a strong analytical mindset and the ability to operate with a high degree of autonomy in a fast-paced, high-growth environment. You will be responsible for the data-driven foundation that helps us hire and retain the talent shaping our corporate functions.

This is a hybrid position with on-site expectations of at least 3 days per week in our either our NYC or San Francisco office. Candidates relocating to our hubs may be eligible for relocation assistance.

What You'll Do

• Analytical Support: Provide data-backed guidance on compensation strategy and market trends across all of Flex.
• Compensation Benchmarking: Lead the benchmarking process for all global functions, targeting high-caliber data points to ensure we remain competitive in the fintech market.
• Program Administration: Manage the day-to-day execution of compensation cycles, including salary reviews, equity grants, and internal leveling audits.
• Offer Modeling: Manage the technical side of the offer process, including modeling complex compensation packages and maintaining market compensation databases.
• Stakeholder Partnership: Serve as a strategic partner to leaders and HRBPs, providing expert guidance on compensation philosophy and pay equity.
• Data Intelligence: Leverage data and market intelligence to influence sourcing strategies and continuously improve our internal rewards processes.
• Survey Submissions: Consolidate internal compensation data and submit to Radford.
• Benefits Administration: Manage the annual open enrollment process and partner with People Ops, who oversees the day-to-day administration of health, dental, and vision plans.
• Wellness Strategy: Evaluate and implement competitive fringe benefits and wellness programs that align with our culture and support employee retention.

Key Qualifications

• Experience: 6+ years of experience in an analytical role, ideally within Compensation, Total Rewards, or Finance.
• Environment: Proven success in a high-growth tech or fintech environment; you thrive in a fast-paced setting and are comfortable with ambiguity.
• Data Mastery: Exceptional Excel/Google Sheets skills with the ability to build complex models and translate raw data into actionable insights.
• Communication: Strong interpersonal skills, with the ability to explain complex compensation concepts to various stakeholders and senior leaders.
• Business Acumen: Ability to quickly understand the key drivers and talent needs of different departments.
• Mindset: A strategic mindset combined with a "roll-up-your-sleeves" attitude to execute tasks flawlessly.

Flex takes a market-based approach to pay, ensuring compensation is commensurate with a candidate's experience and our internal leveling guidelines.

For candidates located in our Tier 1 markets (NYC/SF/Seattle), the base salary pay range for this role is $150,000 - $175,000 USD. For all other U.S. locations, Flex utilizes a geographic pay differential based on a cost of labor index. If you are located outside of the Tier 1 states listed above, your starting pay will be adjusted to align with the market conditions of your specific geographic zone. Please speak with your recruiter for additional information regarding the specific range for your location.

About the Role

Our people team is seeking an analytical and detail-oriented Manager, Compensation and Rewards to join our team. This is a critical role where you’ll act as a data-driven partner to our HRBPs, Managers, and Talent Partners, ensuring our compensation and rewards programs are competitive, equitable, and scalable.

This position requires a professional with a strong analytical mindset and the ability to operate with a high degree of autonomy in a fast-paced, high-growth environment. You will be responsible for the data-driven foundation that helps us hire and retain the talent shaping our corporate functions.

This is a hybrid position with on-site expectations of at least 3 days per week in our either our NYC or San Francisco office. Candidates relocating to our hubs may be eligible for relocation assistance.

What You'll Do

• Analytical Support: Provide data-backed guidance on compensation strategy and market trends across all of Flex.
• Compensation Benchmarking: Lead the benchmarking process for all global functions, targeting high-caliber data points to ensure we remain competitive in the fintech market.
• Program Administration: Manage the day-to-day execution of compensation cycles, including salary reviews, equity grants, and internal leveling audits.
• Offer Modeling: Manage the technical side of the offer process, including modeling complex compensation packages and maintaining market compensation databases.
• Stakeholder Partnership: Serve as a strategic partner to leaders and HRBPs, providing expert guidance on compensation philosophy and pay equity.
• Data Intelligence: Leverage data and market intelligence to influence sourcing strategies and continuously improve our internal rewards processes.
• Survey Submissions: Consolidate internal compensation data and submit to Radford.
• Benefits Administration: Manage the annual open enrollment process and partner with People Ops, who oversees the day-to-day administration of health, dental, and vision plans.
• Wellness Strategy: Evaluate and implement competitive fringe benefits and wellness programs that align with our culture and support employee retention.

Key Qualifications

• Experience: 6+ years of experience in an analytical role, ideally within Compensation, Total Rewards, or Finance.
• Environment: Proven success in a high-growth tech or fintech environment; you thrive in a fast-paced setting and are comfortable with ambiguity.
• Data Mastery: Exceptional Excel/Google Sheets skills with the ability to build complex models and translate raw data into actionable insights.
• Communication: Strong interpersonal skills, with the ability to explain complex compensation concepts to various stakeholders and senior leaders.
• Business Acumen: Ability to quickly understand the key drivers and talent needs of different departments.
• Mindset: A strategic mindset combined with a "roll-up-your-sleeves" attitude to execute tasks flawlessly.

Flex takes a market-based approach to pay, ensuring compensation is commensurate with a candidate's experience and our internal leveling guidelines.

For candidates located in our Tier 1 markets (NYC/SF/Seattle), the base salary pay range for this role is $150,000 - $175,000 USD. For all other U.S. locations, Flex utilizes a geographic pay differential based on a cost of labor index. If you are located outside of the Tier 1 states listed above, your starting pay will be adjusted to align with the market conditions of your specific geographic zone. Please speak with your recruiter for additional information regarding the specific range for your location.

About the Role 

As Flex's Contract Lead Talent Partner, you will own the full recruitment lifecycle — from sourcing through handoff to onboarding — serving as a trusted advisor and strategic partner to hiring leads across Strategy & Operations, Compliance, Legal, People, Finance and Revenue. This is a high-autonomy role in a fast-paced, high-growth environment, requiring you to manage competing priorities with speed and precision. We anticipate approximately full-time hours per week for up to six months, with the possibility of extension or conversion based on business need.

Success in this role looks like building credible relationships with hiring managers quickly, running clean and consistent interview loops through Greenhouse, monitoring pipeline health and pass-through rates, developing closing strategies for senior-level searches with discretion, and continuously leaning into AI tooling and automation workflows to increase efficiency and productivity.

What you'll do

• Own the full recruitment lifecycle for multiple open roles across Strategy & Operations, Compliance, Legal, People, Finance and Revenue; from prescreening and interview facilitation through debriefing, offer design, and handoff to onboarding.
• Develop and execute sourcing strategies informed by market data and hiring trends, leveraging AI tools to build targeted pipelines and personalize outreach at scale.
• Serve as a strategic advisor to hiring managers, providing counsel on approach, market nuance, and candidate assessment to deliver a best-in-class hiring experience.
• Design and communicate competitive compensation packages using internal and external benchmark data, leading offer and negotiation conversations with foresight and discretion.
• Maintain a clean, well-organized candidate pipeline in Greenhouse for both inbound and sourced candidates, ensuring data integrity throughout the process.
• Engage and manage third-party sourcing resources as needed, monitoring pipeline health and escalating vendor issues appropriately.

What You'll Bring

• 7+ years of full-cycle recruiting experience with a strong track record across the G&A functions (Strategy & Operations, Compliance, Legal, People, Finance), GTM (Revenue) or Tech.
• Demonstrated ability to manage senior-level searches and negotiate complex total compensation packages independently.
• Expert command of sourcing strategies, talent attraction, and candidate engagement; including applied use of AI tools for pipeline building, personalized outreach, and screening.
• Proficiency in Greenhouse (ATS), or the like, with a track record of maintaining clean, audit-ready pipelines.
• Strong analytical and problem-solving skills; able to interpret data, identify trends, and translate insights into hiring strategy.
• Exceptional written and verbal communication skills, with the ability to influence stakeholders at all levels while operating with a high degree of confidentiality.
• Proven ability to manage competing priorities and high-volume hiring in a fast-paced, high-growth environment with precision and composure.
• Experience collaborating cross-functionally with People Operations or equivalent teams on workforce planning and internal mobility.

The national pay range for this role is $75-85 hourly. Individual compensation will be commensurate with the candidate's experience aligned with Flex's internal leveling guidelines and benchmarks.

About the Role

Our people team is seeking an analytical and detail-oriented Senior Manager, Compensation and Rewards to join our team. This is a critical role where you’ll act as a data-driven partner to our HRBPs, Managers, and Talent Partners, ensuring our compensation and rewards programs are competitive, equitable, and scalable.

This position requires a professional with a strong analytical mindset and the ability to operate with a high degree of autonomy in a fast-paced, high-growth environment. You will be responsible for the data-driven foundation that helps us hire and retain the talent shaping our corporate functions.

This is a hybrid position with on-site expectations of at least 3 days per week in our either our NYC or San Francisco office. Candidates relocating to our hubs may be eligible for relocation assistance.

What You'll Do

• Analytical Support: Provide data-backed guidance on compensation strategy and market trends across all of Flex.
• Compensation Benchmarking: Lead the benchmarking process for all global functions, targeting high-caliber data points to ensure we remain competitive in the fintech market.
• Program Administration: Manage the day-to-day execution of compensation cycles, including salary reviews, equity grants, and internal leveling audits.
• Offer Modeling: Manage the technical side of the offer process, including modeling complex compensation packages and maintaining market compensation databases.
• Stakeholder Partnership: Serve as a strategic partner to leaders and HRBPs, providing expert guidance on compensation philosophy and pay equity.
• Data Intelligence: Leverage data and market intelligence to influence sourcing strategies and continuously improve our internal rewards processes.
• Survey Submissions: Consolidate internal compensation data and submit to Radford.
• Benefits Administration: Manage the annual open enrollment process and partner with People Ops, who oversees the day-to-day administration of health, dental, and vision plans.
• Wellness Strategy: Evaluate and implement competitive fringe benefits and wellness programs that align with our culture and support employee retention.

Key Qualifications

• Experience: 6+ years of experience in an analytical role, ideally within Compensation, Total Rewards, or Finance.
• Environment: Proven success in a high-growth tech or fintech environment; you thrive in a fast-paced setting and are comfortable with ambiguity.
• Data Mastery: Exceptional Excel/Google Sheets skills with the ability to build complex models and translate raw data into actionable insights.
• Communication: Strong interpersonal skills, with the ability to explain complex compensation concepts to various stakeholders and senior leaders.
• Business Acumen: Ability to quickly understand the key drivers and talent needs of different departments.
• Mindset: A strategic mindset combined with a "roll-up-your-sleeves" attitude to execute tasks flawlessly.

Flex takes a market-based approach to pay, ensuring compensation is commensurate with a candidate's experience and our internal leveling guidelines.

For candidates located in our Tier 1 markets (NYC/SF/Seattle), the base salary pay range for this role is $150,000 - $175,000 USD. For all other U.S. locations, Flex utilizes a geographic pay differential based on a cost of labor index. If you are located outside of the Tier 1 states listed above, your starting pay will be adjusted to align with the market conditions of your specific geographic zone. Please speak with your recruiter for additional information regarding the specific range for your location.

About the Role 

As Flex's Contract Lead Talent Partner, you will own the full recruitment lifecycle — from sourcing through handoff to onboarding — serving as a trusted advisor and strategic partner to hiring leads across Strategy & Operations, Compliance, Legal, People, Finance and Revenue. This is a high-autonomy role in a fast-paced, high-growth environment, requiring you to manage competing priorities with speed and precision. We anticipate approximately full-time hours per week for up to six months, with the possibility of extension or conversion based on business need.

Success in this role looks like building credible relationships with hiring managers quickly, running clean and consistent interview loops through Greenhouse, monitoring pipeline health and pass-through rates, developing closing strategies for senior-level searches with discretion, and continuously leaning into AI tooling and automation workflows to increase efficiency and productivity.

What you'll do

• Own the full recruitment lifecycle for multiple open roles across Strategy & Operations, Compliance, Legal, People, Finance and Revenue; from prescreening and interview facilitation through debriefing, offer design, and handoff to onboarding.
• Develop and execute sourcing strategies informed by market data and hiring trends, leveraging AI tools to build targeted pipelines and personalize outreach at scale.
• Serve as a strategic advisor to hiring managers, providing counsel on approach, market nuance, and candidate assessment to deliver a best-in-class hiring experience.
• Design and communicate competitive compensation packages using internal and external benchmark data, leading offer and negotiation conversations with foresight and discretion.
• Maintain a clean, well-organized candidate pipeline in Greenhouse for both inbound and sourced candidates, ensuring data integrity throughout the process.
• Engage and manage third-party sourcing resources as needed, monitoring pipeline health and escalating vendor issues appropriately.

What You'll Bring

• 7+ years of full-cycle recruiting experience with a strong track record across the G&A functions (Strategy & Operations, Compliance, Legal, People, Finance), GTM (Revenue) or Tech.
• Demonstrated ability to manage senior-level searches and negotiate complex total compensation packages independently.
• Expert command of sourcing strategies, talent attraction, and candidate engagement; including applied use of AI tools for pipeline building, personalized outreach, and screening.
• Proficiency in Greenhouse (ATS), or the like, with a track record of maintaining clean, audit-ready pipelines.
• Strong analytical and problem-solving skills; able to interpret data, identify trends, and translate insights into hiring strategy.
• Exceptional written and verbal communication skills, with the ability to influence stakeholders at all levels while operating with a high degree of confidentiality.
• Proven ability to manage competing priorities and high-volume hiring in a fast-paced, high-growth environment with precision and composure.
• Experience collaborating cross-functionally with People Operations or equivalent teams on workforce planning and internal mobility.

The national pay range for this role is $75-85 hourly. Individual compensation will be commensurate with the candidate's experience aligned with Flex's internal leveling guidelines and benchmarks.

About the role

Our people team is seeking a Director, Strategic People Partner to join our People Team and act as strategic partners to our rapidly scaling business. This role will ensure we deliver exceptional support to employees and leaders within the Engineering and Product (R&D) teams while maintaining compliance and fostering an engaged, high-performing workforce.

This is a hybrid position with on-site expectations of at least 3 days per week in our New York Headquarters. For candidates outside of the NY/NJ area, you may be eligible for our relocation assistance program. This role will also require quarterly travel to the Bay Area to collaborate with stakeholders and support key initiatives. 

What you’ll do

Strategic Partnering:

• Serve as a strategic partner to leaders within the Engineering and Product (R&D) teams, aligning people initiatives with key business objectives
• Collaborate with other People team members to lead workforce planning, talent development, and organizational design for your departments.

Employee Experience:

• Act as the primary point of contact for employee concerns with the department, identifying trends and translating them into actionable strategies to address underlying departmental issues.
• Improve engagement through proactive employee and leader out reach, driving initiatives to improve employee experience within assigned departments.
• Partner with leaders and teams to cultivate an inclusive, high performing culture.

HR Program Management:

• Support initiatives around performance management, compensation reviews, benefits optimization, and learning & development programs.
• Act as the point person between the People team and the department for regular company wide initiatives (bi-annual performance reviews, engagement surveys, open enrollment).
• Oversee culture-building events, such as offsites and employee engagement activities.

HR Operations & Compliance:

• Ensure compliance with federal, state, and local employment laws and regulations.
• Act as a mediator to help resolve conflicts within the department, escalating as needed.
• Own audits and documentation processes, collaborating with Legal and Compliance teams.

People Analytics:

• Analyze and interpret people data (e.g., engagement surveys, compensation metrics) to provide recommendations for improvement within the department.
• Track trends within the department to proactively identify risks and develop preventative solutions.

Talent Acquisition Collaboration:

• Support Talent Acquisition by providing guidance on job leveling, compensation strategies, exceptions, and onboarding best practices.
• Act as key decision maker for interviews, where necessary.

Key qualifications

• 7+ years of experience in Human Resources
• 3 years as a strategic business partner
• Experience in a scaling start-up environment, with a proven ability to adapt to a dynamic setting where needs can change quickly
• Previous experience in a role supporting fast-paced technical teams, particularly Engineering and Product, is highly preferred.
• Proven ability to think strategically at an organizational level and drive large-scale, cross-functional improvements
• Highly detail-oriented and organized, with a proactive approach to providing feedback, follow-up, and updates to ensure momentum and accountability across all projects and programs
• Expert project management skills with the ability to prioritize and manage multiple high priority initiatives at once
• Skilled in analyzing people data and metrics, leveraging Excel/Google Sheets skills to support strategic reporting and actionable insights
• Highly relational, able to connect with team members at all levels and foster a collaborative environment
• Aware of your expertise, knowing when to seek input from others and escalating issues as appropriate
• Confident presenting to large groups, both virtually and in person

Flex takes a market-based approach to pay, ensuring compensation is commensurate with a candidate's experience and our internal leveling guidelines.

For candidates located in our Tier 1 markets (NYC/SF/Seattle), the base salary pay range for this role is $204,000 - $255,000 USD. For all other U.S. locations, Flex utilizes a geographic pay differential based on a cost of labor index. If you are located outside of the Tier 1 states listed above, your starting pay will be adjusted to align with the market conditions of your specific geographic zone. Please speak with your recruiter for additional information regarding the specific range for your location.