About the Team

The Wolt Market Talent Acquisition Operations team is evolving into a strategic, centralized function that enables scalable, efficient, and data-driven hiring across all international markets. As Wolt Market continues to grow, we are shifting from manual, recruiter-led processes to a more standardized, technology-enabled hiring model powered by tools like Greenhouse and Fountain.

Our goal is to build a highly efficient, automated hiring engine that supports rapid expansion across diverse geographies, while maintaining strong candidate experience and operational consistency. This requires leaders who can blend talent acquisition expertise with program management, analytics, and continuous improvement.

About the Role

As a Lead Program Manager, you will own and scale high-volume hiring operations for Wolt Market across international locations. Based in Greece, you will lead a team of recruiters and sourcers responsible for delivering hiring outcomes at scale through Greenhouse and Fountain (including automated assessments).

This is a hands-on leadership role where you will balance team management with program ownership—driving execution while continuously improving processes, workflows, and funnel performance. You will focus on building repeatable, scalable hiring systems that reduce manual effort and increase speed, quality, and consistency.

This role is ideal for someone with a Talent Acquisition background who is looking to grow into Program Management, and who brings a strong analytical mindset, ownership mentality, and passion for process improvement.

You’re excited about this opportunity because you will…

• Lead and develop a team of recruiters and sourcers delivering high-volume hiring across international markets
• Own hiring delivery through Greenhouse and Fountain, including automated screening and assessments
• Drive end-to-end pipeline performance, from application through onboarding
• Identify bottlenecks in the hiring funnel and implement scalable process improvements
• Standardize workflows across markets while adapting to local nuances
• Leverage data to monitor performance, improve conversion rates, and reduce drop-off (e.g., NCNS, early attrition)
• Partner with cross-functional stakeholders (Operations, Workforce Planning, HR) to align hiring with business needs
• Build and document processes, playbooks, and best practices to enable consistency at scale
• Contribute to the broader transformation toward a more automated, efficient hiring model

We’re excited about you because…

• You have 5+ years of experience in Talent Acquisition, Recruiting Operations, Program Management, or similar
• You have experience in high-volume hiring environments and understand pipeline management at scale
• You have people management experience (leading recruiters, coordinators, or sourcers)
• You bring a strong analytical mindset and are comfortable using data to drive decisions
• You have a track record of continuous improvement and optimizing processes
• You are comfortable working with tools like Greenhouse, Fountain, or similar systems
• You are highly organized and able to manage both team execution and program-level initiatives
• You are comfortable writing clear documentation, building playbooks, and standardizing ways of working
• You are adaptable and thrive in a fast-paced, evolving environment
• Experience working across multiple countries or international markets is a plus

Why this role

This is an opportunity to step into a leadership role while expanding into Program Management, owning both people and process. You will play a key role in building a scalable hiring engine for Wolt Market globally, with direct impact on business growth and operational success.

At Wolt, our Support teams are at the heart of the customer experience, helping customers, merchants, and courier partners every day across multiple markets. The Global Support People team partners closely with leaders to ensure our people strategy supports scale, performance, and engagement in a fast-moving, international environment.

As a People Partner – Global Support, you’ll play a key role in bringing our people strategy to life across Shared Service Centers and stand-alone countries. This is a hands-on role where you’ll work closely with local leaders, acting as a trusted advisor while ensuring global frameworks around compensation, performance, engagement, leadership development and org design are executed consistently and thoughtfully at country level. It’s an exciting moment to join as we continue to evolve our Support organization globally.

What you’ll be doing

In this role, you’ll focus on turning strategy into action and making sure our people's initiatives work in real life, across diverse markets.

Day-to-day in this role you’ll:

• Partner with Regional and Country Heads as the main People Partner for assigned countries and Shared Service Centers
• Execute global people initiatives locally, including compensation cycles, performance management, engagement, leadership development  programs, and org design changes
• Lead the compensation processes in your assigned markets
• Implement and maintain job profiles, levels, and workforce ratios in line with global frameworks
• Run recurring engagement and leadership development initiatives and support leaders in turning insights into concrete actions
• Monitor organizational health metrics (engagement, attrition, headcount, ratios) and drive local improvement initiatives

Our humble expectations 

We don’t expect you to know everything on day one, but these are the essentials for succeeding in this role:

• Solid experience in an HR Business Partner or People Partner role, ideally in a multi-country or operational environment
• Hands-on experience running compensation cycles, performance processes, people development or similar core HR programs
• Strong stakeholder management skills, with the ability to advise and influence operational leaders
• Confidence working with people data and translating insights into practical actions
  A pragmatic, execution-focused mindset with comfort operating in change
• Ability to work across multiple countries and cultures (occasional travel may be required)

What we offer

This role gives you a front-row seat to shaping how people practice scale in a global Support organization.

• A genuinely impactful role where you’ll see your work land locally and make a difference for teams
• Exposure to complex, international people topics across multiple markets
• Close collaboration with senior People leaders and operational leadership
• A chance to grow your strategic thinking while staying close to hands-on execution
• A supportive, ambitious People team that values trust, ownership, and learning

And of course, you’ll be joining Wolt — a company where things move fast, ideas are welcomed, and you’ll keep learning as we grow together.

Next steps

1. An initial conversation with Talent Acquisition
2. Interviews with the hiring manager and key stakeholders
3. A presentation  focused on role fit and ways of working

If this sounds like something you’d enjoy, we’d love to hear from you 💙

The Mission

Panther is building the AI SOC platform that helps security teams detect and respond faster than attackers. The Context & Data Experience team owns the foundational layer that makes everything else possible — getting the right data in, making it trustworthy, and surfacing environment context that powers every alert, hunt, and investigation. This team helps customers:

• Get all their security data into Panther quickly and reliably — from cloud, on-prem, and third-party sources.
• Maximize the value of that data through schemas, transformations, and baselines that make it high-signal.
• Understand their environment continuously — cloud misconfigurations, asset context, and behavioral baselines that make detections smarter.

This role is about making data pipelines feel invisible, context feel instant, and security coverage feel complete.

The Team + Role

You'll join the Context & Data Experience team and partner closely with engineers and PMs to build the backend systems that power data ingestion, enrichment, and environment context at Panther. This is a backend role focused on the foundational infrastructure that every detection, alert, and investigation depends on.

What You'll Need

Technical Expertise:

• Strong backend engineering experience building production services and APIs
• Proficiency in Go and Python
• Experience designing systems with clear trade-offs around latency, correctness, and reliability

Nice to Have:

• Security domain experience, especially with SOC workflows, alerting, logging, detection engineering, or related platforms

Mindset:

• Ownership: You drive problems end-to-end and care about outcomes
• Collaboration: You work effectively across product and engineering to deliver a cohesive experience
• Pragmatism: You know when to simplify and when to invest in deeper architecture

What You'll Do

• Build and improve backend services that power data ingestion, enrichment, and environment context workflows
• Design and ship end-to-end backend features across APIs, data pipelines, and integrations
• Own the reliability, scalability, and correctness of the systems that every detection, alert, and investigation depends on
• Partner with engineers and PMs to turn ambiguous problems into shipped product
• Raise the bar for engineering quality through design reviews, mentorship, and technical leadership

About Panther

Panther is a cybersecurity company with the mission of detecting any breach, anywhere. Panther solves modern security problems with detection-as-code, a cloud-native architecture, and a robust security data lake. Panther’s platform enables security teams to focus on security, detect attacks, and protect their organizations without prohibitive overhead.

Panther is backed by Coatue Management, Lightspeed Venture Partners, S28 Capital, Snowflake Ventures, ICONIQ Growth, and Innovation Endeavors, and has raised $140M. Customers include Figma, Gusto, Coinbase, and Dropbox.

Panther is remote-first, with a culture of flexibility, written documentation, open communication, and collaboration. Our values guide our every move: Create Customer Love, Be an Owner, and Take Care of the Team.

We believe in transparency throughout our process — including how we approach AI.

We recognize that AI tools can enhance productivity and support high-quality work. Candidates are welcome to use AI tools for assistance when preparing application materials and completing take-home assignments. If AI use is not permitted for a specific assessment, we will indicate that clearly in the instructions. During live interviews, we ask that candidates not use AI tools to generate or supply real-time answers. This includes reading from AI-generated responses or prompts during conversational, behavioral, or technical discussions. These conversations are designed to understand your individual thinking process, problem-solving approach, and ability to communicate your ideas.

We also use AI tools to support our recruiting processes; hiring decisions are made by our team, not AI.

Reasonable Accommodations
We are committed to providing equal opportunity to all candidates. If you require the use of an AI-based tool or any other assistive technology as a reasonable accommodation for a disability or medical condition, please notify us prior to your interview. We will engage in an interactive process to determine what arrangements are appropriate for your situation. Accommodation requests are handled individually and in accordance with applicable law.

Perks

• Competitive equity in a well-established cybersecurity company
• 20 days PTO with additional unlimited PTO policy, plus major Greece holidays
• Healthcare Stipend
• Latest tech equipment and budget for your personalized setup
• Remote Worker Stipend
• Remote-first culture built for distributed teams

The cash compensation range for this role is €87000 - 100,000 (14 month salary)

The cash compensation above includes base salary and on-target commission for employees in eligible roles. In addition to cash compensation, all full-time Pantherinos are eligible to participate in our equity plan to receive Incentive Stock Options (ISO). Individual compensation packages are based on a few factors unique to each candidate, including their location, experience, and expertise, and may vary from the above-mentioned range.

Panther Labs is an Equal Opportunity Employer. The Company prohibits discrimination and harassment on the basis of: race, color, national origin, ancestry, sex (including pregnancy, childbirth, breastfeeding), gender, gender identity, gender expression, sexual orientation, marital status, age, religious creed, physical disability, mental disability, genetic information, military or veteran status, or any other status protected by law. All employment decisions are decided on the basis of qualifications, merit, and business need.

Let’s start with the role

The Director of Total Rewards & Organizational Effectiveness is a senior HR leader responsible for defining and executing the company’s global strategy for compensation, benefits, organizational design, and HR cost management. 

Reporting to the CHRO and leading a global Center of Excellence, the role integrates Total Rewards, Organization Effectiveness, and HR Cost Controlling & Reporting to ensure competitiveness, affordability, and structural efficiency across all entities.

Partnering closely with the CHRO, HR BPs, Finance, and Divisional Directors, the role will ensure full control and transparency over total payroll cost, while driving a consistent and performance-driven reward philosophy aligned with business growth and transformation objectives. 

A key strategic partner to the CHRO and ExCo, this role will ensure that the company’s people investment is competitive, performance-driven, and financially sustainable, supporting both transformation and long-term growth.

1. Total Rewards Strategy and Governance
   • Design and lead the global compensation and benefits strategy, ensuring competitiveness, internal equity, and alignment with business and talent strategies.
   • Oversee annual salary review, bonus cycles, and incentive plan design, ensuring data integrity, fairness, and fiscal discipline.
   • Develop and maintain job architecture, grading structures, and market benchmarking frameworks.
   • Provide global oversight and governance on benefits programs, ensuring compliance and optimization across countries.
   • Drive a pay-for-performance culture through consistent application of reward principles and close alignment with performance management outcomes.
2. Organization Effectiveness & Design
   • Lead initiatives related to organizational design, structure reviews, and spans & layers optimization, ensuring organizational effectiveness and scalability.
   • Partner with HRBPs and Business Leaders to evaluate workforce structures, role design, and organizational agility during transformation or restructuring.
   • Own and evolve the Job Family Model, ensuring consistency and clarity across global functions.
   • Support cultural and operational transformation by ensuring roles, structures, and capabilities are aligned with strategy.
3. HR Cost Controlling, Budgeting, and Reporting
   • Lead HR cost planning, forecasting, and monitoring processes, in close collaboration with Finance and HRBPs. 
   • Ensure full visibility and control over total payroll cost, headcount movements, and related HR expenditure across entities and geographies.
   • Deliver regular dashboards and reports to CHRO, CEO, CFO, and ExCo on payroll evolution, workforce metrics, and efficiency ratios.
   • Identify cost optimization opportunities and drive corrective actions in partnership with divisional HRBPs and business Directors.
   • Lead the design and implementation of HR analytics and workforce metrics for informed decision-making.
4. Leadership and Collaboration
   • Lead, develop, and inspire a global team of professionals in Total Rewards, Org Design,and HR Controlling. 
   • Serve as a strategic advisor to the CHRO and HR Leadership Team on all matters related to pay, organization design, and workforce cost efficiency.
   • Partner with Finance, Strategy, and Business leaders to align workforce cost structures with business priorities and affordability targets.
   • Collaborate closely with HRBPs to ensure global policies are translated into practical, business-relevant execution.

• Maintain total payroll cost within budget and efficiency targets.
• Ensure consistent and transparent grading and reward frameworks globally.
• Deliver accurate, timely HR cost and workforce analytics to leadership.
• Support organizational transformation through effective design and workforce planning.
• Build and lead a high-performing global Center of Excellence team.

What you’ll bring

• 10–15 years of HR experience, with at least 5 in a senior Total Rewards or HR Controlling role.
• Proven expertise in compensation & benefits, organizational design, HR analytics, and workforce cost management.
• Strong business acumen and financial literacy, able to engage confidently with Finance and Executive teams.
• Experienced in multinational environments; exposure to industrial or technology sectors preferred.
• Strategic, analytical, and execution-focused leader with excellent stakeholder management skills.
• Fluent in English; additional languages a plus.