ecosio is a fast-growing, innovative service company and a leading provider of B2B integration, specialising in electronic data interchange (EDI), Web EDI and e-invoicing. ecosio is part of Vertex, Inc., a leading global provider of indirect tax solutions listed on Nasdaq (VERX).

Our brand slogan is Connections That Work as we believe strong connections are central to successful business relationships - both external and internal. At ecosio, we hire individuals from all backgrounds and are committed to creating an inclusive work environment. We are technology lovers, set the highest standards for our solutions, and put innovative ideas first.

Job Description

You'll connect with the role if you enjoy...

• Owning the development of reporting and analytics to measure L&D impact and effectiveness
• Supporting the design and rollout of learning and development programs aligned with business needs
• Facilitating workshops and training sessions (virtual and/or in-person, internal and external)
• Partnering with stakeholders to identify skill gaps, define development priorities and career paths
• Managing and coordinating end-to-end learning initiatives and timelines
• Contributing to performance management and talent development processes
• Curating and maintaining learning content libraries and resources
• Driving engagement and adoption of learning programs across the organization

Qualifications

To connect with ecosio it is important to have…

• Background in Learning & Development, Talent Development, HR, or a related field
• Analytical mindset with the ability to interpret learning data and translate it into improvements
• Experience in instructional design and developing engaging, learner-centered training content
• Strong understanding of adult learning principles and modern learning methodologies
• Experience working with LMS platforms and digital learning tools
• Excellent stakeholder management and communication skills across all levels
• Ability to manage multiple projects in a fast-paced, cross-functional environment

And nice to have...

• Strong facilitation and presentation skills (virtual and/or in-person)
• Familiarity with content authoring tools (e.g. Articulate 360, Rise, Storyline, Canva)
• Experience in career pathing or talent framework design
• Knowledge of performance management processes and tools

Additional Information

By connecting with us you will experience...

• Our remote-first culture lets you work remotely from one of our designated countries
• Flexible working hours to suit your schedule and priorities
• Annual personal development budget to invest in conferences, courses, or career coaching
• Home office allowance to create a workspace that fits your needs
• Regular events and trips to connect, celebrate, and have fun with the team
• Workations of up to 90 days per year within the EU, combining travel and productivity
• Wellbeing support, including mental health resources and employee assistance programs
• Additional country-specific benefits based on your location

Sounds like a connection that works? Then apply now and we will get in touch soon!

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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 💙

Job details
● 💼 Revenue 
● 📍 Croatia
● 🕜 Full-Time Remote

What you will do
You’ll be the face of Lighthouse for prospective clients, owning the full sales cycle from prospecting to close. This is a hunter role: you carry a quota, you build your own pipeline, and you’re accountable to outcomes and success. No excuses, just results.
What makes this different: you won’t do it alone. Lighthouse is deploying an agent AI infrastructure — Enablement, Pre-Sales, and Coaching agents — alongside a modern revenue stack. AI handles the prep, the sequencing, and the pattern recognition so you can focus on what matters — building
relationships, running sharp discovery, and closing deals.
We work with structured sales methodology, like MEDDPICC to support high-quality deal execution. You’ll advance deals with evidence, protect pricing on value, and forecast with precision. We want to help you use modern tools to become a better seller and achieve great success.

Where you will have impact

• Own your territory and your number. Build and execute a strategic territory plan to generate a net-new pipeline. Maintain 3x pipeline coverage, forecast honestly, and take full accountability for your results. Your quota is your commitment.
• Hunt and build a pipeline. Source a meaningful share of your own pipeline through outbound sequences, ICP targeting, Lighthouse Connect events, and industry conferences. This is not an SDR-reliant role.
• Run a disciplined sales process. Using MEDDPICC to qualify and advance opportunities. Use the AI Pre-Sales Agent to identify gaps before every major call. Advance deals through stage gates with evidence, not optimism. Leverage AI to make your days easier and focus on more selling time.
• Use AI as a force multiplier. Leverage the Enablement Agent for call prep, discovery frameworks, and positioning. Use the Coaching Agent to surface patterns in your pipeline and win rate. Push back on the tools when they’re wrong — help make the system smarter.
• Become a hospitality expert. We will help you understand revenue management workflows well enough to run ROI conversations without a pre-sales overlay on every deal. Position an integrated platform versus point solutions. Know the competitive landscape inside out.
• Drive results beyond net-new. Consistently meet and exceed sales targets through new business and by identifying expansion and upgrade opportunities within your accounts. Partner with Product to share market feedback and influence the roadmap. Represent Lighthouse at industry events to build the brand and your network.

About Our Team
You’ll be a key player in our global Revenue team, a vibrant and ambitious group of over 150 professionals spread across 24 countries. Our team is collaborative, results-obsessed, and passionate about helping hotels succeed. We celebrate wins, support each other through challenges, and provide ample opportunities for you to grow your career within our rapidly expanding organisation.

What’s in it for you

• Flexible working environment: Work from home or at one of our global offices.
• Flexible time off: Autonomy to manage your work-life balance.
• Collaborative team: High-bar, friendly, creative, and passionate colleagues.
• Career development: Workshops, frameworks, tools, training, and processes to realize your full potential.
• Impactful work: Shape products relied on by 85,000+ users worldwide.
• Competitive compensation: Proactively maintained to value your work.
• Referral bonuses: Earn rewards for bringing in new talent.

Who You Are

• 2–5 years in a closing sales role, SaaS experience is a must but hunger and skill matters more than industry tenure.
• Self-directed, coachable, and driven to continuously improve. You seek feedback on your calls, your pipeline, and your positioning — and act on it within the next deal, not the next quarter.
• You treat AI tools as a core part of your selling motion, not a novelty. You adopt new tooling quickly and bend it to your style.
• Exceptional command of the English language and native Serbian or Croatian.
• Experience with MEDDPICC or similar qualification frameworks is a plus, not a requirement. What matters is that you bring discipline and structure to how you run deals.
• Strong business acumen with the ability to sell on value, not price. Confident engaging stakeholders from GMs to C-suite.
• You want to win. You prospect when it would be easier not to. You follow up one more time. You’re not okay with a bad quarter.

Lighthouse is an equal opportunity employer. We’re committed to building a diverse, inclusive workplace where everyone belongs. We welcome candidates of all backgrounds, regardless of age, gender, race, religion, sexual orientation, or disability, and provide reasonable accommodations throughout the recruitment process.
Your background doesn’t need to match every bullet point — if you’re passionate about what we do and learn quickly, we’d love to hear from you.

The Strategic People Partner (Product and Tech) serves as a key HR advisor and partner to business leaders, driving the alignment of people strategies with the overall business objectives. This role focuses on talent management, employee development, culture, and organizational design. By providing strategic insight, the Strategic People Partner helps build high-performing teams, fosters an inclusive work environment, and ensures the organization can scale effectively to meet growth goals

What you’ll be doing:

Business Partnership

• Collaborate with business leaders to understand their goals and challenges, translating them into people strategies that drive business outcomes.
• Act as a trusted advisor to leadership on issues such as workforce planning, organizational design, and talent development.
• Provide coaching to senior leaders on leadership development, change management, and team dynamics.
• Lead initiatives that support employee engagement and culture-building within business units.
• Additionally partner closely with HR Operations and Payroll locally to ensure smooth running of these fundamental areas.

Organisational Design & Change Management

• Work closely with leadership to design organisational structures that enable business success.
• Lead organisational change initiatives, ensuring smooth transitions and strong stakeholder engagement.
• Partner with HR teams to drive change management efforts during business transformations, restructuring, or new market expansions.

Employee Relations & Culture

• Promote a positive, inclusive, and high-performance work culture that aligns with the company’s values.
• Manage and resolve complex employee relations issues, providing guidance on conflict resolution and effective communication.
• Partner with leadership to implement strategies that foster a culture of diversity, equity, and inclusion.

Data-Driven Decision Making

• Use HR metrics and analytics to provide insight and recommendations to business leaders.
• Monitor employee turnover, engagement, and other key HR metrics to help leaders make informed decisions.
• Work with the HR team to ensure the effective use of HR technologies and data platforms to support strategic initiatives.

Talent Acquisition & Workforce Planning

• Collaborate with talent acquisition teams to align recruitment efforts with the business’s talent needs and growth goals.
• Partner with business leaders on workforce planning, ensuring the right talent is in place for current and future business needs.
• Participate in the interview and selection process for critical or senior-level roles.

What We’re Looking For

• Education: Bachelor’s degree in Human Resources, Business, or a related field (Master’s preferred).
• Experience: 5-7 years of experience in human resources, with a focus on business partnership or HR consulting.
• Product and Tech exposure 
• Proven experience in talent management, organizational design, and change management.
• Strong knowledge of HR best practices, employment laws, and workforce planning.
• Ability to build strong relationships with senior leaders and influence strategic decisions.
• Experience in diversity, equity, and inclusion (DEI) initiatives.
• Strong analytical skills and experience working with HR metrics and analytics.

The Senior Employee Relations Partner is a strategic role responsible for building and embedding best‑practice employee relations capabilities across the organization. The focus of the role is on knowledge sharing, capability building, and programmatic ER and compliance frameworks, rather than direct ownership of all individual employee relations cases.

The role is designed to create consistency, scalability, and risk mitigation across employee relations and compliance as the company continues to grow and expand internationally.

Key Responsibilities

Employee Relations Strategy & Frameworks

• Design and implement group‑wide employee relations frameworks, policies, and guidelines aligned with local labor regulations and business needs.
• Establish best‑practice ER standards and ensure consistent application across countries and business units.
• Take a programmatic approach to ER, identifying themes, systemic risks, and improvement opportunities across the organization.

Compliance Policies & Governance

• Lead the development, review, and maintenance of employee‑related compliance policies across all relevant topics (e.g. conduct, disciplinary processes, grievances, harassment, ethics, investigations, whistleblowing, working conditions, and related employment compliance areas).
• Ensure compliance policies are globally consistent yet locally adaptable, reflecting applicable labor laws and regulatory requirements in each jurisdiction.
• Partner closely with Legal to ensure policies are legally sound, risk‑mitigated, and aligned with regulatory expectations.
• Establish clear policy governance, ownership, and escalation models, including guidance on interpretation and application by HR and leaders.
• Drive effective policy communication, training, and awareness, ensuring policies are understood and consistently applied across the organization.

Capability Building & Knowledge Sharing

• Build ER and compliance capability within HR and leadership teams through guidance, toolkits, playbooks, and training.
• Act as a center of expertise for complex employee relations and compliance topics, supporting HR teams rather than managing all cases directly.
• Develop and deliver learning sessions, case studies, and practical guidance to upskill local HR teams.

Advisory Role (Not Case Ownership)

• Provide strategic advice and escalation support for complex or high‑risk ER and compliance matters, without assuming responsibility for managing all individual cases end‑to‑end.
• Unlike localized ER roles (e.g. full case ownership in specific countries), this role does not manage all ER cases across the business, but supports them through expertise and frameworks.

Risk Management & Insights

• Monitor ER and compliance trends, disputes, and risk exposure to proactively identify and address potential systemic issues.
• Use insights from cases and policy application to continuously improve frameworks, guidance, and training.

Collaboration with Legal

• Work hand‑in‑hand with the Employment Lawyer role under the Legal function.
• Partner closely on:
• Complex employee relations and compliance matters
• Policy interpretation and legal validation
• International expansion into new jurisdictions

Key Stakeholders

• HR Leadership and HR Business Partners
• Local HR Ops
• Legal  - Employment Lawyer
• Senior Leaders and People Managers
• People & Culture, Rewards, Talent, and Compliance functions

Role Scope & Boundaries

• Ownership of ER and employee‑related compliance frameworks.
• Focus on scalable, policy‑driven solutions rather than country‑specific execution.
• ER case management remains with local HR teams, supported by this role through expertise, policies, and governance.

The Senior Employee Relations Partner is a strategic role responsible for building and embedding best‑practice employee relations capabilities across the organization. The focus of the role is on knowledge sharing, capability building, and programmatic ER and compliance frameworks, rather than direct ownership of all individual employee relations cases.

The role is designed to create consistency, scalability, and risk mitigation across employee relations and compliance as the company continues to grow and expand internationally.

Key Responsibilities

Employee Relations Strategy & Frameworks

• Design and implement group‑wide employee relations frameworks, policies, and guidelines aligned with local labor regulations and business needs.
• Establish best‑practice ER standards and ensure consistent application across countries and business units.
• Take a programmatic approach to ER, identifying themes, systemic risks, and improvement opportunities across the organization.

Compliance Policies & Governance

• Lead the development, review, and maintenance of employee‑related compliance policies across all relevant topics (e.g. conduct, disciplinary processes, grievances, harassment, ethics, investigations, whistleblowing, working conditions, and related employment compliance areas).
• Ensure compliance policies are globally consistent yet locally adaptable, reflecting applicable labor laws and regulatory requirements in each jurisdiction.
• Partner closely with Legal to ensure policies are legally sound, risk‑mitigated, and aligned with regulatory expectations.
• Establish clear policy governance, ownership, and escalation models, including guidance on interpretation and application by HR and leaders.
• Drive effective policy communication, training, and awareness, ensuring policies are understood and consistently applied across the organization.

Capability Building & Knowledge Sharing

• Build ER and compliance capability within HR and leadership teams through guidance, toolkits, playbooks, and training.
• Act as a center of expertise for complex employee relations and compliance topics, supporting HR teams rather than managing all cases directly.
• Develop and deliver learning sessions, case studies, and practical guidance to upskill local HR teams.

Advisory Role (Not Case Ownership)

• Provide strategic advice and escalation support for complex or high‑risk ER and compliance matters, without assuming responsibility for managing all individual cases end‑to‑end.
• Unlike localized ER roles (e.g. full case ownership in specific countries), this role does not manage all ER cases across the business, but supports them through expertise and frameworks.

Risk Management & Insights

• Monitor ER and compliance trends, disputes, and risk exposure to proactively identify and address potential systemic issues.
• Use insights from cases and policy application to continuously improve frameworks, guidance, and training.

Collaboration with Legal

• Work hand‑in‑hand with the Employment Lawyer role under the Legal function.
• Partner closely on:
• Complex employee relations and compliance matters
• Policy interpretation and legal validation
• International expansion into new jurisdictions

Key Stakeholders

• HR Leadership and HR Business Partners
• Local HR Ops
• Legal  - Employment Lawyer
• Senior Leaders and People Managers
• People & Culture, Rewards, Talent, and Compliance functions

Role Scope & Boundaries

• Ownership of ER and employee‑related compliance frameworks.
• Focus on scalable, policy‑driven solutions rather than country‑specific execution.
• ER case management remains with local HR teams, supported by this role through expertise, policies, and governance.

he Gaming Integrations team is at an inflection point. We operate ~26 provider integrations across three runtimes (Elixir, Node.js, Erlang) and are the critical path for Superbet entering new markets.

This role is a key part of our capacity plan. You'll join a small but high-impact team and immediately contribute to real challenges: rebuilding our game platform into a scalable, multi-studio platform, and accelerating integration delivery so Superbet launches in new countries faster.

What You'll Be Working

• Elixir platform migration: Contributing to the migration of our Node.js/Erlang integrations to the new Elixir-based platform. Feature parity across runtimes is a blocker for many localizations today.
• Game Studio Integrations: Owning the full lifecycle of new provider integrations (launchUrl, authenticate, balance, debit, credit, void) from implementation through production sign-off.
• Platform architecture: Implementing CI/CD pipelines, shared services, and the modular architecture needed to support multiple exclusive gaming studios at scale.
• Operational excellence: Keeping KTLO (keeping the lights on) under 10% of team capacity while maintaining high availability across all 26+ live integrations.

What We Expect

Project Impact

• Consistently high productivity across many concurrent projects, and delivers large scope with quality and mature practices
• Proactively identifies problems and drives resolution, often without guidance
• Leads larger projects or small squads, runs meetings, writes status reports, tracks delivery
• Helps make the people around them move faster by identifying what's slowing the team down
• Demonstrates impact clearly through metrics, not just activity

Engineering Excellence

• Takes end-to-end ownership of product quality: reliability, efficiency, security, and performance
• Drives engineering efficiency improvements across the org (faster onboarding, better tooling, reduced cycle time)
• Becomes the established go-to owner of at least one component or system with expert depth
• Advocates for rapid prototyping and data-driven idea validation
• Develops and tracks metrics that quantify product quality and engineering efficiency

Communication & Collaboration

• Builds working relationships cross-functionally (product, SRE, QA, integration managers, gaming studios)
• Proactively seeks and acts on feedback
• Gives detailed, specific positive and constructive feedback to the Tribe lead and teammates
• Facilitates fast learning cycles and nurtures innovation within the team

Organizational Impact

• Actively mentors less-experienced engineers and creates conditions for them to grow
• Participates in recruiting and interviewing (especially for diversity recruiting)
• Onboards new team members and makes codebases easy to ramp up on
• Invests in their own skills and brings new knowledge back to the team (currently relevant: Elixir, Kafka operations, distributed systems at scale)

What We're Looking For

• MUSTs
  • High agency — proven track record of unblocking themselves and helping drive improvements across a team
  • Experience with microservice and event-based architectures
  • Experience with Kafka (operating Kafka in production is a strong bonus)
• Experience
  • 5+ years building high-quality software with strong engineering practices (code reviews, CI/CD, design docs)
  • Experience building highly-available, highly-scalable, distributed backend systems
  • Worked cross-functionally in product organizations alongside product managers, designers, and stakeholders
• Technical
  • Node.js / TypeScript
  • Kafka
  • Elixir or functional programming experience — strong bonus (our strategic direction)
  • Kubernetes, Docker, AWS
  • Experience in the betting or gaming industry
• Cultural & Behavioral
  • Strong collaborator — not a solo player, not an asshole
  • Product engineer mindset — not purely tech-focused, understands business context
  • Strong sense of ownership and problem-solving instinct
  • Clear, direct communication

Why Join Us

• T-shaped team where engineers contribute across the full stack and influence technical direction
• Fully remote, team distributed across Europe
• Partner directly with exclusive Game Studios building casino content for Superbet
• Lead and mentor in a small team with high visibility and real ownership
• High-revenue, high-stakes domain with real business impact
• Help steer the technical strategy of a growing team