Head of HR

In short

We're looking for a Head of People to take full ownership of everything people-related at intent: recruitment, HR operations, team development, policies, and working directly with founders on how this company grows. This isn't a "set up the perks page and run engagement surveys" kind of role. You'll manage a team of three (two recruiters and an office manager), drive around 50 hires a year, build compensation systems, handle difficult conversations, and be the person leaders turn to when things get complicated. It's a B2B contract with a fixed monthly rate. If you like building people functions that actually work, not just look good on paper, this is for you.

Why intent?

We've been designing and co-creating connected devices since 2008. Wearables, smart audio, health-tech hardware for clients like Oura and BOSE, backed by investors like a16z and Founders Fund. We're 60+ people, fully remote, and AI-native in how we actually work, not just in how we talk about it. The company is at a stage where the people function needs someone who can own it end-to-end: from hiring plans tied to the sales pipeline, through performance frameworks, to vendor negotiations and ISO audits. It's a broad, strategic role with real decision-making power, and you'll report directly to the CEO.

What we're looking for

• 5+ years in a senior HR/People role, with at least 2 years managing a team
• Hands-on recruitment experience at scale: you can run a hiring process yourself, not just delegate it. Tech/software services industry strongly preferred
• Solid understanding of Polish labor law and contract types (B2B, UoP, UZ), enough to draft documents and make sound decisions without calling a lawyer every time
• Experience building HR systems from scratch or significantly rebuilding them: compensation frameworks, performance reviews, onboarding programs, policies
• Commercial awareness: you understand how hiring plans connect to revenue, and you can have a real conversation with a CEO about headcount vs. pipeline
• Strong with data: you define metrics, build reports, and turn numbers into recommendations, not just dashboards
• English at C1+ (written and spoken), because our clients and part of our team are international
• Direct, honest communication: you say what needs to be said, especially when it's uncomfortable
• The ability to switch between strategic thinking and hands-on execution within the same day
• Initiative and ownership: if a process is broken, you fix it. If a policy is missing, you write it. You don't wait for permission
• Nice to have
• Experience in a software house, consultancy, or tech company with a mix of freelance and permanent staff
• Familiarity with ISO 27001 or similar compliance frameworks from the HR side
• Experience managing budgets: training, mentoring, team events, compensation
• Knowledge of tools like Recruitee, Calamari, Primetric, OfficeVibe, or similar
• A genuine interest in how teams work, not just how they're organized on paper

What you'll do

• Lead the People team: manage two recruiters and an office manager, run weekly 1:1s, quarterly evaluations, and develop their skills
• Own the full recruitment cycle: plan hiring in sync with the sales pipeline, set priorities, run or oversee ~50 hires per year across specialist, leadership, and back-office roles
• Design and optimize recruitment processes, train hiring managers (PMs, tech leads), and manage relationships with recruitment agencies and outsourcing partners
• Run onboarding, workshadowing, and offboarding programs
• Partner with team leads on quarterly performance reviews, competency matrices, development plans, and corrective processes
• Step in when things get hard: burnout, conflicts, terminations, difficult conversations. You're the person leaders lean on
• Advise C-level on hiring decisions, compensation structures, team rotation, org design, and succession planning
• Own HR operations: contracts (B2B, UoP, UZ, NDAs), leave management, overtime calculations, invoice approvals, compensation reports
• Build and maintain all people policies: leave, equipment, remote work, recruitment, bonuses, offboarding, benefits
• Manage vendor relationships: Saltus (medical), legal counsel, payroll/accounting partner, training providers
• Drive HR reporting: recruitment pipeline metrics, retention, headcount efficiency, and translate data into recommendations for leadership
• Lead people initiatives: wellbeing programs, mentoring, feedback frameworks, strategic projects
• Handle compliance: ISO 27001 audits, labor inspection requirements, access management across tools (Google, Slack, Jira, Recruitee, Calamari, and more)
• Use AI tools as part of your daily workflow, not as a party trick

How we work

Fully remote. We have an office in Warsaw and a coworking space in Gdansk if you like having a place to go, but nobody will ask why you're not there. Working hours are flexible: most of the team operates …