People & Talent Lead in Prague at Keboola

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.

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.

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.

• Competitive salary + equity package.
• Budget for education.
• 25 PTO's plus 3 sick days.
• Cool new offices in the heart of Holesovice in Prague.

• Care, love and respect
• No BS
• Get your stuff done and do a bit more
• Create and innovate
• Learn!
• One team