Senior Software Engineer - AI Enablement HR

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Навык востребован (python). Но вилки нет, про деньги придётся договариваться с нуля.

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Наша компания

Founded in 2011, Kraken is one of the world's longest-standing crypto platforms, trusted by over 10 million individuals and institutions across the globe. It offers spot trading, margin, futures, staking, and OTC services, with products built for both individual investors and institutional clients. We build the systems that power how employees join, grow, and operate across the company, including hiring, onboarding, learning, and rewards. This is core infrastructure for how the company runs. We’re rebuilding these workflows with AI at the core, designing production systems that take real actions, integrate with critical tools, and are trusted to operate reliably. The focus is turning messy, manual processes into structured, scalable systems. You’ll work closely with cross-functional partners to understand real workflows and translate them into systems that actually work, with high autonomy and direct impact on how AI is built and operated across the company.

Чем предстоит заниматься

You will serve as the primary architect and builder of AI-powered solutions within the Kraken People team. This is a full-stack ownership role spanning opportunity identification, solution design, deployment, governance, and transfer capability back to the People team so they can maintain and extend what you build

You’ll work at the intersection of AI/LLM engineering and HR systems—turning manual, fragmented People processes into autonomous, agentic workflows that serve thousands of Krakenites globally. This is hands-on engineering with direct business impact, not experimentation. Responsibilities

Architect and build agentic workflows using n8n, Claude API, Python, and MCP that take real actions in HR processes with appropriate human oversight and approval gates

Build multi-agent systems with tool use, function calling, and multi-step reasoning that connect fragmented HR tools (HRIS, ATS, payroll, ticketing) into coherent, end-to-end workflows

Build error handling, audit trails, payroll-calendar awareness, and human-in-the-loop checkpoints into every production system before deployment

Ensure all automations comply with data classification requirements for employee PII, regulated data, and cross-jurisdictional privacy obligations

Наши требования

These are verified requirements for this role. Candidates who do not meet the core requirements will not advance to interview

5+ years of software engineering experience, with at least 2+ years focused on building AI/ML-powered applications or agentic systems in production

2–3+ years of experience working on HR, People Operations, or people technology problems—either at an HR tech company, on an internal People Engineering team, or in a technical role embedded within an HR function. You don’t need to be an HR expert, but you need to understand HR dynamics, workflows, and the sensitivity of people's data

Strong fluency with AI and workflow automation tools, with demonstrated experience designing, deploying, and driving adoption of AI solutions within HR workflows

Demonstrated hands-on experience designing and deploying AI-powered or automated workflows in a production environment used by others, not just experimentation

Deep working knowledge of Workday, including job change workflows, worker conversions, EIB data uploads, integration architecture, and payroll dependencies

Systems thinker with a strong implementation mindset — able to move from discovery → design → build → deployment → optimization without relying on external consultant

Proficiency with AI tooling stack: n8n, Python, Claude API/Anthropic SDK, or equivalent. Experience connecting HR systems via API is required

Strong analytical problem-solving skills with the ability to structure ambiguous people questions into clear, actionable, automated analysis

Solid understanding of employee data classification, PII handling requirements, and cross-jurisdictional HR compliance obligations

Experience with Workday Prism, Qualtrics, or other BI and HR analytics tools for people data reporting and strategy automation

Experience using AI for text analysis, survey insights, or workflow automation in an HRIS or people analytics context

Experience with Ashby including API integration and pipeline automation

Experience with spreadsheet automation (Google Apps Script or equivalent) and advanced proficiency in Excel and Google Sheets for analytics solution development

Python or R programming skills for people data analysis, modeling, or pipeline automation

Background in HR technology platform administration: HRIS, ATS, survey platforms, or workforce management systems

Prior experience standing up or operating an HR automation or people analytics function

Degree with a quantitative focus (Industrial-Organizational Psychology, Mathematics, Statistics, or equivalent) combined with applied technical automation experience

Experience in fintech, crypto, or a high-growth remote-first company where HR systems serve employees across 50+ countries

Unless a specific application deadline is stated in the job posting, applications are accepted on an ongoing basis

Please note, applicants are permitted to redact or remove information on their resume that identifies age, date of birth, or dates of attendance at or graduation from an educational institution

We consider qualified applicants with criminal histories for employment on our team, assessing candidates in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance

Our commitment

Payward is powered by people from around the world and we celebrate the diverse talents, backgrounds, contributions, and unique perspectives that everyone brings to the table. We hire based on merit, seeking out people with the right abilities, knowledge, and skills for the job. We encourage you to apply for roles where you don't fully meet the listed requirements, especially if you're passionate or knowledgeable about crypto

We may ask candidates to complete job-related skills or work-style assessments as part of our hiring process. These assessments evaluate competencies relevant to the role and are applied consistently across candidates for similar positions. Results are considered alongside experience and interviews, and are not the sole basis for any employment decision

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Дополнительно

Classify all automation builds by risk tier before work begins. No build goes to production without a named Process Owner, documented data flows, and access controls confirmed

Maintain audit logging and documentation for all systems touching regulated employee data or payroll-adjacent workflows

Halt or redesign builds that introduce unacceptable payroll, legal, or data privacy risk. Own that decision and get organizational acceptance before proceeding

Serve as the HRKX domain representative in contributing to governance standards and cross-functional build alignment

Produce documentation, workflow templates, and runbooks that HRKX professionals can use and maintain without technical support

Train People team members on AI-assisted tools and workflows deployed in production. Drive adoption, not just delivery

Track and report on automation impact: manual hours eliminated, error rates reduced, payroll exceptions avoided, and capacity unlocked for strategic HR work

Act as a force multiplier for the HR KX team, enabling HR professionals to focus on high-value advisory and people judgment work through process, technology, and AI enablement