BJAK

Human Resources

• Own the end-to-end HR function globally, including Talent Acquisition, HR Business Partnering, Employee Engagement, Learning & Development, Payroll, Compensation & Benefits, and HR Operations.
• Personally lead and support critical hiring across technical, commercial, and corporate roles, ensuring hiring quality, speed, and consistency across regions.
• Partner closely with founders and senior leaders on organisation design, workforce planning, performance management, succession planning, and leadership development.
• Build and operate performance management, feedback, and development frameworks that are simple, practical, and actively used by managers.
• Drive employee engagement initiatives that strengthen alignment, retention, and execution, while avoiding unnecessary bureaucracy.
• Act as a hands-on HRBP for senior leaders and managers, supporting day-to-day people decisions, performance issues, and organizational changes.
• Own global payroll, compensation, benefits, and employment structures, ensuring accuracy, fairness, and compliance across all countries.
• Manage HR compliance, employment contracts, policies, and statutory requirements across multiple jurisdictions, working with external advisors or EORs where needed.
• Design and continuously improve HR processes and systems that scale with the business without slowing it down.
• Build, mentor, and lead the HR team over time, with a strong bias toward high ownership and execution.

Head of Human Resources – Global

Chief of Staff

• Partner directly with the CEO on A1’s US setup and launch priorities, including preparation, follow-ups, and execution of key decisions.
• Help establish the A1 US office from scratch, covering basic operational setup, vendor coordination, documentation, and local administrative workflows.
• Build and maintain a local network of recruiters, hiring partners, and service providers to support early-stage hiring for A1.
• Support early hiring efforts by coordinating interviews, managing logistics, and working closely with internal talent teams and external recruiters.
• Act as a central execution point across HR, Finance, Operations, and Product teams to keep A1’s US launch activities aligned and on track.
• Prepare briefing notes, summaries, and materials for meetings, pitches, and discussions related to hiring, partnerships, and business setup.
• Handle ad-hoc requests, last-minute changes, and urgent execution needs with speed, flexibility, and sound judgment.

Chief of Staff – Office of the CEO

Director

• Partner directly with the CEO on A1’s US setup and launch priorities, translating decisions into clear execution and follow-through.
• Establish the A1 US office from scratch, including operational setup, vendor coordination, documentation, and local administrative workflows.
• Build and maintain a strong local network of recruiters, hiring partners, and service providers to support early-stage hiring.
• Support early hiring by coordinating interviews, managing logistics, and working closely with internal talent teams and external recruiters.
• Act as a central execution point across HR, Finance, Operations, and Product teams to ensure A1’s US launch activities stay aligned and on track.
• Prepare briefing notes, summaries, and materials for meetings, pitches, and discussions related to hiring, partnerships, and business setup.
• Handle ad-hoc requests, last-minute changes, and urgent execution needs with speed, flexibility, and sound judgment.

Director, Office of the CEO

Software Engineer

• Own the full recruitment lifecycle for US-based technical roles, from role intake through offer and onboarding support.
• Build strong candidate pipelines through direct sourcing and relationship-driven channels (LinkedIn, GitHub, referrals, engineering communities, outbound outreach).
• Partner closely with engineering and product hiring managers to clarify requirements, calibrate bar, and unblock decisions.
• Screen candidates for technical capability, ownership mindset, and execution strength.
• Coordinate interviews and feedback loops with speed, structure, and clarity.
• Maintain accurate hiring data in the ATS and provide clear pipeline updates.
• Contribute to building a strong technical hiring culture as the function scales.

Technical Talent Partner, Engineering

Machine Learning Engineer

• Build and own end-to-end ML pipelines spanning data, training, evaluation, inference, and deployment.
• Fine-tune and adapt models using state-of-the-art methods such as LoRA, QLoRA, SFT, DPO, and distillation.
• Architect and operate scalable inference systems, balancing latency, cost, and reliability.
• Design and maintain data systems for high-quality synthetic and real-world training data.
• Implement evaluation pipelines covering performance, robustness, safety, and bias, in partnership with research leadership.
• Own production deployment, including GPU optimization, memory efficiency, latency reduction, and scaling policies.
• Collaborate closely with application engineering to integrate ML systems cleanly into backend, mobile, and desktop products.
• Make pragmatic trade-offs and ship improvements quickly, learning from real usage.
• Work under real production constraints: latency, cost, reliability, and safety

Staff Machine Learning Engineer

• Build core ML systems that power a proactive, long-horizon AI product.
• Own work end-to-end: data preparation, training, evaluation, inference, and iteration.
• Turn research ideas into working systems that run reliably in production.
• Debug model failures and system issues using real production signals.
• Iterate quickly: ship, measure outcomes, refine, and repeat.
• Collaborate closely with research, product, and engineering to deliver real user impact.
• Mentor and review work from other ML engineers through example and technical judgment.
• Work under real production constraints: latency, cost, reliability, and safety

Senior Machine Learning Engineer

• Build and own end-to-end ML pipelines spanning data, training, evaluation, inference, and deployment.
• Fine-tune and adapt models using state-of-the-art methods such as LoRA, QLoRA, SFT, DPO, and distillation.
• Architect and operate scalable inference systems, balancing latency, cost, and reliability.
• Design and maintain data systems for high-quality synthetic and real-world training data.
• Implement evaluation pipelines covering performance, robustness, safety, and bias, in partnership with research leadership.
• Own production deployment, including GPU optimization, memory efficiency, latency reduction, and scaling policies.
• Collaborate closely with application engineering to integrate ML systems cleanly into backend, mobile, and desktop products.
• Make pragmatic trade-offs and ship improvements quickly, learning from real usage.
• Work under real production constraints: latency, cost, reliability, and safety.

Executive Assistant

• Manage the CEO’s personal calendar, appointments, errands, and family-related matters
• Coordinate both personal and business travel, transport, and accommodations
• Handle day-to-day logistics such as meals, wardrobe prep, deliveries, and reservations
• Run personal errands and coordinate with household vendors or service providers
• Arrange gifts, celebrations, and family or personal events
• Liaise professionally with family members, external contacts, and personal networks
• Track personal payments, claims, renewals, and manage documentation
• Maintain strict confidentiality and discretion at all times
• Occasionally assist with EA-related tasks (e.g., meeting prep, follow-ups) when bandwidth allows

Personal Assistant – Director

Recruitment

• Support the full recruitment process across roles, from sourcing and screening to interview coordination and offer support.
• Source candidates through a mix of channels, including LinkedIn, referrals, job boards, and proactive outreach.
• Screen resumes and conduct initial candidate screens to assess basic role fit, motivation, and communication.
• Coordinate interviews, scheduling, and feedback collection with candidates and hiring managers.
• Maintain accurate and up-to-date candidate records in the ATS, ensuring data quality and process consistency.
• Support recruiting projects and process improvements as the team scales, including candidate experience and employer branding initiatives.
• Help keep hiring operations organised, responsive, and moving at pace.

Associate – Talent Acquisition

Technical Recruiter

• Own the full recruitment lifecycle for China-based product and engineering roles, from intake through offer and onboarding support.
• Source senior technical talent through China-native, relationship-driven channels (e.g. LinkedIn China, 脉脉, GitHub, referrals, technical communities, targeted outbound).
• Partner closely with founders, engineering leads, and product leadership to clarify requirements and maintain a high hiring bar.
• Screen candidates for technical depth, ownership mindset, execution strength, and learning ability.
• Drive interview coordination and feedback loops with speed and clarity in a competitive market.
• Maintain accurate hiring data and pipeline visibility.
• Help shape A1’s China technical hiring strategy, including market mapping, talent benchmarking, and compensation signal.

Lead Technical Recruiter, Product & Engineering

• Own the full recruitment lifecycle for China-based engineering roles.
• Source candidates through direct outreach and relationship-based channels (脉脉, LinkedIn China, GitHub, referrals, engineering communities).
• Partner closely with hiring managers to clarify role requirements and unblock decisions.
• Screen candidates for technical fundamentals, execution ability, and growth mindset.
• Coordinate interviews and feedback loops efficiently.
• Maintain accurate ATS records and pipeline reporting.
• Support a fast-moving hiring process in a competitive talent market.

• Partner with business leaders and managers on team effectiveness, performance management, and day-to-day people decisions.
• Translate business goals into people actions across hiring, engagement, performance, and workforce planning.
• Support employee relations matters and performance conversations with sound judgment and practicality.
• Contribute to workforce planning, headcount tracking, and people data analysis in partnership with Finance and HR leadership.
• Support talent initiatives including onboarding, career development, internal mobility, and learning programs.
• Use people data and feedback to identify trends, surface risks, and recommend improvements.
• Operate across multiple geographies and business contexts, adapting approaches as needed.