Nebius Group

Systems Engineer

• Develop and optimize low-level kernels and runtime components for AI inference
• Improve performance of inference engines GPU platforms
• Profile and debug system-level and hardware-level performance issues
• Integrate support for new hardware architectures (Hopper, Blackwell, Rubin)
• Collaborate with ML and backend teams to optimize end-to-end execution

System Engineer – Token Factory

Manager

• Advise business teams (including marketing, sales, IT, and operations) regarding compliance with privacy, AI, and related laws and work collaboratively with the Group Privacy Office peers to provide advice for projects with both regional and global scope
• Perform vendor and third-party privacy risk assessments, particularly for cloud providers, data center partners, and managed service vendors
• Support cross-border data transfer assessments, including SCCs, TIAs, and adequacy mechanisms
• Provide clear, practical, pragmatic, guidance in a multicultural environment, balancing regulatory expectations with business realities
• Efficiently advise on data protection terms in agreements including license, vendor, SaaS, technology, master services, confidentiality and other agreements
• Support product development by advising on privacy-by-design and privacy-by-default principles, balancing regulatory requirements with business goals and partner/customer expectations
• Draft, update, and maintain internal and external privacy documentation, including DPIA templates, guidance materials, FAQs, and communication assets. Perform privacy impact assessments, responsible AI assessments, and other governance tasks, and contribute to the maintenance of records of processing and the satisfaction of privacy-by-design and privacy-by-default requirements
• Advise sales and marketing teams on compliance implications of various marketing initiatives including online advertising, behavioral advertising, social networking, email, SMS/text, and other consumer-facing communications
• Work closely with Information Security, Data Governance, Risk, and Audit teams to identify and mitigate data protection compliance risks including issue-spotting and advising related to cybersecurity and data incidents
• Support the privacy aspects of data breach and incident response, including regulatory notifications within EU timelines

Privacy Manager

Crypto

• Work closely with regional field marketing managers to plan and organise events, meetups, workshops, hackathons, and partner activations across the theatre.
• Engage with developer communities and AI/ML ecosystem players to strengthen brand presence.
• Collaborate with product and engineering teams to deliver technical demos and workshops.
• Design and execute multi‑channel field marketing plans for Token Factory across key EMEA regions.
• Align with regional sales and partner teams to deliver awareness and lead‑generation initiatives.
• Manage regional budgets, campaign calendars, and performance dashboards.

Field Marketing Manager

Artificial Intelligence

• Design and develop AI governance and AIMS frameworks, including AI Governance standards and playbooks, aligned with organizational values and global norms.
• Contribute to the design and implementation of AI Governance related tools.
• Ensure PIAs, impact and risk assessments are timely and shared with Leadership to enable effective risk mitigation (e.g., EU AI ACT Risk Assessment, Data Protection Impact Assessment completion).
• Maintaining classification and risk registers for AI use cases.
• Contribute to the KPIs and adoption metrics, for the AI Governance standards across Nebius, unlocking innovation and business value through leveraging data and AI.
• Gather, analyze and manage requirements, coming from various stakeholders (e.g., Cybersecurity, Privacy, Legal and respective Business Units).

AI Governance Specialist

Onboarding Specialist

• Own the end-to-end new hire experience from offer acceptance through onboarding and early tenure
• Design and continuously improve preboarding and onboarding journeys that are clear, engaging, and scalable
• Ensure global consistency while allowing for regional and functional nuance
• Act as the experience owner, identifying friction points and proactively improving moments that matter
• Own the ATS to HRIS hiring workflow, ensuring accurate, timely, and compliant transitions
• Partner with Recruiting to manage hiring triggers, handovers, and exceptions
• Ensure new hires receive the right communications, tasks, and information ahead of Day 1
• Partner with IT and HR Operations to ensure full readiness, including equipment, access, and system provisioning
• Coordinate onboarding experiences across Recruiting, Hiring Managers, HRBPs, IT, and Operations
• Partner with Sales Enablement and other functional onboarding owners to align content and timing
• Enable Hiring Managers with clear onboarding expectations, tools, and guidance
• Ensure onboarding milestones are delivered consistently and to a high standard
• Own new hire experience measurement, including preboarding and onboarding surveys, Hiring Manager experience surveys, and stakeholder feedback
• Design and manage 3-month and 6-month post-hire quality surveys to assess new hire readiness and success, onboarding effectiveness, and overall hire quality
• Analyse insights and partner with stakeholders to turn feedback into measurable experience improvements
• Partner regionally with Recruiters and business teams to improve local pre- and post-onboarding experiences
• Use feedback, data, and operational metrics to continuously refine programs
• Build and maintain experience standards, playbooks, and best practices
• Act as a connector across functions to ensure the new hire experience feels intentional, not transactional.

• Own the end-to-end new hire experience from offer acceptance through onboarding and early tenure
• Design and continuously improve preboarding and onboarding journeys that are clear, engaging, and scalable
• Ensure global consistency while allowing for regional and functional nuance
• Act as the experience owner, identifying friction points and proactively improving moments that matter
• Partner with Recruiting to manage hiring triggers, handovers, and exceptions
• Ensure new hires receive the right communications, tasks, and information ahead of Day 1
• Partner with IT and HR Operations to ensure full readiness, including equipment, access, and system provisioning
• Coordinate onboarding experiences across Recruiting, Hiring Managers, HRBPs, IT, and Operations
• Partner with Sales Enablement and other functional onboarding owners to align content and timing
• Enable Hiring Managers with clear onboarding expectations, tools, and guidance
• Ensure onboarding milestones are delivered consistently and to a high standard
• Own new hire experience measurement, including preboarding and onboarding surveys, hiring manager experience surveys, and of overall hire quality
• Partner regionally with Recruiters and business teams to improve local pre- and post-onboarding experiences
• Use feedback, data, and operational metrics to continuously refine programs
• Build and maintain experience standards, playbooks, and best practices
• Act as a connector across functions to ensure the new hire experience feels intentional, not transactional

Onboarding Specialist – EU

• Own the end-to-end new hire experience from offer acceptance through onboarding and early tenure
• Design and continuously improve preboarding and onboarding journeys that are clear, engaging, and scalable
• Ensure global consistency while allowing for regional and functional nuance
• Act as the experience owner, identifying friction points and proactively improving moments that matter
• Own the ATS to HRIS hiring workflow, ensuring accurate, timely, and compliant transitions
• Partner with Recruiting to manage hiring triggers, handovers, and exceptions
• Ensure new hires receive the right communications, tasks, and information ahead of Day 1
• Partner with IT and HR Operations to ensure full readiness, including equipment, access, and system provisioning
• Coordinate onboarding experiences across Recruiting, Hiring Managers, HRBPs, IT, and Operations
• Partner with Sales Enablement and other functional onboarding owners to align content and timing
• Enable Hiring Managers with clear onboarding expectations, tools, and guidance
• Ensure onboarding milestones are delivered consistently and to a high standard
• Own new hire experience measurement, including preboarding and onboarding surveys and hiring manager experience surveys
• Analyze insights and partner with stakeholders to turn feedback into measurable experience improvements
• Partner regionally with Recruiters and business teams to improve local pre- and post-onboarding experiences
• Use feedback, data, and operational metrics to continuously refine programs
• Build and maintain experience standards, playbooks, and best practices
• Act as a connector across functions to ensure the new hire experience feels intentional, not transactional.