Nov 20, 2024The Hacker NewsIdentity Security / Cyber DefenseThe frequency and sophistication of modern cyberattacks are surging, making it increasingly challenging for organizations to protect sensitive data and critical infrastructure. When attackers compromise a non-human identity (NHI), they can swiftly exploit it to move laterally across systems, identifying vulnerabilities and compromising additional NHIs in minutes. While organizations often take months to detect and contain such breaches, rapid detection and response can stop an attack in its tracks.The Rise of Non-Human Identities in Cybersecurity By 2025, non-human identities will rise to be the primary attack vector in cybersecurity. As businesses increasingly automate processes and adopt AI and IoT technologies, the number of NHIs grows exponentially. While these systems drive efficiency, they also create an expanded attack surface for cybercriminals. NHIs differ fundamentally from human users, making traditional security tools like multi-factor authentication and user behavior analytics less effective. Attackers can impersonate NHIs, gaining unauthorized access to systems and bypassing conventional defenses. Moreover, AI models themselves are becoming targets for manipulation, enabling attackers to deceive detection mechanisms. With their scalability and efficiency, NHIs allow malicious actors to orchestrate large-scale breaches, exploit APIs, and launch sophisticated supply chain attacks.Introducing NHIDRRecognizing the unique challenges posed by NHIs, Entro developed Non-Human Identity Detection and Response (NHIDR) to address this critical security gap. NHIDR empowers organizations to proactively identify and mitigate risks associated with non-human identities by analyzing their behavior and detecting anomalies in real-time.At the heart of NHIDR is its ability to establish baseline behavioral models for each NHI using historical data. This eliminates the need for "soak time" or extended observation periods, accessing the data it needs immediately. Once these baselines are established, NHIDR continuously monitors NHIs, identifying deviations that indicate misuse, abuse, or compromise. Unlike static inventory-based methods, NHIDR ensures constant vigilance with dynamic, real-time analysis.Real-Time Detection and Automated Response Imagine this scenario: a cybercriminal in another country attempts to access sensitive secrets stored in your system. NHIDR detects the unauthorized activity instantly, flagging the anomaly and initiating an automated response. This could involve revoking access tokens, rotating credentials, or isolating the compromised identity. Simultaneously, NHIDR alerts your security team, enabling them to take swift, informed action. This proactive capability is vital for addressing day 0 threatsattacks that emerge before security teams have time to react. By automating the response process, NHIDR not only contains threats faster but also reduces the manual workload on security teams, allowing them to focus on strategic initiatives rather than firefighting.Proactive Security for a New Era NHIDR represents a paradigm shift from reactive to proactive security. By continuously monitoring and analyzing NHIs and secrets, it ensures organizations can prevent breaches before they occur. Automated remediation processes, such as revoking compromised tokens, minimize downtime and enhance overall security posture.Conclusion NHIDR technology is revolutionizing cybersecurity by providing real-time detection, automated responses, and a proactive approach to securing non-human identities. With NHIDR, organizations can safeguard their assets, maintain compliance, and stay ahead of the threat landscape because when it comes to protecting critical systems, proactive defense is essential. Found this article interesting? This article is a contributed piece from one of our valued partners. Follow us on Twitter and LinkedIn to read more exclusive content we post.SHARE

Lisa Morgan, Freelance WriterNovember 20, 20248 Min ReadEgor Kotenko via Alamy Stock Digital transformation changed the nature of the IT/business partnership. Specifically, IT has become a driving force in reducing operating costs, making the workforce more productive and improving value streams. These shifts are also reflected in the way IT is structured."When it comes to recruiting and attracting IT talent, it is time for IT leadership to shine. Their involvement in the process needs to be much more active to find the resources that teams need right now. And more than anything, its not the shiny new roles we are struggling to hire for. Its [the] on-prem network engineer and cloud architect you need to drive business outcomes right now. Its the cybersecurity analyst, says Brittany Lutes, research director at Info-Tech Research Group in an email interview.Most organizations arent sunsetting roles, she says. Instead, theyre more focused on retaining talent and ensuring that talent has the right skills and degree of competency in those skills.It takes time to hire new resources, ensure the institutional knowledge is understood, and then get those people to continue learning new skills or applications of the skills they were hired for, says Lutes. We are better off to retain people, explore opportunities to bring in new levels or job titles with HR to satisfy development desires, and understand what the new foundational and technical skills exist that we need to grow in our organization. We have opportunities to use technology in exciting new ways to make every role from CIO to the service desk analyst more efficient and more engaging. This year I think many organizations will work to embrace that.Related:Brittany Lutes, Info-Tech Research GroupBusiness and Technology Shifts Mean IT Changes?Julia Stalnaya, CEO and founder of B2B hiring platform Unbench, believes IT hiring in 2025 is poised for significant transformation, shaped by technological advancements, evolving workforce expectations and changing business needs.The 2024 layoffs across tech industries have introduced new dynamics into the hiring process for 2025. Companies [are] adapting to leaner staffing models increasingly turn to subcontracting and flexible hiring solutions, says Stalnaya.There are several drivers behind these changes. They include technological advancements such as data-driven recruitment, AI and automation.As a result of the pandemic, remote work expanded the talent pool beyond geographical boundaries, allowing companies to hire top talent from diverse locations. This trend necessitates more flexible work arrangements and a shift in how companies handle employee engagement and collaboration.Related:Skills-based hiring will focus more on specific skills and less on traditional qualifications. This reflects the need for targeted competencies aligned with business objectives, says Stalnaya. This trend is significant for roles in rapidly evolving fields like AI, cloud engineering and cybersecurity.Some traditional IT roles will continue to decline as AI takes on more routine tasks while other roles grow. She anticipates the following:AI specialists who work across departments to deploy intelligent systems that enhance productivity and innovationCybersecurity experts, including ethical hackers, cybersecurity analysts and cloud security specialists. In addition to protecting data, they will also help ensure compliance with security standards and develop strategies to safeguard against emerging threats.Data analysts and scientists who help the business leverage insights for strategic decision-makingBlockchain developers able to build decentralized solutionsHowever, organizations must invest in training and development and embrace flexible work options if they want to attract and keep talent, which may conflict with mandatory return to office (RTO) policies.Related:The 2024 layoffs have had a profound impact on the IT hiring landscape. With increased competition for fewer roles, companies now have access to a larger talent pool. Still, they must adapt their recruitment strategies to attract top candidates who are selective about company culture, flexibility and growth opportunities, says Stalnaya. This environment also highlights the importance of subcontracting.Julia Stalnaya, UnbenchGreg Goodin, managing director of talent solutions company EXOS TALENT expects companies to start hiring to get new R&D projects off the ground and to become more competitive.Dont expect it to bounce back to pandemic or necessarily pre-pandemic levels, says Goodin. IT as a career and industry has reached a maturation point where hypergrowth will be more of an outlier and more consistent 3% to 5% year-over-year growth [the norm]. Fiscal responsibility will become the expectation. Hiring trends will most likely run in parallel with this new cycle with compensation leveling out.Whats Changing, Why and How?Interest rates are higher than they have been in recent history, which has directly influenced companies' hiring practices. Not surprisingly, AI has also had an impact, making workforces more productive and reducing costs.Meanwhile, hiring has become more data-driven, enabling organizations to better understand what full-time and contingent labor they need.During the pandemic, companies continued to hire, even if they didnt have a plan for what the new talent would be doing, according to Goodin.This led to a hoarding of employees and spending countless unnecessary dollars to have people essentially doing nothing, says Goodin. This was one of many reasons companies started to reset their workforce with mass layoffs. Expect more thoughtful, data-driven hiring practices to make sure an ROI is being realized for each employee [hired].The IT talent shortage persists, so universities and bootcamps have been attempting to churn out talent thats aligned with market needs. Companies have also had more options, such as hiring internationally, including H-1B visas.Technology moves at a rapid pace, so it is important to maintain an open mind to new ways of solving problems, while not jumping the gun on a passing fad, says Goodin. Continue to invest in your existing workforce and upskill them, when possible. This will lead to better employee engagement [and] decreased costs associated with hiring and training up new talent into your organization.Soft-skills such as communication, character, and emotional quotient will all be that much more coveted in a world utilizing AI and automation to supplement human-beings, he says.IT and the Business IT has always supported the business, but its role is now more of a partnership and a thought leader when it comes to succeeding in an increasingly tech-fueled business environment.By 2025, I believe IT hiring will reflect a new paradigm as the line between IT and other business functions continues to blur, driven by AIs growing role in daily operations. Instead of being confined to back office support, IT will become a foundational aspect of strategic business operations, blending into departments like marketing, finance, and HR. This blur will likely accelerate next year, with roles and responsibilities traditionally managed by IT -- like data security, process automation and analytics -- becoming collaborative efforts with other departments, says Etoulia Salas-Burnett, director of the Center for Digital Business at Howard University. In an email interview This shift demands IT professionals who can bridge technical expertise with business strategy, making the boundary between IT and other business functions increasingly indistinct.In 2025, she believes several newer roles will become more common, including AI integration specialists, AI ethics and compliance officer, digital transformation strategist and automation success managers. Waning titles include help desk technician and network administrator, she says.Stephen Thompson, former VP of Talent at Docusign says the expansion of cloud services and serverless architectures has driven costs up, absorbing a growing portion of IT budgets. In some cases, server expenses rival the total cost of all employees at certain companies.Enterprise organizations are actively seeking integrations with platforms like Salesforce, ServiceNow, and SAP. The serverless shift and the continuous need for integration engineers have required IT departments to evolve, becoming stronger engineering partners and application developers for critical in-house systems in sales, marketing, and HR, says Thompson in an email interview. As a result, 2025 may resemble the 2012 to 2015 period, with new technologies promising growth, and a high demand for scalable engineering expertise. Companies will seek software engineers who not only maintain but also optimize system performance, ensuring a significant return on investment. These professionals turn the seemingly impossible into reality, saving IT departments millions in the process.Green Tech Will Become More PopularFrom smaller AI models to biodegradable and recycled packaging, tech is necessarily becoming greener.We are already seeing many companies review their carbon footprint and prioritize sustainability projects, in response to climate change [and] customer and client demand. CIOs and other tech leaders will likely face more pressure to prove their sustainability and green plans within their IT projects, says Matt Collingwood, founder & managing director at VIQU IT Recruitment. This may include legacy systems needing to be phased out, tracking energy consumption across the business and supply chain, and more. In turn, this will create an increasing demand for IT roles within infrastructure, systems engineering and development.In the meantime, organizations should be mindful about algorithmic and human bias in hiring.Organizations need to make sure that they are hiring inclusively, says Collingwood. This means anonymizing CVs to reduce chances of unconscious bias, as well as putting job adverts through a gender decoder to ensure the business is not inadvertently putting off great female tech professionals.About the AuthorLisa MorganFreelance WriterLisa Morgan is a freelance writer who covers business and IT strategy and emergingtechnology for InformationWeek. She has contributed articles, reports, and other types of content to many technology, business, and mainstream publications and sites including tech pubs, The Washington Post and The Economist Intelligence Unit. Frequent areas of coverage include AI, analytics, cloud, cybersecurity, mobility, software development, and emerging cultural issues affecting the C-suite.See more from Lisa MorganNever Miss a Beat: Get a snapshot of the issues affecting the IT industry straight to your inbox.SIGN-UPYou May Also LikeReportsMore Reports

In recent years, IT job interviews have undergone a significant transformation. The traditional model, characterized by casual face-to-face conversations and subjective evaluations, is gradually being replaced by a more structured, skills-focused approach. This shift reflects a broader change in how organizations value and assess talent, moving away from an overemphasis on degrees in favor of the candidate's actual abilities and accomplishments.Major technology companies like Google, IBM, and Comcast have signed the Tear the Paper Ceiling initiative, signaling a significant change in hiring practices across various industries. In part, these companies are reacting to ongoing IT skill gaps, which IDC predicts will be responsible for more than $5.5 trillion in losses by 2026, causing significant harm to 90% of companies. Especially in an age where online resources for obtaining technical skills are so widely available, this shift will open job opportunities for candidates who possess the capabilities to perform well but lack a degree.The Rise of Structured InterviewsAs the emphasis shifts toward skills-based hiring, the interview process itself is evolving. HR departments are increasingly adopting structured interviews, recognizing their effectiveness in predicting job performance and employee retention compared to less formal traditional approaches.Related:Effectively structured interviews employ consistency in questioning across all candidates for a given position, and these questions focus on real-world applications of skills and achieved results. Structured interviews are most predictive of job performance when conducted by a panel of trained interviewers, and, after the interview is done, each panelist evaluates the candidate using standardized evaluation criteria before they come to a consensus.Preparing for the New Interview LandscapeAs job seekers navigate this evolving landscape, it's important to prepare for skills-based interviews. Here are some key things to consider:1. Analyze the job description: The job description serves as a roadmap for interview preparation. Carefully dissect both explicit and implicit skill requirements, using this information to guide their preparation.2. Brush up on technical proficiency: With the increased likelihood of technical or skills-based questions during the interview process, be prepared to demonstrate your technical abilities that are relevant for the job in real-time. This might entail solving coding challenges or troubleshooting complex scenarios relevant to the role.Related:3. Develop a repertoire of skills stories: Prepare a collection of compelling examples that illustrate how youve applied your skills to achieve results in the past like those that will be required on the job to which you are applying. Dont forget so-called soft skills. Companies are placing an increased emphasis on these for technical positions, so make sure to highlight your experience applying skills like planning, interpersonal communication, teamwork, and problem-solving to overcome challenges or achieve a goal.4. Align with organizational values: Understanding and demonstrating alignment with a companys culture and core values has become increasingly important. Research the organization's ethos and prepare concrete examples from your professional experience that reflect these values.5. Highlight individual contributions: In skills-based interviews, its not enough to simply be part of a successful team. Interviewers want to understand your specific role and contributions to solving problems or achieving goals. When discussing accomplishments, focus on what you contributed to the teams success, the methods and approaches you employed, and the quantifiable outcomes that resulted from these efforts.Related:The Implications of Skills-Based HiringThe shift toward skills-based hiring has far-reaching implications for both job seekers and employers. For candidates, it means a greater emphasis on demonstrating tangible technical and soft skills, including the impact candidates have had, rather than relying solely on what degrees they possess. This approach can level the playing field by allowing individuals to showcase their capabilities regardless of their educational background or prior career path.For employers, skills-based hiring offers the potential for more diverse and capable teams. By focusing on competencies rather than degrees, organizations can tap into a broader talent pool and potentially identify great candidates who would have been arbitrarily rejected in the past because they didnt have a computer science or engineering degree.Embracing the Future of HiringAs we move further into the era of skills-based hiring, both IT job seekers and employers must adjust their approaches. For candidates, this means shifting focus from degrees to capabilities and preparing to demonstrate their core skills and results during the interview process. Its no longer just about having a polished resume; its about being ready to show what you can do.For organizations, the challenge lies in developing robust, fair, and effective skills-based hiring processes. This may involve rethinking job requirements, redesigning interview processes, and investing in new assessment tools.Ultimately, the evolution of job interviews reflects a broader shift in how we value and assess talent in the modern workplace. By embracing these changes and preparing accordingly, both candidates and employers can navigate the workplace more effectively, leading to better matches between individuals and roles, and ultimately, more successful and satisfying professional relationships.

The one idea theAlien franchise kept flirting with and never pulled the trigger on was a sequel set on planet Earth. It was a proposed early concept forAlien 3 before David Fincher came on as director. It was teased at the conclusion ofAlien Resurrection but there was never a fifth film in the franchise. The alien remained out in deep space, a very distant and remote threat.Finally, the xenomorph is coming to our planet in the firstAlien TV series, which is set to debut onstreaming next summer. TitledAlien: Earth, the show comes fromFargoandLegion creator Noah Hawley.The first teaser for the show is below:READ MORE: The Best Opening Title Sequences EverAlienis now a full-fledged multimedia franchise. Disney acquired the property in its acquisition of 20th Century Fox and has revved up production of this showat the same time its also releasingnew theatrical films (Alien: Romulus premiered in theaters earlier this summer).The xenomorphhas also been added to the universe of Marvel Comics; a series calledAliens vs. Avengersrecently debuted on comic shop shelves.Here is the Alien TVseries official synopsis:When a mysterious space vessel crash-lands on Earth, a young woman (Sydney Chandler) and a ragtag group of tactical soldiers make a fateful discovery that puts them face-to-face with the planets greatest threat in FXs highly anticipated TV series Alien: Earth from creator Noah Hawley. Lead by Chandler, the series showcases an expansive international cast which includes Alex Lawther, Timothy Olyphant, Essie Davis, Samuel Blenkin, Babou Ceesay, David Rysdahl, Adrian Edmondson, Adarsh Gourav, Jonathan Ajayi, Erana James, Lily Newmark, Diem Camille and Moe Bar-El.Alien: Earthwill premiere on Hulu in the Summer of 2025.Get our free mobile appEvery Alien Movie, Ranked From Worst to Best

Marvel andStar Wars both have new shows on Disney+ in December. For Marvel, its the third season ofWhat If...?, the animated series that depicts alternate dimensions from throughout the multiverse, and stars different versions of popular Marvel characters. (This season, which is supposedly the final installment of the show, includes episodes centered around Red Guardian, Shang-Chi, and Agatha Harkness.)The entire season premieres on streaming daily starting on December 22.Star Wars has its latest live-action original,Skeleton Crew, which stars Jude Law and has been described as an Amblin-style coming-of-age story set within theStar Wars galaxy.Theres also a bunch of live basketball and football (and an NFL game featuringSimpsons animation?), plus a documentary on Elton John and theInside Out spinoff seriesDream Productions.Heres the full list of whats coming to Disney+ in December 2024:Monday, December 2New Library Titles- Mickey and the Very Many ChristmasesTuesday, December 3New Library Titles- Jung Kook: I Am Still - The Original (S1, 3 episodes)SKELETON CREWLucasfilmloading...READ MORE: A NewStar WarsMovie Trilogy Is In DevelopmentNew to Disney+Star Wars: Skeleton Crew - Two Episode PremiereWednesday, December 4New Library Titles- Marvels Spidey and his Amazing Friends (S3, 5 episodes)New to Disney+CMA Country Christmas - PremiereSaturday, December 7New Library Titles- Destruction Decoded (S2, 9 episodes)- Inside the Enchanted Forests (S1, 6 episodes)Monday, December 9Disney+ OriginalsBluey Minisodes - New EpisodesESPNESPNloading...Live on Disney+The Simpsons Funday Football - Live at 8 p.m. ETTuesday, December 10New Library TitlesSugarcaneWednesday, December 11New Library Titles- Big City Greens (S4, 1 episode)- Mickey Mouse Funhouse (S3, 4 episodes)Dream ProductionsPixarloading...New to Disney+Dream Productions - Premiere - All Episodes StreamingDisney+ OriginalsStar Wars: Skeleton Crew - Episode 3Friday, December 13New to Disney+Elton John: Never Too Late - PremiereMonday, December 16New Library TitlesMorphle and the Magic Pets (S1, 6 episodes)Tuesday, December 17New Library TitlesBlinkNew to Disney+The Simpsons Christmas Double Episode- Exclusive to Disney+Wednesday, December 18New Library TitlesSuperKitties (S2, 5 episodes)ZOMBIES: The Re-Animated Series (S1, 4 episodes)SKELETON CREWLucasfilmloading...Disney+ OriginalsStar Wars: Skeleton Crew - Episode 4Friday, December 20New Library Titles- Lost Treasures of the Bible (S1, 6 episodes)Sunday, December 22New to Disney+Marvel Animations What If...? - Season 3, Episode 1Monday, December 23New Library Titles- Me & Winnie the Pooh (S2, 5 episodes)- Playdate with Winnie the Pooh: Shorts (S2, 3 episodes)Disney+ OriginalsMarvel Animations What If...? - Season 3, Episode 2Tuesday, December 24Disney+ OriginalsMarvel Animations What If...? - Season 3, Episode 3Wednesday, December 25Live on Disney+Dunk The Halls - Animated Game Airs Live at 12 p.m. ESTNBA Christmas SpecialsNew to Disney+Disney Parks Magical Christmas Day Parade Doctor Who: Joy to the WorldWHAT IF...? Season 3Marvelloading...Disney+ OriginalsStar Wars: Skeleton Crew - Episode 5 - PremiereMarvel Animations What If...? - Season 3, Episode 4Thursday, December 26Disney+ OriginalsMarvel Animations What If...? - Season 3, Episode 5Friday, December 27New Library Titles- John Williams in TokyoWHAT IF...? Season 3Marvelloading...Disney+ OriginalsMarvel Animations What If...? - Season 3, Episode 6Saturday, December 28Disney+ OriginalsMarvel Animations What If...? - Season 3, Episode 7Sunday, December 29Disney+ OriginalsMarvel Animations What If...? - Season 3, Episode 8Sign up for Disney+ here.Get our free mobile appThe Worst Movie Titles of the 21st CenturyThese titles are so bad we don't even want to watch the movies.Gallery Credit: Emma StefanskyFiled Under: Disney, Disney Plus, Dream Productions, Marvel, Skeleton Crew, Star Wars, What IfCategories: TV News

LawnStarter is the nation's leading on-demand platform for lawn care and landscaping services, and our vision is to be a one-stop shop for all outdoor home services. Over the past 10 years, we've grown to 120 metro areas, raised $30 million in funding, and acquired our biggest competitor, solidifying our leadership in the space.We're looking for a data-driven, strategic, and customer-focused Channel Manager to oversee key acquisition and growth channels.This role is crucial for driving customer acquisition, improving lead quality, optimizing cost-per-lead, and enhancing our reputation across multiple platforms and brandsWhat you'll be responsible forChannel Management: You'll manage lead acquisition efforts across various digital platforms, focusing on optimizing channel performance to drive growth and enhance brand visibility. This includes handling partnership, affiliate, and local listing channels to ensure a comprehensive approach to customer engagement.Customer Success Oversight: You'll lead partnership customer success teams to foster high levels of client satisfaction and engagement, ensuring timely and effective communication while building strong relationships with our customers.Reputation and Review Management: You'll manage and monitor our ratings and review platforms to strengthen brand reputation, actively responding to customer feedback and promoting positive experiences.Pro Acquisition Management: Manage posting activities across various channels to support pro acquisition, ensuring an optimal posting frequency to maintain a steady flow of new pro signups.Process Automation: You'll utilize tools and technologies like Retool and Zapier to streamline operational workflows, increasing efficiency through automation and reducing manual processes.Referral Program Growth: You'll develop and enhance the referral program to increase customer acquisition, leveraging strategic partnerships and innovative incentives to drive participation and results.Cross-Functional Collaboration: You'll work closely with product, sales, engineering, and customer service teams to align channel strategies with broader business objectives, ensuring that our efforts support overall company goals.Exploring New Channels: You'll constantly evaluate and test new acquisition channels, ideating and iterating strategies to discover opportunities that deliver positive ROI and contribute to business growth.RequirementsWhat we're looking forPartnership and Channel Management Expertise: You're an expert in managing high-stakes partnerships and know how to optimize for both lead quality and customer satisfaction. You have a strong background in channel management, preferably in a high-growth industry such as home services, ticketing, travel, or other marketplace models. Your experience allows you to identify and maximize opportunities within complex, multi-layered platforms.Experience with Multi-Channel Acquisition: This role is more than managing a single channel - it requires overseeing multiple acquisition channels at scale, each with unique demands and seasonality. You've successfully managed paid, affiliate, and local listings channels to drive growth, with experience in balancing acquisition goals across a variety of digital marketing platforms.Data-Driven Marketer: You are both analytically minded and business savvy, skilled at interpreting data to inform strategy. Proficiency in data tools like Excel and SQL is a must. You can translate insights into actionable strategies, sharing results with stakeholders to guide decision-making.Process Automation and Efficiency Mindset: You're resourceful, always looking for ways to increase efficiency through automation and AI. You have experience with tools like Zapier to streamline workflows, enabling the team to scale acquisition efforts while reducing manual work.Hands-On and Team-Oriented: As a key contributor, you'll be directly involved in the daily management of channel operations. You work well within a team, actively handling tasks, and collaborating across departments to ensure smooth execution and alignment with broader goals.BenefitsGreat Culture:One of thetop places to workin Austin in 2018, 2019, and 2020, and in the US in 2021, we are all about the team. That's why we have spent a massive amount of time findinghumble, passionate, and smart folksthat you will get to work with every day.Work from the comfort of your own home$55-$65k USD annually, depending on experience

Time zones: EST (UTC -5), MST (UTC -7)About HireBusWe're revolutionizing recruitment through AI and behavioral science. As a nimble team of innovators, we help companies make smarter hiring decisions by putting the right people in the right seats. Our approach combines cutting-edge technology with human insight to transform how organizations build their teams.The RoleAs a Customer Success Manager at HireBus, you'll be the bridge between our technology and our clients' success. You'll own client relationships, drive adoption of our platform, and help shape the future of hiring.What You'll DoPartner with clients to develop and execute implementation strategies that drive measurable resultsServe as a trusted advisor on recruitment best practices and platform optimizationLead engaging client presentations and training sessionsAnalyze client usage patterns and success metrics to identify growth opportunitiesCollaborate with our product team to turn client feedback into platform improvementsWhat You'll Need3-8 years of experience in B2B customer success or client-facing rolesTrack record of managing complex projects and client relationshipsStrong presentation and communication skillsExperience with recruitment processes and metricsBachelor's degree in a relevant fieldPrevious experience in a company with fewer than 50 peopleFluent in EnglishAvailability to work Mountain Time Zone hours (Monday through Friday)What Makes You Stand OutExperience with HR tech or recruitment platformsHistory of exceeding customer retention goalsData analysis and visualization skillsExperience in high-growth startupsWhy HireBusOur Values Drive Us:Disrupt: Challenge the status quo in recruitment foAscend: Push boundaries and grow togetherServe: Put others firstHonesty: Build lasting relationships through transparencyInnovation at Our Core:We combine AI and behavioral science to transform hiringWork with cutting-edge technology that makes a real differenceHelp shape our product roadmap and featuresSmall But Mighty:Be part of an intimate team where every voice mattersSee your direct impact on company growthWork closely with leadership and shape our futureMeaningful Work Experience:Create tangible impact for clientsBe part of a supportive, collaborative teamFlexible work arrangements that respect work-life balanceHow to ApplyReady to help shape the future of hiring? Apply now at careers.hirebus-careers.com/customer-success-managerHireBus is an equal opportunity employer committed to building a diverse and inclusive team.

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