HR Core Member, Talent Acquisition

This HR role focuses initially on building a repeatable talent-acquisition function for NaLaLys, an AI startup providing a product that supports the digitalization and advancement of compliance work. The company began external hiring in 2025 and, after raising pre-Series A funding, is filling key organizational positions. The role treats recruitment as a business-growth responsibility rather than only an operational process.

The position plans, designs and executes recruitment initiatives in discussion with executives and board members of each business area. Responsibilities include creating hiring plans based on business targets; defining hiring requirements, candidate personas and messages; and designing candidate experience and staffing across multiple products.

The role selects and operates recruitment channels. This includes sourcing and sending direct-recruiting scouts, improving response rates, managing agency relationships, building those relationships and tracking progress. It also improves the selection process by planning and delivering interviewer training and clarifying hiring standards. Attraction and follow-up activities are designed and executed with the involvement of current teams.

Recruitment communications include planning and executing content, as well as creating contact with potential candidates who are not yet actively seeking a new job through events and professional connections. People-operations responsibilities include planning and running onboarding programs for new employees, supporting practical labor affairs work, and planning internal events and preparing the workplace environment to strengthen organizational cohesion.

As the organization develops, the scope is expected to extend beyond recruitment to制度 design, organizational development and education, with the balance of work changing according to the company’s organizational phase. The role may also reach into employee engagement and corporate branding. The wider organization includes staff with experience in fraud investigations at PwC Advisory and digital-forensics companies. The development team includes a Kaggle Grandmaster AI engineer and full-stack engineers with startup experience in Japan and overseas.

The work location is the company’s office in Konan, Minato, Tokyo. Remote work is available, although office attendance is expected to be more frequent during the initial ramp-up period. The stated scope of possible workplace changes includes locations designated by the company, including places used for remote work.

The selection process consists of document screening, two to three online interviews, a reference interview, and a final interview at the head office. The reference interview is conducted with two people who previously worked with the candidate. The posting does not specify a salary, employment type, education requirement or years-of-experience threshold.