About Us OpenFX is on a mission to move money as freely as data, unrestricted by time zones, banking hours, or legacy systems. We are building the infrastructure that will power the next generation of cross-border payment systems for institutions. The team's execution has been exceptional, and we're scaling at a remarkable pace.

P. Morgan, Goldman Sachs, FalconX, Paypal, Affirm, Polygon, Kraken, Nium others. We’re backed by Accel, Lightspeed, NfX and other top-tier investors.

Role Overview We're hiring a Head of People Operations Talent to build and scale the people function at OpenFX. This is a builder role, not a maintenance role. We have a lean people team today and are investing to build it out significantly.

You would be responsible for designing, standing up, and operationalizing the core people infrastructure — from recruiting systems to onboarding programs to performance frameworks — as we scale across multiple geographies. You would own both talent acquisition and people operations across all of our geographies.

Benefits

administration, performance frameworks, and employee relations. You would report to the COO and work closely with every functional leader in the company. We are being direct about this because we've learned the hard way that ambiguity about the scope of this role doesn't serve anyone.

This is a broad role. It covers both recruiting and people ops. If you're looking for a pure TA role or a pure HR generalist role, this isn't it.

If you're excited about building a global people function at a company that's scaling quickly through regulated markets, keep reading.

Key Responsibilities

: What You Would Do in the First 90 Days Month 1: Audit the current state of people operations and talent acquisition across all geographies. Understand the hiring plan, meet every functional leader, assess agency relationships, and identify the highest-leverage gaps. Get familiar with our employment setup in each jurisdiction (direct employment, PEO/EOR, contractor arrangements).

Month 2: Stand up the foundational systems. This means structured onboarding programs, a recruiting process with consistent interview frameworks and scorecards, and a clear intake system for hiring requests. Begin building internal sourcing capability to reduce agency dependency over time.

Month 3: Start delivering. Fill priority roles, launch the first round of structured onboarding, and present a workforce plan for the remainder of the year aligned to business priorities and budget. Have a clear point of view on what the people function needs to look like at 200 people and what you need to get there.

What We Are Looking For

Must-haves: Experience building people infrastructure at a scaling company. You've done this before, ideally at a company that went from ~50–100 people to 200+ across multiple countries. You know what breaks during that transition and how to get ahead of it.

Comfort with global complexity. Our largest engineering hub is in Bangalore. We have licensed entities in the US, Netherlands, and UAE.

Every process, policy, and system you build needs to work across India, US, EU, UK, and UAE from day one. If your experience is single-geography or primarily domestic, this will be a stretch. Both TA and people ops capability.

You don't need to be the world's best recruiter and the world's best HR generalist. But you need to be credible in both domains and capable of operating across both until you have team members to delegate to. Ability to operate with high autonomy in an ambiguous environment.

We will give you a charter, a budget, and access to every leader in the company. We will not give you a playbook. Written communication skills.

We are a globally distributed company. Decisions travel through written communication.

Head of People Operations & Talent