TA Automation Engineer

Nebius is leading a new era in cloud computing to serve the global AI economy. The TA Automation Engineer will act as a workflow architect to build automated systems that enhance Talent Acquisition processes while ensuring data integrity and scalability.

Responsibilities:

• Build and maintain sophisticated, enterprise-grade workflows using low-code/no-code tools (Workato, Zapier, Tray.io, etc.), with a strong emphasis on scalability, error handling, data integrity, and long-term maintainability, not just speed of deployment
• Design the logic for complex, multi-stage interview scheduling that handles multiple time zones and disparate calendar systems without human intervention
• Create an "Internal Talent Marketplace" bot. This bot should automatically "skill-match" current employees to new openings and alert them via Slack/Teams, bypassing the need for manual internal sourcing
• Standardize the "voice" of the company at scale. You build the triggers that send personalized (but automated) prep materials, "Still interested?" pings, and "Thank You" notes based on candidate stage-movement
• Explore and implement LLM integrations to assist in initial resume screening or to draft personalized outreach messages for the sourcing team
• Partner with key TA, HR, and Finance stakeholders and systems owners to design and maintain bi-directional integrations that ensure data consistence across systems. Anticipate downstream impacts of TA automation on reporting, compliance, and financial planning
• Define and document core data fields and schemas required for reliable recruiting, workforce, and financial reporting (e.g., requisition metadata, candidate stage timestamps, source attribution, cost centers, hiring manager ownership). Ensure recruiting workflows capture clean, structured, and reusable data rather than one-off operational signals. Design automation with reporting in mind — ensuring every workflow produces auditable, analyzable outputs

Requirements:

• Build and maintain sophisticated, enterprise-grade workflows using low-code/no-code tools (Workato, Zapier, Tray.io, etc.)
• Design the logic for complex, multi-stage interview scheduling that handles multiple time zones and disparate calendar systems without human intervention
• Create an 'Internal Talent Marketplace' bot that automatically 'skill-match' current employees to new openings and alert them via Slack/Teams
• Standardize the 'voice' of the company at scale by building triggers that send personalized (but automated) prep materials, 'Still interested?' pings, and 'Thank You' notes based on candidate stage-movement
• Explore and implement LLM integrations to assist in initial resume screening or to draft personalized outreach messages for the sourcing team
• Partner with key TA, HR, and Finance stakeholders and systems owners to design and maintain bi-directional integrations that ensure data consistency across systems
• Define and document core data fields and schemas required for reliable recruiting, workforce, and financial reporting
• Ensure recruiting workflows capture clean, structured, and reusable data rather than one-off operational signals
• Design automation with reporting in mind — ensuring every workflow produces auditable, analyzable outputs
• Ability to design automation within a broader ecosystem of ATS, HRIS, Finance, and analytics tools
• Strong understanding of how upstream data capture affects downstream reporting, planning, and compliance
• Experience designing APIs, middleware workflows, and fallback logic to ensure resilience across systems
• Familiarity with how recruiting data is consumed by Finance, People Analytics, and leadership dashboards
• Deep knowledge of platforms such as Workato, Zapier, or Make.com
• Proficiency in JavaScript or Python or tools such as Cursor to build custom hooks when out-of-the-box integrations fail
• A fundamental understanding of user experience to ensure that an automated email doesn't feel like a cold, robotic interaction
• The ability to 'walk in the shoes' of a stressed recruiter or a nervous candidate to identify where automation would be helpful vs. where it would be jarring
• A bias for Action; the ability to build a 'Minimum Viable Product' (MVP) workflow in a day rather than a month
• The mechanical mindset to troubleshoot why a complex workflow broke and fix the logic in real-time
• Able to translate between recruiters, HRBPs, finance partners, and technical teams
• Knows when to build quick automation vs. when to invest in foundational structure
• Understands that system changes affect behaviors, incentives, and decision-making, not just workflows