Location: Remote - Italy (Turin preferred)
Type: Full-time
Level: Mid-Senior+
Reporting to: CEO
Nebuly is a fast-growing, VC-backed startup building the platform that proves the ROI of enterprise AI.
Every enterprise function — sales, customer support, HR, finance — is deploying AI agents at scale, and budgets are following fast. But most companies can't answer a basic question: is this spend actually working? Every enterprise deploying AI agents is asking the same question: is this actually delivering value? Today, almost none of them can answer it. The signal that could answer it is right there — millions of conversations happening every day between employees, customers, and these agents — but it's unstructured, high-volume, and invisible without the right infrastructure. So the ROI question stays unanswered, not because the answer doesn't exist, but because no one can see it. Nebuly makes that signal visible. It sits on top of any enterprise AI deployment, turns those conversations into a clear answer — is this working, and where — and connects the dots back to ROI. Think of it as the accountability layer for enterprise AI: connect once, see the impact, prove the value — with no data ever leaving your environment.
Every new data category has created a new software category. CRM turned customer interactions into pipeline accountability. Product analytics turned user behavior into growth accountability. Nebuly is building that same layer for AI — turning millions of invisible conversations into a clear answer on value.
Our customers include Oura, CNH Industrial, Vodafone, and Moncler. Demand is accelerating fast, and we're building the team to match.
This is not a typical HR role. You will be the first dedicated HR hire at Nebuly — which means the function doesn't formally exist yet. You are building it.
We are entering one of the most critical hiring phases in the company's history: expanding from a lean founding team to a 50+ person organisation across R&D in Italy, and revenue and marketing functions in the US and EU. The talent we hire in the next 12 months will define what Nebuly becomes.
You should not apply if you want to specialise in one dimension of HR or sit behind a process. You should apply if you are energised by building something from scratch — and understand that in a startup at this stage, recruiting great people is the most leveraged thing you can do.
The majority of your time — especially in the first 12 months — will be here:
Talent acquisition. Own end-to-end recruitment process for all open roles: sourcing, outreach, pipeline management, interviews, offer, and close. You run most searches in-house; agencies are a tool, not a default. You will hire across functions (R&D in Italy, GTM across US and EU) and seniority levels, building a repeatable process — scorecards, calibration sessions, structured evaluation — as you go.
Employer branding. We only hire exceptional people — and we want exceptional people to know who we are and want to be here. That means building Nebuly's visibility in the communities where great technical and GTM talent lives: AI and ML circles, enterprise SaaS networks, startup ecosystems in Italy and across Europe. You will work directly with the founders to amplify what makes Nebuly a compelling place to build — through social content, thought leadership, events and meetups, partnerships with universities and tech communities, and any other initiative that puts our name in front of the right people. This is a strategic function, not a comms task. When we open a role, candidates should already have a reason to say yes.
Beyond recruiting, you will also own the rest of the HR stack as the team scales:
Onboarding — structured first-90-days experience for every new hire
People operations — contracts, compliance, HR administration across Italian and international jurisdictions
Performance & development — review cycles, OKRs, feedback culture, career conversations with team leads
Compensation & rewards — comp bands, equity administration, benefits and company welfare
8+ years of HR experience, covering the full employee lifecycle — talent acquisition, onboarding, employer branding, performance, compensation
At least 3+ years in a dedicated talent acquisition or recruiting role, running searches independently end-to-end
Proven track record hiring in tech — software engineers and GTM roles at B2B companies
Experience managing global, multi-country hiring: you have hired in at least two different countries and are comfortable navigating different employment frameworks
Fluency in both Italian and English — you will operate across both contexts daily
Ability to move fast and operate with autonomy — this is not an environment where you wait for sign-off on every decision
First HR hire. You are not joining an HR team. You are starting one. What you build now will shape how Nebuly operates for years.
Direct CEO partnership. You will work hand-in-hand with the CEO on every hire. Talent is a strategic priority — not a support function.
Real stakes. The people you hire will determine what Nebuly becomes. You will feel the impact of your work immediately.
Competitive pay + equity. Top-of-market salary for a startup role, plus meaningful equity in a fast-scaling company backed by VCs.
Sound like you? Send your CV and a short note on why this role to [email protected]. We read every application.
