G-P
Our leading SaaS-based Global Employment Platform™ enables clients to expand into over 180 countries quickly and efficiently, without the complexities of establishing local entities. At G-P, we’re dedicated to breaking down barriers to global business and creating opportunities for everyone, everywhere. Our diverse, remote-first teams are essential to our success. We empower our Dream Team members with flexibility and resources, fostering an environment where innovation thrives and every contribution is valued and celebrated. The work you do here will positively impact lives around the world. We stand by our promise: Opportunity Made Possible. In addition to competitive compensation and benefits, we invite you to join us in expanding your skills and helping to reshape the future of work. At G-P, we assist organizations in building exceptional global teams in days, not months—streamlining the hiring, onboarding, and management process to unlock growth potential for all. G-P helps organizations build global teams in minutes, not months. As part of this mission, we’ve created an indispensable AI agent for HR leaders, G-P Gia™ . Gia is our AI-powered global HR agent that provides HR compliance guidance instantly. Built on over a decade of global employment and legal expertise and 100,000+ vetted articles, Gia analyzes and generates compliant documents and delivers the answers that HR leaders trust — reducing reliance on outside legal counsel and cutting compliance costs by up to 95%. About The Position: We’re building GIA — AI for General Counsel, in-house legal teams, and HR teams. GIA is a startup that demands extreme ownership, relentless execution, and zero tolerance for waiting on someone else to make the call. This role sits at the intersection of data science, data engineering, and product analytics. You build the pipelines, run the analysis, train the models, and — most importantly — tell us what the data means for the product. Not dashboards for the sake of dashboards. Insights that change what we build next. What You Will Do: Build and own data infrastructure — pipelines, warehousing, ETL/ELT, data quality; make sure the foundation is solid Analyze product usage and user behavior — identify patterns, segment users, surface what matters from the noise; think like a product person, not just a data person Build models that ship — LLM-based systems, traditional ML (classification, clustering, NLP), evaluation frameworks; whatever the problem needs Define and track the metrics that matter — activation, retention, engagement, PQLs; connect data to product and GTM decisions Run experiments and measure impact — A/B tests, causal analysis, cohort studies; rigorous but fast Turn data into product conviction — you don’t just hand off charts, you tell the team what to do and why What We Are Looking For: Minimum Requirements: 5+ years across data science, data engineering, and analytics — you do all three, not just one Strong SQL and Python — complex queries, data modeling, scripting, analysis; this is your daily toolkit Databricks or equivalent modern data platform experience (Snowflake, BigQuery) LLM experience — fine-tuning, prompt engineering, embeddings, RAG, evaluation; not just API calls Traditional ML depth — classification, regression, clustering, NLP, feature engineering; you pick the right tool for the problem Product mindset — you filter signal from noise, understand user behavior, and connect analysis to product decisions Pipeline engineering — you build reliable, scalable data pipelines, not notebooks that break in production Clear communicator — you present findings to non-technical stakeholders with clarity and conviction Preferred Qualifications: Experience at an early-stage startup or as a founding data hire Built product analytics from scratch — instrumentation, event taxonomy, dashboards, self-serve reporting Legal or HR domain experience Experience with LLM evaluation and observability (tracing, scoring, drift detection) Familiar with dbt, Airflow/Dagster, Spark, or similar orchestration and transformation tools How we evaluate Give you a real dataset and ask what you’d do with it — we want product thinking, not just technical chops Walk us through a time your analysis changed a product decision Design a data pipeline or model architecture on the whiteboard Show us how you’d instrument and measure a new feature from scratch Interested? Reach out with an example of an insight you uncovered that changed what a team built. Our ranges are established using objective market benchmarking data for this level of work. Final placement within the range is determined by gender-neutral criteria, including the candidate's relevant skills, experience, and specific qualifications for the role. Actual compensation for this position may vary and will depend on multiple factors such as relevant qualifications, experience, education, and geographic location. For Full-Time Regular Employees, this position is also eligible for additional compensation as follows: Sales Roles: This position is eligible for a commission structure in addition to base salary. Non-Sales Roles: This position is eligible for an annual bonus which is paid dependent on various factors, including and without limitation, individual and company performance in addition to base salary.
G-P values its employees and offers excellent benefits and perks including generous paid parental leave, flexible time off, spending accounts, medical insurance, dental insurance, vision insurance, sabbatical after 5 years and more. Individuals residing, or applying to work, in the United States: California or Philadelphia , Pennsylvania, please review the following additional information: G-P will consider qualified applicants with arrest or conviction records in accordance with the California Fair Chance Act, Los Angeles City Fair Chance Act Ordinance, Los Angeles County Fair Chance Act Ordinance, and San Francisco Fair Chance Act Ordinance. Los Angeles applicants can review additional information regarding the Los Angeles City Fair Chance Act here: Fair Chance Initiative for Hiring Ordinance , and Philadelphia applicants can review information pertaining to Philadelphia’s Fair Criminal Record Screening Standards Ordinance here: Fair Chance Poster . Any consideration of a candidate’s background check with arrest or conviction records will include an individualized assessment based on the factors required by applicable law, including the candidate’s specific record and the duties and requirements of the specific job. G-P. Global Made Possible. G-P is a proud Equal Opportunity Employer, and we are committed to building and maintaining a diverse, equitable and inclusive culture that celebrates authenticity. We prohibit discrimination and harassment against employees or applicants on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other legally protected status. G-P also is committed to providing reasonable accommodations to individuals with disabilities. Individuals with disabilities are encouraged to apply for these positions. If you need an accommodation due to a disability during the interview process, please contact us at careers@g-p.com.