Job intelligence
VP of People (Remote, US)
Maze
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
What stands out most is that pay compares strongly with similar current roles. The biggest counterweight is that location rules could change the fit.
Around the 94th percentile within 436 comparable USD salary observations.
Geographic eligibility is restricted to a country or region.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- Pay compares strongly with similar current roles: The annualized midpoint is around the 94th percentile among 436 comparable USD salary observations.
Trade-offs to weigh
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Head of Global Support
Ashby · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 4% lower advertised midpoint
Mission Director - Space (FedS171B)
Defense Unicorns · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 36% lower advertised midpoint
Director of Strategic Accounts, Eastern U.S.
Motive · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 29% higher advertised midpoint
Associate Director, Principal Partnerships
ANGI · USA
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 46% lower advertised midpoint
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Executive leadership roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (78) · EUR (3) · GBP (1) · CAD (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Shows the subset with enough stated evidence for a more informed first comparison.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1817 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 42% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is limited in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What retirement or pension contribution does the employer provide?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- chief operating officer
- brokerage firm director
- chief executive officer
- gambling manager
- animal facility manager
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Chief Executives 11-1011.00
- Chief Sustainability Officers 11-1011.03
- Fashion Designers 27-1022.00
- General and Operations Managers 11-1021.00
- Sales Managers 11-2022.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
chief operating officer
Usually essential in this ESCO occupation
- establish collaborative relations
- marketing management
- make strategic business decisions
- financial statements
- ensure lawful business operations
- integrate strategic foundation in daily performance
- track key performance indicators
Context-dependent ESCO skills
- financial management
- implement operational business plans
- apply import strategies
- assume responsibility for the management of a business
- analyse financial performance of a company
O*NET · U.S. occupation
Chief Executives
O*NET occupation skills
- Judgment and Decision Making
- Complex Problem Solving
- Critical Thinking
- Coordination
- Management of Financial Resources
- Management of Personnel Resources
- Speaking
- Systems Evaluation
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Skill bridge
What does this role connect to?
The available listing text does not contain enough recognized skill language for a useful skill bridge yet.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 76 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
For VP of People (Remote, US) at Maze, the most useful clues right now are compensation has enough depth for comparison, the location rules are clear enough to judge, and the visible application effort can be estimated. Looking at them together makes the trade-offs easier to see.
Compensation has enough depth for comparison
Among 436 current comparable salaries in USD, the normalized annual midpoint is around the 94th percentile. This compares advertised pay in the same currency and does not include every element of total compensation.
The location rules are clear enough to judge
Location flexibility can be assessed here: Remote with some uncertainty or restrictions, with a Remote Freedom reading of 66/100. The most important location constraint is geographic eligibility is restricted to a country or region..
The visible application effort can be estimated
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 1 days ago.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- Advertised pay is above much of the current comparable disclosed-salary sample.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Strong pay with stated barriers to weigh
Pay compares strongly, but qualification or location constraints are also visible. Higher pay does not erase those practical requirements.
Comparable disclosed-pay evidence places this job at about 94 / 100 within its current occupation/seniority sample.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The annualized salary midpoint is at or above about 94% of the current comparable disclosed-salary sample.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
Its annualized salary midpoint is at or above about 94% of the current comparable disclosed-salary sample.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The listing was posted about 1 days ago.
Compensation intelligence
How competitive is this pay?
Exceptional pay in current sample
The annualized midpoint is above the 75th percentile boundary of the current comparable sample.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Maze
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Maze — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Software engineering (4) · Marketing (3) · Executive (2)
Visible seniority mix: Senior / lead (7) · Leadership (4)
Current employment-type mix: Full time (11) · Contract (1) · Part time (1)
Most visible hiring countries in this sample: United States (7) · United Kingdom (3)
Other current roles from this employer
Strategic Account Executive, Named Accounts (Remote, US)
USA
Leadership · Region-restricted remoteDemand Generation Campaign Manager (Remote, US - ET/CT)
USA
Senior / lead · Region-restricted remoteStaff Writer (Satire), the Exploit
Europe, USA
Senior / lead · Region-restricted remoteMarketing Coordinator (Part Time)
USA
Seniority not clearly specified · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 163,500 median · 7 disclosed salaries
- EUR 123,000 median · 5 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Flexibility signals detected
- The description reinforces broad location independence.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Area Vice President, Public Sector
Sierra · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Head of Strategic Partnerships, Tavily
Nebius · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Global Account Director
Fieldguide · USA
Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
About Maze
Maze is the user research platform that helps companies build the right products faster by making user insights available at the speed of product development.
In most companies, research demand far exceeds supply. Time, cost, and lack of access to expertise hold teams back. In today’s AI-powered world, anyone can build a product fast. The real challenge? Deeply understanding user needs and building the right product. That’s where Maze comes in.
We believe companies shouldn’t have to choose between building fast and building right. Maze makes research accessible, intuitive, and fast so product teams can put user insights at the center of every decision.
Our platform enables researchers, designers, and product managers to quickly recruit participants, run studies autonomously, and surface insights that actually drive product decisions. Our AI capabilities automate the busywork and add depth and direction to the insights themselves.
That’s why Maze was recently named the #1 user research platform in UX Tools’ Design Tools Survey—and why we’re scaling fast across industries like B2B SaaS, e-Commerce, Financial Services, Retail, and Automotive, supporting world class customers such as Uber, Amazon, Atlassian, Anthropic & more.
Maze is a Series B company backed by top-tier investors (Felicis, Emergence & Amplify). We operate a global remote workforce driven by our core values.
The Opportunity
Maze is looking for a VP of People to lead our global People function and serve as a strategic partner to our CEO and executive team.
We're at an exciting point in our journey. We've built a strong foundation of People programs and practices, and we're entering a new chapter as we continue to grow our core business while building new opportunities in AI-powered research.
This is an opportunity to shape how we operate, lead, and grow through that evolution. You'll help us make thoughtful decisions about our organization, develop strong leaders, attract and retain great talent, and build a culture where people can do their best work.
We're looking for someone who understands that a great People function is both a strategic business partner and an operationally excellent team. You'll be equally comfortable advising the CEO on organizational strategy, coaching a manager through a difficult conversation, and rolling up your sleeves to solve a problem.
About the Role
Reporting directly to our CEO, you'll be a member of Maze's executive team and lead a small, experienced People team spanning Talent Acquisition and People Operations. You'll inherit a team that has built a strong operational foundation and takes real ownership of its work. Your role is to invest in their growth, empower them to lead in their areas of expertise, and create opportunities for them to expand their impact as the business evolves.
Your scope will cover the full employee experience, including talent strategy, organizational design, compensation and benefits, performance, leadership development, employee relations, and culture.
You'll also play a broader role in how Maze operates, partnering with executive leaders to strengthen decision-making, organizational alignment, and execution across the business.
We're a globally distributed, remote-first company, so you'll bring an understanding of what it takes to build connection, accountability, and consistent practices across geographies.
What you'll do
Be a strategic partner to the business
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Partner closely with the CEO and executive team to shape organizational strategy, business priorities, and leadership effectiveness.
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Guide organizational design, workforce planning, and change management as Maze evolves.
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Bring sound judgment, business acumen, and a thoughtful perspective to complex people and business decisions.
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Help strengthen how our executive team operates, makes decisions, and communicates across the company.
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Bring a global perspective to executive decisions, surfacing the employment, compliance, and cultural implications across the countries where we operate before decisions are made.
Lead, develop, and empower the People team
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Lead and develop a talented People team, building on their strengths and creating meaningful opportunities for growth.
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Foster a culture of trust, autonomy, and accountability where team members are empowered to own decisions, solve problems, and lead within their areas of expertise.
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Act as a coach and thought partner, helping the team navigate challenges, build new capabilities, and expand their influence across the business.
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Set clear priorities and create the space, resources, and support the team needs to do impactful work without unnecessary complexity.
Build and develop a high-performing organization
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Lead our talent strategy, ensuring we're attracting, hiring, and retaining the people needed to achieve our business goals.
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Partner with leaders to build strong teams, clarify expectations, and develop managers who bring out the best in their people.
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Evolve our performance management, career development, and recognition programs to reinforce accountability and meaningful impact.
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Use engagement data, employee feedback, and business context to identify opportunities to improve the employee experience.
Own compensation, benefits, and People operations
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Navigate complex employee relations and employment matters with sound judgment, empathy, and consistency.
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Oversee our global total rewards strategy, including compensation, equity, benefits, and pay transparency.
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Ensure our People operations are efficient, scalable, and compliant across the countries where we operate.
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Partner closely with Finance on headcount planning, compensation strategy, and responsible investment in our team.
Shape our culture through growth and change
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Help preserve and evolve what makes Maze special as our business strategy and organization change.
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Build trust through clear communication, transparency, and thoughtful change management.
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Create meaningful opportunities for connection, recognition, and collaboration across a distributed team.
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Help leaders translate our values into everyday decisions, behaviors, and ways of working.
Build a modern, AI-enabled People function
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Bring an AI-first mindset to how the People team operates, identifying ways to simplify work, improve decision-making, and increase our impact.
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Use technology, data, and automation to make People programs more effective and scalable.
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Champion effective AI use across Maze, helping teams and leaders move beyond basic prompting to workflows and automation that make a real difference in how they work.
What success looks like
Success in this role means building on an already strong foundation while helping Maze navigate its next stage of growth.
In your first year, you'll have:
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Established yourself as a trusted thought partner to the CEO and executive team, bringing clarity and sound judgment to important business decisions.
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Built a strong partnership with the existing People team, helping each person grow in their role, increase their ownership, and feel empowered to make meaningful contributions to the business.
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Built strong relationships with managers across Maze, becoming a go-to partner who helps them navigate team challenges, difficult conversations, and change.
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Strengthened our hiring, performance, development, and total rewards programs to retain our people and land the strategic hires that matter most.
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Helped build a culture where employees understand our direction, feel connected to our mission, and know what's expected of them.
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Brought an AI-first approach to the People function, streamlining how we work so the team can spend more time on high-impact work.
About you
We know great People leaders come from different backgrounds. These are the experiences and qualities we think will help someone thrive in this role, but we encourage you to apply even if you don't check every box.
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Experienced People leader. You bring significant experience leading People functions in high-growth, venture-backed environments, ideally within SaaS or technology companies.
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Business-minded executive partner. You understand how businesses operate, connect People decisions to company outcomes, and can confidently challenge and advise senior leaders.
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Comfortable with complexity and change. You've helped organizations navigate growth, restructuring, or strategic shifts, balancing business needs with care for employees.
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Strong across the People function. You have meaningful experience in organizational design, talent strategy, total rewards, performance management, and employee relations.
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Experienced in global, distributed teams. You understand the complexities of supporting employees across countries, particularly the US and UK/Europe, and know how to navigate local employment requirements.
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A builder and an operator. You can set a long-term strategy while staying close enough to the details to ensure excellent execution. You're comfortable leading a lean team and know how to prioritize for impact.
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AI-forward and curious. You actively use AI in your work and are excited about how it can transform the way People teams operate.
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An exceptional communicator. You bring clarity to complex situations, communicate with warmth and candor, and build trust across all levels of an organization.
Bonus points if you have:
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Experience supporting a company through a significant business model evolution or the launch of a new business line.
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Experience with modern People technology, including Rippling, Ashby, Oyster, or similar platforms.
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Experience working directly with a founder or CEO in a fast-moving environment.
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Experience building with AI, not just using it, including creating your own Claude workflows and automations and connecting AI to the systems your team uses every day. Bonus if you can show us how it’s changed the way you work.
Why Maze
At Maze, we're building the future of research and helping companies make better decisions by connecting them more closely with the people they serve.
You'll join a team that values curiosity, transparency, thoughtful experimentation, and meaningful impact. You'll have a seat at the table, a strong foundation to build from, and the opportunity to influence not just how we support our people, but how Maze operates and grows.
If you're excited about building a modern People function, navigating meaningful business challenges, and helping a talented team do its best work, we'd love to hear from you.
Inclusivity and Pay
At Maze, we are dedicated to building an equitable, inclusive, and authentic workspace. Unique and diverse perspectives are welcomed, and continuous growth is encouraged. We believe that people are more than their resumes, so if your past experience looks different than the criteria listed, we'd still love to hear from you. We appreciate and celebrate non-traditional life routes and encourage you to apply should you connect with a job description or the Maze culture.
Maze values transparency and it enables us to approach compensation equitably across the world. We are informed by data and regularly check our salary ranges (either United States or Rest of World) against other venture backed companies. Additionally, we are proud of our holistic and generous benefits offerings, included in every compensation package.
Your salary is dependent upon many factors, including years of experience, expertise, etc. During your first interview, you can expect to have an open conversation with your recruiter regarding your compensation expectations.
Why Maze is unique
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Early-stage startup: You will join an early-stage startup with less than 150 team members. This means you'll have the unique opportunity to directly impact success and help shape the future of Maze.
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Market disruption: We believe that the way companies build products is fundamentally broken and the user research market is ripe for disruption. For too long, companies have been forced to choose between rapid development without user insights or investing months into research before bringing products to market. But there's finally a groundswell building around a path forward that eliminates this compromise - and Maze is leading the charge.
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Product-market Fit: Maze is used by 100,000+ brands across 4,000 companies, from SMB to enterprises, and in the last fiscal year, we saw 6.5M questions answered, supporting 25K decisions
Benefits
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Health insurance with international coverage, vision, and dental: 100% of the team member premium paid
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For some locations, coverage options vary, please see our benefits pages for more information
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Free access to proper mental health care, unlimited virtual therapy sessions (with a human) and 24/7 access to resources
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Life and Disability Insurance, 100% of the team member premium paid
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Flexible time off
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Meaningful equity
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Company retreats, fully paid for by Maze
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New MacBook (laptop), paid for by Maze
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Paid Family leave: 16 weeks for birth or adoptive parents
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$500/month to be used for dependent health insurance coverage
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If you don't have dependents to add to your plan, you will still get access to this money to be used at your discretion to get the benefits that matter to you with our flexible a-maze-ing benefits - gym memberships, co-working spaces, food, travel, whatever!
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$1,500 remote work setup fund to ensure you can set up a productive work space
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Flexible work schedule where you manage your own working hours
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Monthly Bonus.ly points that are awarded to others to recognize teamwork, dedication and helpfulness - points can be cashed out for gift cards and more
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Virtual social engagements randomly throughout the year
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SWAG, we have some really cool swag
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Open, transparent culture that includes virtual: coffee chats, bi-weekly all-hands meetings, and more
Check out all of our a-maze-ing benefits here.
Outreach Notice
We understand you might be excited about the job you’re applying for, we are excited you are interested! However, please refrain from reaching out to our current team members on LinkedIn for referrals. Our policy is that referrals can only be provided by team members who personally know the candidate. With the high volume of interest in our roles, contacting our team members who are not involved in recruitment can be overwhelming. Additionally, please avoid submitting support tickets regarding your application, as our support team is not involved in the hiring process. Rest assured, our recruitment team is diligently reviewing all applications and will reach out directly if there is a match.
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the past 3 days
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.