People Programs

This role owns the programs that shape how employees experience Polymarket from day one to last day, including onboarding, offboarding, recognition, engagement surveys, culture events, and manager development. You'll partner with Workplace on the shared culture and engagement calendar, manage vendors and budgets, and report on impact to leadership. The scope is wide by design, and the role exists because ad hoc people programs stop working at this stage; things need to be repeatable, measurable, and built to scale.

Responsibilities

• Owns the employee lifecycle experience — onboarding, offboarding, and exit process — designing programs that scale as headcount grows, not just executing steps Leads culture and engagement programming (onsites/offsites, biweekly events, recognition, ERGs) in partnership with Workplace, owning the shared calendar end-to-end Designs and runs the engagement survey, pulse checks, and quarterly listening tours, translating results into program changes Builds manager-facing infrastructure — development survey, self-service tools, feedback cycle facilitation — that reduces manager reliance on People Team for routine needs Turns ad hoc programs (swag, conference perks) into repeatable, budgeted processes with clear ownership and cadence Manages vendor relationships and budget across events, swag, and conferences, and reports on program impact to leadership Runs the internship program independently, from design through execution

Requirements

• 3 to 5 years running people programs end-to-end at a tech company or high-growth startup, not as a coordinator but as the person who owned the outcome
• Direct experience owning onboarding or performance cycles solo, including design, execution, and iteration
• Proven ability to manage vendors, budgets, and logistics across multiple programs simultaneously without dropping details
• Strong program design instincts. You build repeatable processes, not one-off events, and you document what you build
• Track record of tying people programs to measurable outcomes. You can point to a number you moved and explain how
• Comfortable operating with high autonomy in a fast-moving environment where priorities shift and you're expected to figure it out
• Strong written communication skills. You'll own light internal comms and your work will be visible to the whole company

Nice to have

• (Plus) Experience supporting or building ERG programs
• (Plus) Background in both lifecycle programs and culture or events work, not just one or the other
• (Plus) Familiarity with HRIS and survey tools like Workday, Lattice, Culture Amp, or similar

Benefits

• Competitive salary & equity
• Unlimited PTO
• Full Health, Vision, & Dental coverage
• 401k match
• Hardware setup: new MacBook Pro, big display, & accessories