Jobs at GR8 Tech

Drive B2B growth by prospecting, negotiating, and closing complex sales of iGaming platforms and services, including White Label, Turnkey, sportsbook, managed trading, API, iFrame, and casino aggregation solutions. Build relationships with operators, aggregators, platform partners, and senior decision-makers; manage the full sales cycle, coordinate internal teams through launch, support account development, and identify new markets and commercial opportunities.

Own and scale external social media presence across LinkedIn and Instagram for a B2B media brand and two C-level executives. Responsibilities include developing organic social strategies, writing platform-native content, managing executive thought leadership, conducting insight calls, coordinating multimedia production, maintaining content calendars, and analyzing performance metrics. The role requires strong English copywriting, B2B marketing knowledge, social selling expertise, and experience managing multiple content streams.

Lead and optimize global HR administration and employee lifecycle processes (onboarding, transfers, offboarding). Ensure payroll accuracy and legal compliance, manage HR audits, supervise HR Administration team, drive HRIS-driven automation and process improvements, and deliver data-driven HR reporting and projects to scale operations across international jurisdictions.

Own and advance the core design system for web and mobile: build and maintain Figma components and tokens, align designs with front-end code and Storybook, enable adoption through onboarding and guidelines, run usability research and prototypes, enforce WCAG AA accessibility, and manage library versioning and deprecation.

Lead and scale HR administration globally: oversee onboarding/offboarding, maintain HRIS records, ensure payroll compliance, manage HR policies, supervise an HR admin team, run HR projects and automation, and produce data-driven HR reports to support operations and legal compliance.

Own Talent technology requirements, data architecture, and backlog for HR systems (HRIS/ATS/LMS). Map processes, define BI metrics, validate data with SQL, identify automation/integration opportunities, manage rollouts, and partner with IT/engineering/vendors to deliver Talent system changes.