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62 Nxt Level Jobs Hiring Near You

NxT Level

HR Consultant

Manhattan, NY · On-site

Nxt Level - HR Consulting (New Practice Launch) Location: Remote (USA) with occasional travel • Type: Full-time Compensation: Competitive base + performance bonus + profit share/equity upside ...

NxT Level

HR Consultant

Manhattan, NY · Remote

Nxt Level -- HR Consulting (New Practice Launch) Location: Remote (USA) with occasional travel • Type: Full-time Compensation: Competitive base + performance bonus + profit share/equity upside ...

NxT Level

Recruiting Lead

Brentwood, TN · On-site

Nxt Level is a team of badass recruiters. We're headhunters and specialists in recruiting top talent in civil engineering, legal, and technology. We work with some of the world's leading companies ...

NxT Level

Gaming Recruiter

Brentwood, TN

Nxt Level is a team of world-class head hunters. We recruit for some of the best brands in the world. As we grow, we have taken on new clients ranging from technology to video games. We have recently ...

NxT Level

Gaming Recruiter

Brentwood, TN · On-site

Nxt Level is a team of world-class head hunters. We recruit for some of the best brands in the world. As we grow, we have taken on new clients ranging from technology to video games. We have recently ...

Prudential Healthcare

Home Care Aide Caregiver

Covina, CA · On-site

$18 - $20/hr

Flexible schedule About Us At NXT Level Care , we provide exceptional in-home support to seniors and individuals who need assistance with daily living. Our mission is to help clients remain safe ...

NxT Level

Staff Backend Engineer

San Francisco, CA · On-site

Step into a Staff-level role with real technical influence across architecture, reliability, and platform scale Ideal Candidate Profile The ideal candidate is a Staff-level backend engineer who has ...

NxT Level

Patent Agent - Life Science

Seattle, WA · On-site

The salary range for this position varies and depends on several factors, including the applicant's qualifications, experience, level of education, certifications or professional licenses held, and ...

NxT Level

Patent Agent - Life Science

Denver, CO · On-site +1

The salary range for this position varies and depends on several factors, including the applicant's qualifications, experience, level of education, certifications or professional licenses held, and ...

NxT Level

Senior/Staff Software Engineer

Manhattan, NY

$134K - $177K/yr

We're looking for a senior or staff-level backend engineer to own and evolve the core systems that power Lighthouse. Our backend is Python and TypeScript, PostgreSQL, GraphQL, and serverless compute ...

NxT Level

Founding Full Stack Engineer

Manhattan, NY

$140K - $200K/yr

The Role This is a founding-level Product Engineer role...high ownership, high trust, real influence. You'll work directly with the founders and customers to build the core product from the ground up ...

NxT Level

Senior Backend Engineer

Manhattan, NY

Founder level ownership mindset or early stage startup experience preferred * Ability to work independently while collaborating across teams Technical Experience * Six or more years of backend ...

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    Infographic showing various job openings at Nxt Level in the United States as of August 2026, with employment types broken down into 1% Internship, and 99% Full Time. Highlights an 76% Physical, 6% Hybrid, and 18% Remote job distribution.

    HR Consultant

    NxT Level

    Manhattan, NY • On-site

    Full-time

    Re-posted 16 days ago

    Job description

    Founding Head of HR Consulting (De Novo)
    Division: Nxt Level - HR Consulting (New Practice Launch)
    Location: Remote (USA) with occasional travel • Type: Full-time
    Compensation: Competitive base + performance bonus + profit share/equity upside
    Summary
    We're launching a brand-new HR Consulting arm at Nxt Level and looking for a founding operator to build it from zero to scale. You'll have the backing of our recruiting engine, brand, tooling, and operations-while owning strategy, delivery, and growth for the practice. If you're an entrepreneurial HR leader who can parachute into Seed/Series A/B environments, architect people systems, and ship outcomes quickly, let's talk.
    What You'll Do
    • Build the practice: Define service lines (Fractional HR, Org Design, Talent/People Ops, HRIS, Total Rewards, Performance & L&D, Manager Enablement, Compliance), delivery playbooks, pricing, and P&L cadence.
    • Own client outcomes: Serve as fractional CHRO/Head of People for 3-8 clients (mix of Seed-Series B and scaling orgs).
    • Design scalable systems: Stand up HR tech stacks (HRIS/ATS/engagement), workflows, SLAs, and reporting (board-ready dashboards).
    • Partner with Recruiting: Translate hiring plans into workforce plans, compensation bands, and offer frameworks; increase offer acceptance and ramp speed.
    • Advise founders & execs: Org design, culture & values rollouts, leadership coaching, performance architecture, employee relations risk mitigation.
    • Ship compliant foundations: Multi-state compliance, handbooks, policies, ER protocols, investigations, and audit readiness.
    • Create repeatable IP: Templates, toolkits, and SOPs we can productize across clients.
    • Grow revenue: Scope, price, and expand engagements; help hire and mentor the next wave of HR consultants.

    Target Client Profile & Problems You'll Solve
    • Seed: "We need HR basics now." → handbooks, onboarding, HRIS, comp bands, first manager toolkits.
    • Series A: "We're hiring fast." → workforce planning, recruiting capacity models, level guides, performance/OKRs.
    • Series B: "We need to scale quality." → manager enablement, pay architecture, career frameworks, ER maturity, people analytics.
    • Scaling Orgs: "We need alignment + accountability." → operating cadence, engagement programs, change management, M&A integration.

    30/60/90 Day Plan
    Day 0-30
    • Stand up core offerings & pricing, sales collateral, and delivery playbooks.
    • Audit 2-3 early clients; stabilize HRIS, policies, comp bands, and onboarding flows.
    • Publish a KPI dashboard template (hiring, ramp, retention, engagement, ER risk).

    Day 31-60
    • Run first wave of manager training (feedback, 1:1s, performance loops).
    • Launch people analytics pack (headcount, diversity, attrition, cost per hire, time to fill, time to productivity).
    • Productize 10+ templates (handbook, pay bands, leveling guides, PIP, RIF checklist, ER intake).

    Day 61-90
    • Hit initial revenue and NPS targets; scope expansion for 50% of active clients.
    • Hire/contract 1-2 senior consultants to increase capacity.
    • Formalize quarterly operating cadence (QBRs, OKRs, board reporting service).

    Success Metrics (12 Months)
    • Client NPS: 60+
    • Revenue: $X.XM run-rate with 40%+ gross margin (mix of retainers + projects)
    • Time to HRIS Live: ≤30 days from kickoff
    • Manager Coverage: 80% managers trained & using playbooks
    • Offer Acceptance: +10-15% lift for supported roles
    • Regulatory: 100% policy & compliance baseline within 60 days/client
    • Churn: <10% logo churn; 50%+ expansion within 6 months

    What You've Done
    • 7-12+ years across HR/People Ops with meaningful time as the first/early HR leader in venture-backed startups (Seed-Series B).
    • Built and operated HR foundations end-to-end: HRIS, policies, comp frameworks, performance cycles, ER, multi-state compliance.
    • Translated founder vision into org design, role architectures, and hiring plans; partnered tightly with recruiting.
    • Led executive-level conversations and coached managers; comfortable in board/comp discussions.
    • Designed scalable processes and documentation others can run with.

    Nice to Have
    • Prior consulting, fractional CHRO/Head of People, or practice-building experience.
    • SHRM-CP/SCP or SPHR; comp/benefits design; people analytics fluency.
    • Industry exposure: tech/software, healthcare, AI, or high-growth services.
    • Multi-country expansion experience.

    How We Work
    • Backed by Nxt Level: Sales pipeline support, marketing, FP&A, contracts, invoicing, HR/IT stack, and recruiting horsepower.
    • High ownership: You set the bar for quality, cadence, and outcomes.
    • Builder's mindset: Bias to action, pragmatic over perfect, documentation by default.

    Apply