Expectations
- Build the Learning & Development function from the ground up
- Design learning programs and development architecture
- Facilitate training independently (both synchronous and asynchronous formats)
- Work on talent management initiatives
- Support the development of the leadership team, including CEO-2 level leaders
- Create solutions for developing scarce expertise within the business
- Experiment with formats and identify approaches that actually work
- An experienced L& D / Talent Development professional
- A strong instructional designer and facilitator combined in one person
- Someone with a background in tech / digital / product environments
- A person who feels comfortable in a more flexible, creative, and non-corporate environment
- A self-driven specialist who can lead the direction without rigid frameworks or excessive structure
- Native Russian
- Working English (B2+)
Benefits
Our project is actively growing, as well as the team that creates it. We invest in the growth of each specialist and regularly review salaries based on performance. Moreover, we have a promotion system that allows specialists to showcase their talents in more responsible positions.
Hybrid work type in Tbilisi/ Almaty / Yerevan / Limassol. Also we have flexible hours with the option of taking days off.
We offer sick days without salary loss, assistance in difficult life situations, no bureaucratic nightmares and processes for the sake of processes.
We carefully review every application and will definitely reach out if your profile matches the role’s requirements. If you do not receive a response within 14 calendar days, it means we are not moving forward with your application at this stage. We’d be happy to reconnect in the future — please keep an eye on our openings.
Employment process
You apply for an open role via our careers portal. We carefully review your CV and any additional materials you provide.
If your experience matches our needs, we’ll invite you for an initial conversation with a recruiter. It’s a chance to get to know each other, talk about your motivation and expectations, and share more about the role and company.
You may be asked to take part in one or more technical interviews with the team. In some cases, we might also send you a test assignment to better understand your practical skills.
A closing conversation with a hiring manager or team lead. We’ll discuss the outcomes of the previous stages, cover any remaining questions, and align on expectations.
If everything goes well — we’ll extend a job offer. Once the details are confirmed, we’ll guide you through the onboarding process and welcome you to the team.