Skillz is the leading mobile games platform that connects players in fair, fun, and meaningful competition. The Skillz platform helps developers build multi-million dollar franchises by enabling social competition in their games. Leveraging its patented technology, Skillz hosts billions of casual esports tournaments for millions of mobile players worldwide, and distributes millions in prizes each month.Skillz has also earned recognition as one of Fast Company’s Most Innovative Companies, CNBC’s Disruptor 50, Forbes’ Next Billion-Dollar Startups, San Francisco Business Times’ Best Places to Work, and the #1 fastest-growing company in America on the Inc. 5000. &nbsp;We’re building a groundbreaking company that's pioneering an entirely new industry, and we're searching for top-notch people to join our mission. If you’re up for the challenge, we’d love to meet you!

Skillz

Talent Acquisition + People Operations Specialist

Senior User Acquisition Manager

Associate People Business Partner

Manager of Tax & Treasury

Senior Product Manager - Engagement

Senior FP&A Analyst

Lead Web Full Stack Engineer (Las Vegas)

Senior Data Engineer

VIP Account Manager

- This assessment gives us an idea of your C++ skills - Companies that evaluate this skillset in interviews: Rockstar Games, Ubisoft, Mayhem Studios, etc. - 10 Multiple Choice questions - Average time to complete: 7 to 10 minutes

Let's assess your Data Structures! 📋 &nbsp;- This assessment gives us an idea of your problem solving skills using DSA - Companies that evaluate this skillset in interviews: MPL, LILA Games, GSN Games, etc. - 10 Multiple Choice questions - Average time to complete: 7 to 10 minutes

Let's assess your Programming Patterns! 📋- This assessment gives us an idea of your code architecture skills - Companies that evaluate this skillset in interviews: Dirtcube, PTW, Playshifu, etc. - 10 Multiple Choice questions - Average time to complete: 7 to 10 minutes

Let's assess your OOPs skills! 📋- This assessment gives us an idea of your fundamental OOPS concepts and Solid principles skills - Companies that evaluate this skillset in interviews: Hitwicket, GSN Games, Tomo Club, etc. - 10 Multiple Choice questions - Average time to complete: 7 to 10 minutes

Let's assess your Unity Skills 📋 - This assessment gives us an idea of your Unity fundamentals - Companies you can apply for after taking this assessment: Godspeed games, Salvation Games, nCore Games, etc. - 9 questions: 9 Multiple Choice - Minimum score needed to qualify: 80% - Average time to complete: 5 to 10 minutes

Rush Street Interactive

Senior People Partner

InMobi

Lead Analyst - Ad Monetization

Relax Gaming Ltd

Game Design Director/Head of Games

Programming Intern 2025-2026

Felix & Paul Studios

Gestionnaire de projet - Expériences immersives / Project Manager - Immersive experiences

Responsable des communications /  Communications Manager

General Manager – Interstellar Arc Operation

Rockstar Games

Technical Writer

Electronic Arts

Director, People Partnerships

As a Senior People Partner at RSI, you'll drive high-impact people strategies aligned with organizational goals, fostering employee engagement and business performance.  You'll act as a strategic advisor to senior leaders, proactively identifying and solving people-related challenges.  Responsibilities include strategic planning, employee relations (complex issue management, risk mitigation), talent management (workforce planning, succession planning), organizational development, ensuring legal compliance, and leading training initiatives.  You will partner with the benefits and payroll teams to support employees.

Talent Acquisition Coordinator

Product QA

Senior Server Engineer

Player Support Analyst

Comercial Coordinator

Community Manager (Peru)

Senior Compliance Analyst

Workforce Operations Manager

<div class="job__description body"><div>Rush Street Interactive (NYSE: RSI) is a market leader in online casino and sports betting, currently operating real-money gaming with our brands: BetRivers.com, PlaySugarHouse.com, and RushBet.co. We’re building bridges between online, social and land-based gaming businesses to create amazing, integrated experiences that keep players in the game.</div><div>As a Senior People partner, you will be responsible for driving high-impact people strategies that align with organizational goals, foster employee engagement, and enhance business performance. Acting as a strategic advisor to senior business leaders and key liaison to the People Team, you will proactively identify both systemic and specific challenges, then design and implement people solutions that accelerate success. As a trusted thought leader, you will drive change initiatives, ensure continuous organizational improvement, and exemplify RSI’s core values in every interaction. While employee relations expertise is essential, this role primarily focuses on building high-performing teams and supporting RSI’s long-term strategic vision.
Essential Responsibilities
Strategic Partner
<ul>
<li>Serve as a trusted advisor to senior executives, providing strategic insights and recommendations on people-related challenges, business growth, and organizational development.</li>
<li>Lead and influence key people initiatives that support the company’s long-term goals, driving change management efforts and cultural transformation.</li>
<li>Build strong, consultative relationships across the organization to align HR strategies with business objectives.</li>
</ul>
Employee Relations
<ul>
<li>Partner with senior-level leaders to implement people plans, offer insights on people performance, and make recommendations to improve the team members' experience and business outcomes.</li>
<li>Manage complex employee relations issues, mitigating risk and resolving conflicts in line with organizational policies and best practices.</li>
<li>Provide expert guidance to managers on employment law, investigations, disciplinary actions, accommodations, and employee development.</li>
<li>Utilize HRIS and other tools to analyze benefits data, track employee relations trends, and generate reports for decision-making.</li>
</ul>
Talent Management &amp; Organizational Development
<ul>
<li>Lead workforce planning efforts, ensuring the business has the right talent to meet current and future needs.</li>
<li>Collaborate with hiring managers to develop job descriptions, assess staffing needs, and participate in key hiring processes when necessary.</li>
<li>Support leadership with organizational design and succession planning to enhance workforce agility and performance.</li>
<li>Champion employee development initiatives, creating tailored programs to upskill and prepare teams for future challenges.</li>
</ul>
Legal &amp; Compliance
<ul>
<li>Maintain in-depth knowledge of labor laws and regulations, ensuring compliance across all HR activities and reducing legal risk.</li>
<li>Partner with legal and compliance teams to address potential regulatory issues and foster a risk-aware culture.</li>
</ul>
Training &amp; Development
<ul>
<li>Identify and address skill gaps by leading strategic training and development initiatives for both managers and employees, fostering a culture of continuous learning.</li>
<li>Work closely with leaders to implement global learning programs and leadership development opportunities</li>
</ul>
Payroll &amp; Benefits
<ul>
<li>Partnering with the benefits team to effectively manage employee leaves. Communicating and supporting leaders while members of their team is on leave.</li>
<li>Collaborating with the payroll team to address employee questions related to their pay.</li>
</ul>
Required Knowledge and Skills
<ul>
<li>Expert in using data to identify insights that drive action</li>
<li>Strong experience in project management and change management</li>
<li>Expert in Microsoft Office Suite</li>
<li>Strong Communication skills which convey candor, confidence, and the ability to influence others in a poised and effective manner, both written and verbally.</li>
<li>Problem resolution and critical thinking skills</li>
<li>Experience working in a fast-paced, dynamic learning environment</li>
<li>Highly organized with attention to detail</li>
<li>A strong sense of discretion, professionalism and use of good judgment while working with confidential and sensitive information</li>
<li>Demonstrated solid judgment and experience assessing risk relative to the business</li>
<li>Experience learning and thriving in a constantly changing environment and to cultivate relationships across teams</li>
</ul>
About You
<ul>
<li>Bachelor’s Degree in HR, Business, or a related field</li>
<li>PHR Certification, preferred</li>
<li>A minimum of 5 years of Human Resources experience</li>
<li>At least 2 years of experience as a People Partner, supporting leaders across various organizational levels</li>
</ul></div><div><div class="p-rich_text_section" style="text-align: justify;">What makes us great:</div>
<ul class="p-rich_text_list p-rich_text_list__bullet p-rich_text_list--nested" style="text-align: justify;" data-stringify-type="unordered-list" data-list-tree="true" data-indent="0" data-border="0">
<li data-stringify-indent="0" data-stringify-border="0">Comprehensive compensation</li>
<li data-stringify-indent="0" data-stringify-border="0">Work-life balance initiatives</li>
<li data-stringify-indent="0" data-stringify-border="0">Autonomy – we embrace personal freedom and responsibility</li>
<li data-stringify-indent="0" data-stringify-border="0">Creativity – we are open to new ideas of how we can be better</li>
<li data-stringify-indent="0" data-stringify-border="0">Growth – we want you to develop personally as well as professionally</li>
<li data-stringify-indent="0" data-stringify-border="0">Top-notch professionals who are passionate about what they doing</li>
<li data-stringify-indent="0" data-stringify-border="0">People-oriented environment and supportive atmosphere</li>
</ul>
As a rapidly growing company in an emerging industry, you’ll have a huge impact on our product and our company. We like proactive team members and strive to have a company of self-disciplined professionals who enjoy collaboration, having fun, and of course, achieving together what others believe to be improbable. We are dedicated to treating everyone with respect and to support your professional and personal growth.
Rush Street Interactive is an equal opportunity employer and committed to a diverse and inclusive workplace. All qualified applicants will be considered for employment without regard to race, national origin, ancestry, sex, sexual orientation, sexual identity, and expression, marital status, family status, lifestyle, age, culture, religion, military, and veteran status, citizenship, or disability.
Be at the forefront of this ground-breaking industry! Apply now!</div></div>

This assessment gives us an idea of your C++ skills- Companies that evaluate this skillset in interviews: Rockstar Games, Ubisoft, Mayhem Studios, etc.- 10 Multiple Choice questions- Average time to complete: 7 to 10 minutes

Let's assess your Data Structures! - This assessment gives us an idea of your problem solving skills using DSA- Companies that evaluate this skillset in interviews: MPL, LILA Games, GSN Games, etc.- 10 Multiple Choice questions

Data Structures and Algorithms

Let's assess your Programming Patterns! ????- This assessment gives us an idea of your code architecture skills- Companies that evaluate this skillset in interviews: Dirtcube, PTW, Playshifu, etc.

Programming Patterns

Let's assess your OOPs skills! ????- This assessment gives us an idea of your fundamental OOPS concepts and Solid principles skills- Companies that evaluate this skillset in interviews: Hitwicket, GSN Games, Tomo Club, etc.

Object Oriented Programming

Let's assess your Unity Skills ????- This assessment gives us an idea of your Unity fundamentals- Companies you can apply for after taking this assessment: Godspeed games, Salvation Games, nCore Games, etc.

Unity Game Engine

The Talent Acquisition & People Operations Improvement Specialist will improve recruitment processes (evaluating current practices, streamlining workflows, improving sourcing, enhancing candidate experience, monitoring KPIs) and people operations (streamlining HR processes, improving employee engagement and retention, developing onboarding practices, and using HR data for decision-making).  This role requires collaboration with HR, hiring managers, and senior leadership to drive operational excellence and enhance employee and candidate experiences.  Responsibilities include conducting recruitment audits, optimizing recruitment technology, implementing feedback loops, defining and tracking KPIs, and ensuring compliance with labor laws and company policies. The ideal candidate will have 3-5 years of experience in talent acquisition and people operations, strong analytical skills, and excellent communication abilities.

Lead Data Engineer

<h3>About the Company:</h3>Skillz is an innovative, fast-growing gaming company focused on creating a collaborative work environment where people are at the heart of everything we do. As we scale, we are seeking a Talent Acquisition &amp; People Operations Improvement Specialist to help optimize and transform both our recruitment and people operations functions. This role will drive improvements that enhance efficiency, employee engagement, candidate experience, and overall operational effectiveness.<h3>Job Summary:</h3>The Talent Acquisition &amp; People Operations Improvement Specialist will be responsible for improving two key areas: the recruitment process (Talent Acquisition) and overall people operations (including HR processes, employee engagement, onboarding, and retention strategies). This individual will help streamline workflows, optimize processes, implement technology solutions, and ensure alignment between both areas to create a positive employee lifecycle. You will collaborate closely with HR, hiring managers, and senior leadership to drive operational excellence, enhance candidate and employee experiences, and contribute to the company’s growth and employee satisfaction.<h3>Key Responsibilities:</h3><h3>Talent Acquisition (Recruitment):</h3><ul><li>Evaluate and Optimize Recruitment Processes</li><ul><li>Conduct a thorough audit of current recruitment practices and identify inefficiencies and areas for improvement.</li><li>Streamline recruitment workflows to improve efficiency, reduce time-to-fill, and enhance hiring manager satisfaction.</li><li>Improve the sourcing strategy by identifying the most effective channels and optimizing recruitment technology (ATS, job boards, social media, etc.).</li><li>Create templates</li></ul><li>Enhance Candidate Experience</li><ul><li>Ensure a seamless, positive candidate experience at every stage of the recruitment process, from sourcing to post-offer.</li><li>Implement feedback loops (candidate surveys, hiring manager interviews) to continuously improve the recruitment journey.</li></ul><li>Monitor and Report Recruitment KPIs</li><ul><li>Define, track, and report on recruitment KPIs such as time-to-fill, quality of hire, offer acceptance rate, and cost-per-hire.</li><li>Provide regular updates to leadership on the status and improvements made in recruitment operations.</li></ul></ul><h3>People Operations (HR Operations):</h3><ul><li>Streamline HR Processes</li><ul><li>Review and improve key HR processes such as onboarding, offboarding, employee records management, and performance management.</li><li>Identify opportunities for automation and process improvements to increase operational efficiency and reduce administrative overhead.</li></ul><li>Employee Engagement &amp; Retention</li><ul><li>Partner with HR to design and implement employee engagement initiatives that promote retention and job satisfaction.</li><li>Collect and analyze employee feedback through surveys and focus groups, identifying areas for improvement in the employee experience.</li></ul><li>Onboarding &amp; Employee Lifecycle</li><ul><li>Develop and implement best practices for performance reviews, career development, and continuous learning.</li></ul><li>HR Data &amp; Analytics</li><ul><li>Develop and maintain HR dashboards to track and report on key people metrics (e.g., employee turnover, engagement levels, time-to-productivity for new hires).</li><li>Use HR data to inform decision-making and continuously improve operational effectiveness.</li></ul><li>Compliance &amp; Policy Optimization</li><ul><li>Ensure that people operations processes comply with applicable labor laws, regulations, and company policies.</li><li>Regularly review and update company policies to ensure they remain relevant, compliant, and aligned with company values and objectives.</li></ul></ul><h3>Key Performance Indicators (KPIs):</h3><h3>Talent Acquisition KPIs:</h3><ol><li>Time to Fill</li><ul><li>Target: Reduce average time-to-fill by X% over the next 6-12 months.</li><li>Measure the speed at which open roles are filled from job posting to offer acceptance.</li></ul><li>Quality of Hire</li><ul><li>Target: Achieve X% satisfaction rate from hiring managers on the quality of candidates hired (via surveys and feedback).</li><li>Measure the performance and retention of new hires within the first 6 months.</li></ul><li>Candidate Experience Score</li><ul><li>Target: Achieve a candidate experience rating of at least X% positive feedback.</li><li>Measure the candidate experience at different stages of the recruitment process via surveys or Net Promoter Score (NPS).</li></ul><li>Offer Acceptance Rate</li><ul><li>Target: Achieve an offer acceptance rate of [X]% or higher.</li><li>Track and optimize the percentage of candidates who accept job offers.</li></ul><li>Cost Per Hire</li><ul><li>Target: Reduce cost-per-hire by X% by optimizing sourcing strategies and streamlining processes.</li><li>Monitor and control recruitment costs while maintaining quality.</li></ul><li>Diversity Hiring Metrics</li><ul><li>Target: Increase diversity in candidate pools and hires by X% over the next year.</li><li>Measure the diversity of candidates at various stages of the recruitment process.</li></ul></ol><h3>People Operations KPIs:</h3><ol><li>Onboarding Satisfaction</li><ul><li>Target: Achieve a new hire satisfaction rate of at least X% (measured via onboarding surveys).</li><li>Improve the new hire experience and integration into the company culture.</li></ul><li>Employee Engagement Score</li><ul><li>Target: Achieve an employee engagement score of X% in annual or quarterly surveys.</li><li>Measure employee satisfaction and areas for improvement in the overall employee experience.</li></ul><li>Employee Retention Rate</li><ul><li>Target: Achieve X% employee retention rate for the first year and overall workforce retention.</li><li>Monitor retention rates, especially for high-performing employees, and recommend actions to reduce turnover.</li></ul><li>Time to Productivity</li><ul><li>Target: Reduce time-to-productivity for new hires by X% within the first 6 months.</li><li>Measure how quickly new employees contribute effectively to their teams.</li></ul><li>HR Process Efficiency</li><ul><li>Target: Improve operational efficiency of key HR processes (e.g., onboarding, performance reviews) by reducing manual tasks or processing time by X%.</li><li>Streamline HR operations through automation and process improvements.</li></ul><li>Compliance and Audit Success Rate</li><ul><li>Target: Maintain a compliance rate of 100% for internal and external HR audits.</li><li>Ensure policies and procedures are consistently reviewed, updated, and compliant with laws.</li></ul><li>Training and Development Participation</li><ul><li>Target: Increase participation in employee development programs by X%.</li><li>Track the uptake and effectiveness of training initiatives aimed at employee development and performance.</li></ul></ol><h3>Qualifications:</h3><ul><li>Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent work experience).</li><li>3-5 years of experience in talent acquisition and people operations, with a focus on process improvement and optimization.</li><li>Strong understanding of HR systems, ATS (Applicant Tracking Systems), HRIS (Human Resource Information Systems), and recruitment technology.</li><li>Experience using HR analytics and data-driven decision-making to optimize processes.</li><li>Ability to design and implement employee engagement, retention, and development programs.</li><li>Strong problem-solving skills and a continuous improvement mindset.</li><li>Excellent communication, interpersonal, and collaboration skills.</li><li>Knowledge of labor laws and compliance requirements.</li><li>Proficiency with MS Office Suite, Google Workspace, and HR analytics tools (e.g., Power BI, Tableau).</li></ul><h3>What We Offer:</h3><ul><li>Competitive salary and benefits package.</li><li>A dynamic and collaborative team environment.</li><li>Opportunities for professional growth and development.</li><li>Flexible work hours and remote work options.</li></ul><div>Skillz embraces diversity and is proud to be an equal opportunity employer. As part of our commitment to diversifying our workforce, we do not discriminate on the basis of age, race, sex, gender, gender identity, color, religion, national origin, sexual orientation, marital status, citizenship, veteran status, or disability status, and we operate in compliance with the San Francisco Fair Chance Ordinance .</div>