AI Agents Solutions Architect - HR

Building the Future of Crypto. Our Krakenites are a world‑class team with crypto conviction, united by our desire to discover and unlock the potential of crypto and blockchain technology. What makes us different? Kraken is a mission‑focused company rooted in crypto values. As a Krakenite, you’ll join us on our mission to accelerate the global adoption of crypto, so that everyone can achieve financial freedom and inclusion.

For over a decade, Kraken’s focus on our mission and crypto ethos has attracted many of the most talented crypto experts in the world. Before you apply, please read the Kraken Culture page to learn more about our internal culture, values, and mission. We also expect candidates to familiarize themselves with the Kraken app.

As a fully remote company, we have Krakenites in 70+ countries who speak over 50 languages. Krakenites are industry pioneers who develop premium crypto products for experienced traders, institutions, and newcomers to the space. Kraken is committed to industry‑leading security, crypto education, and world‑class client support through our products like Kraken Pro, Desktop, Wallet, and Kraken Futures.

The Opportunity

You will serve as the primary architect and builder of AI‑powered solutions within the Kraken People team. This is a full‑stack ownership role spanning opportunity identification, solution design, deployment, governance, and transfer capability back to the People team so they can maintain and extend what you build.

Responsibilities

• Architect and build agentic workflows using n8n, Claude API, Python, and MCP that take real actions in HR processes with appropriate human oversight and approval gates.
• Build multi‑agent systems with tool use, function calling, and multi‑step reasoning that connect fragmented HR tools (HRIS, ATS, payroll, ticketing) into coherent, end‑to‑end workflows.
• Build error handling, audit trails, payroll‑calendar awareness, and human‑in‑the‑loop checkpoints into every production system before deployment.
• Ensure all automations comply with data classification requirements for employee PII, regulated data, and cross‑jurisdictional privacy obligations.
• Classify all automation builds by risk tier before work begins.
• No build goes to production without a named Process Owner, documented data flows, and access controls confirmed.
• Maintain audit logging and documentation for all systems touching regulated employee data or payroll‑adjacent workflows.
• Halt or redesign builds that introduce unacceptable payroll, legal, or data privacy risk.
• Own that decision and get organizational acceptance before proceeding.
• Serve as the HRKX domain representative in contributing to governance standards and cross‑functional build alignment.
• Produce documentation, workflow templates, and runbooks that HRKX professionals can use and maintain without technical support.
• Train People team members on AI‑assisted tools and workflows deployed in production.
• Drive adoption, not just delivery.
• Track and report on automation impact: manual hours eliminated, error rates reduced, payroll exceptions avoided, and capacity unlocked for strategic HR work.
• Act as a force multiplier for the HR KX team, enabling HR professionals to focus on high‑value advisory and people judgment work through process, technology, and AI enablement.

Skills You Should HODL

• 5+ years of software engineering experience, with at least 2+ years focused on building AI/ML‑powered applications or agentic systems in production.
• 2–3+ years of experience working on HR, People Operations, or people technology problems—either at an HR tech company, on an internal People Engineering team, or in a technical role embedded within an HR function.
• Strong fluency with AI and workflow automation tools, with demonstrated experience designing, deploying, and driving adoption of AI solutions within HR workflows.
• Demonstrated hands‑on experience designing and deploying AI‑powered or automated workflows in a production environment used by others, not just experimentation.
• Deep working knowledge of Workday, including job change workflows, worker conversions, EIB data uploads, integration architecture, and payroll dependencies.
• Systems thinker with a strong implementation mindset — able to move from discovery → design → build → deployment → optimization without relying on external consultant.
• Proficiency with AI tooling stack: n8n, Python, Claude API/Anthropic SDK, or equivalent.
• Experience connecting HR systems via API is required.
• Strong analytical problem‑solving skills with the ability to structure ambiguous people questions into clear, actionable, automated analysis.
• Solid understanding of employee data classification, PII handling requirements, and cross‑jurisdictional HR compliance obligations.

Nice to Haves

• Experience with Workday Prism, Qualtrics, or other BI and HR analytics tools for people data reporting and strategy automation.
• Experience using AI for text analysis, survey insights, or workflow automation in an HRIS or people analytics context.
• Experience with Ashby including API integration and pipeline automation.
• Experience with spreadsheet automation (Google Apps Script or equivalent) and advanced proficiency in Excel and Google Sheets for analytics solution development.
• Python or R programming skills for people data analysis, modeling, or pipeline automation.
• Background in HR technology platform administration: HRIS, ATS, survey platforms, or workforce management systems.
• Prior experience standing up or operating an HR automation or people analytics function.
• Degree with a quantitative focus (Industrial‑Organizational Psychology, Mathematics, Statistics, or equivalent) combined with applied technical automation experience.
• Experience in fintech, crypto, or a high‑growth remote‑first company where HR systems serve employees across 50+ countries.

Unless a specific application deadline is stated in the job posting, applications are accepted on an ongoing basis. Please note, applicants are permitted to redact or remove information on their resume that identifies age, date of birth, or dates of attendance at or graduation from an educational institution. We consider qualified applicants with criminal histories for employment on our team, assessing candidates in a manner consistent with the requirements of the San Francisco Fair Chance Ordinance.

Kraken is powered by people from around the world and we celebrate all Krakenites for their diverse talents, backgrounds, contributions and unique perspectives. We hire strictly based on merit, meaning we seek out the candidates with the right abilities, knowledge, and skills considered the most suitable for the job. We encourage you to apply for roles where you don't fully meet the listed requirements, especially if you're passionate or knowledgeable about crypto!

We may ask candidates to complete job‑related skills or work‑style assessments as part of our hiring process. These assessments are designed to evaluate competencies relevant to the role and are applied consistently across candidates for similar positions. Assessment results are considered alongside other relevant information, such as experience and interviews, and are not the sole basis for any employment decision.

As an equal opportunity employer, we don’t tolerate discrimination or harassment of any kind. Whether that’s based on race, ethnicity, age, gender identity, citizenship, religion, sexual orientation, disability, pregnancy, veteran status or any other protected characteristic as outlined by federal, state or local laws.