Chief Operating Officer

Hybrid

Requirements

We build and evolve tech solutions for complex, regulated, and operationally intensive business domains where speed, quality, security, process maturity, and the ability to adapt quickly truly matter.
Our goal is to turn strategy into systematic execution, improve operational efficiency, strengthen the People function, develop the employer brand, and drive a natural process transformation â from a predominantly humanâdriven model to a hybrid operations model where people and AI tools work together, and AI operations are continuously improved, measured, and embedded into the company's daily work.
AI transformation of operations - identifying processes where AI can deliver real impact, shifting to a hybrid model, embedding AI tools into HR, knowledge management, reporting, and employee training.
AI must become part of operational maturity, not a standalone experiment.
Experience in business process automation (ERP, BPM).
Understanding of AI capabilities,
experience in implementation and cost optimization. •
Experience working with technical teams (development, DevOps, IT infrastructure).
Experience working with distributed teams.
Sees AI as a real tool for operational transformation, not just a trend.
AI is embedded into the operating model (hybrid human+AI), measured, and continuously improved.
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International technology group (multiple legal entities, distributed teams across different regions) is looking for a COO.
The COO role is neither an administrator nor an executor of the CEO's tasks. It is the CEO's right hand, a strategic partner, and the main driver of strategy implementation across the entire company.
The COO must help turn strategic intent into practical execution.
Your job is to regularly capture strategic input from the CEO, validate it, participate in refining the strategy, translate it into clear operational priorities, and ensure their companyâwide implementation.
Strategy execution - developing operational plans, tracking key initiatives, removing bottlenecks, building accountability. Ability to say "no" to initiatives that don't work or create distraction.
People, HR & employer brand - developing HR as a strategic business partner, improving hiring, onboarding, and retention.
Aligning HR and PR with the company's real positioning, fostering a culture of ownership and growth.
Operational efficiency, speed & security - streamlining processes without unnecessary bureaucracy, improving cost-efficiency, transparency, and operational discipline.
Identifying problems early, making decisions quickly.
Learning culture - building a system for continuous learning, developing key employees, enabling knowledge sharing, leadership programs - so that the company systematically grows its expertise.