<aside> ⚡

Send your CV to [email protected]

</aside>

About Ancora

Ancora is building AI-native accounting software that replaces traditional management systems. We combine a technology platform that automates operational accounting work with a roll-up strategy: acquiring and consolidating accounting firms across Italy.

We're venture-backed, Milan-based, with first studio acquisitions underway. The product is greenfield, zero legacy code, modern stack, built from scratch. We own the problem end-to-end: we build the technology, acquire the firms, and operate the service.

About the Role

Ancora scales on two fronts. We build a headquarter team (tech, product, operations, M&A) and we integrate the people of every accounting studio we acquire. As HR Manager, you own both.

At headquarters, you design and run people operations from the ground up: contracts, onboarding, policies, performance, culture, comp. As the HQ team scales from a handful of people to several dozen, you own the hiring machine and the cultural foundations that keep it working.

On the integration side, you partner with Integration Managers on every acquisition. You run the people due diligence, design contract harmonization, build retention packages for key professionals, and manage the change anxiety that inevitably follows a studio being acquired. Professionals and staff inside acquired studios are the single largest retention risk in a roll-up; keeping them is your mandate.

This is a foundational hire. You will not inherit a function; you will build it.

What You'll Do

• Own people operations at HQ. Contracts, payroll coordination (with external consulenti del lavoro), policies, time off, benefits, compliance. Build the stack from scratch; keep it lean; keep it correct.
• Run the recruiting engine. Partner with founders and hiring managers to hire across tech, product, ops, M&A and GTM. Own candidate coordination, interview logistics, offer management, onboarding. Build a repeatable process as the team scales.
• Design the cultural foundation. Translate values into rituals: performance reviews, feedback rhythms, 1:1 cadence, comp philosophy, promotion frameworks. Keep it simple and used, not bureaucratic.
• Own the people workstream of every acquisition. Alongside the Integration Manager, run people due diligence on target studios (contracts, CCNL, seniority mix, retention risk). Build the integration plan for day 1, day 30, day 90.
• Lead contract harmonization and retention. Design harmonized contracts, role alignment and retention packages for key professionals inside acquired studios. Execute them in coordination with external labor counsel.
• Manage change and communication. Town halls, 1:1s, structured communication during and after acquisition. You are a trusted voice for staff in moments of uncertainty.
• Build the career path inside Ancora. Create real mobility between acquired studios, HQ, and the broader group. Make Ancora a place where top professionals want to stay.