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Interior Design - Apt. Living & Kitchen Area
Hi, REQUIRED TIMELINE: 18 DAYS IF YOU ARE INTERESTED: Submit images of the styles you propose (from the internet or from your previous work) JOB DESCRIPTION: This is a small job to create a modern interior design concept for the Living Area (including main entrance from the outdoor - washing area-small corridor near bathroom) and Kitchen within the Ground Floor apartment in a small rental apartment building prior to commencing construction. The floor plan is already finalized, and I will provide the complete AutoCAD (.DWG) drawing. Target Market: Upper-middle-class tenants (modern, high-end, and functional aesthetic). Note: You do not need to prepare detailed MEP or shop drawings. Our main design office will create the technical electrical, plumbing, and HVAC drawings based on your approved design layout and 3D visuals. Scope of Work: Space: Living Room, Dining Space, and Kitchen (open / semi-open). Style: Modern, sleek, and elegant catering to upper-middle-class living. Goal: Create a highly appealing spatial flow, lighting concept, and material selection that collectively appear semi-luxurious however with clever cost-effective material selection. This interior design after approval will be passed to the engineering firm responsible for this small building for final construction drawings. Required Deliverables: Concept & Visuals: Moodboard: Color palette, materials, finishes, and design direction. High-Quality 3D Renderings: At least four (4) Photorealistic views of the final approved design for the living area and kitchen from multiple angles. Concept Layout Plans (AutoCAD DWG & PDF): Furniture Layout Plan: Dimensioned arrangement of furniture and cabinetry with detailed measurements shown. Ceiling & Lighting Concept Plan: Indicating light fixture positions (recessed, pendants, LED strips) and drop-ceiling zones. Kitchen & Joinery Concept Elevations: Key dimensions and look for kitchen cabinets, island, and main built-in units (e.g., TV wall). Material & Finish Schedule: A clean list/PDF outlining suggested paints, flooring materials, countertops, and key lighting/sanitary fixtures. REQUIRE
Recruitment & Performance Manager
Recruitment & Performance Manager Description Experience Level: Intermediate Part-Time Recruitment & Employee Performance Manager | Remote | High Accountability | Results-Driven THE OPPORTUNITY We are looking for a confident, commercially minded, no-nonsense Hiring & Firing Performance Manager to take an active role in managing the recruitment, performance, accountability and retention of our online and remote workforce. This is not a passive HR administration role. We need someone who can make decisions, ask difficult questions, recognise talent, challenge underperformance and ensure that every member of our remote team meets the standards expected of them. You will play a key role in the second stage of our recruitment process, conducting online face-to-face interviews, leading performance review meetings and managing formal disciplinary and contract termination meetings where required. We want a professional who is comfortable making tough decisions, holding people accountable and protecting the standards of the business. Why This Part-Time Role Is Attractive We understand that exceptional management talent does not necessarily want a traditional, full-time position. This opportunity is designed for an experienced professional who wants to make a meaningful impact without committing to a conventional five-day working week. Part-time commitment: A focused role built around essential management responsibilities rather than a full-time office schedule. Fully remote working: Conduct interviews and management meetings online from your own location. High-impact work: Your decisions will directly influence the quality, effectiveness and accountability of our workforce. Professional autonomy: Take ownership of your responsibilities, manage your meetings efficiently and operate with confidence within agreed company policies. A varied working day: Move between interviewing prospective recruits, reviewing employee performance and addressing management issues. The objective is simple: high standards, focused working hours and meaningful responsibility. Part-time does not mean low responsibility. It means making every working hour count. Your Core Responsibilities 1. Second-Stage Recruitment & Online Interviews Conduct structured, online face-to-face second-stage interviews with shortlisted candidates. Assess candidates' competence, communication, professionalism, reliability, attitude and suitability for remote working. Challenge vague answers and investigate inconsistencies through professional, evidence-based questioning. Evaluate whether candidates can meet the actual demands and performance expectations of the position. Make clear, well-reasoned hiring recommendations based on the evidence gathered. Work closely with the recruitment team to maintain a consistent and effective selection process. Ensure that recruitment decisions are timely, documented and aligned with the company's requirements. 2. Employee Performance Management Conduct regular online performance review meetings with existing remote staff. Assess performance against agreed targets, KPIs, responsibilities and quality standards. Identify underperformance early and address it directly. 3. Disciplinary Meetings & Corrective Action Lead formal disciplinary meetings professionally, fairly and consistently. Apply company policies and established procedures consistently. Recommend proportionate corrective action where appropriate. Ensure that decisions are properly documented and that employees understand the standards expected of them. 4. Contract Termination & Offboarding Meetings Conduct termination meetings where dismissal or contract termination has been properly authorised. Communicate decisions clearly, calmly and professionally, without unnecessary confrontation or ambiguity. Ensure the appropriate process has been followed before a termination decision is communicated. Explain the relevant contractual arrangements, next steps and offboarding requirements. The Person We Are Looking For You will ideally have: Proven experience in recruitment, HR, people management, employee relations or performance management. Confidence conducting professional online interviews and difficult one-to-one meetings. Strong judgement and the ability to distinguish genuine potential from convincing interview performance. The ability to address poor performance directly, without becoming emotional, confrontational or indecisive. Excellent verbal and written communication skills. A structured approach to documentation, follow-up and decision-making. The confidence to deliver difficult messages with clarity and professionalism. An understanding of confidentiality, fair process, employment obligations and contractual procedures. The ability to work independently, prioritise effectively and meet agreed deadlines. Experience managing remote teams is highly desirable.
Create a short two-character clay-style animated explainer video
### Description **Experience Level:** Intermediate I'm looking for an animator to create a short conversational film for a new software product. The film is built around two recurring characters having a conversation. I already have the complete script and visual references for both characters. **The visual style is important.** The characters have a simple, sculpted clay appearance. They are slightly abstract human figures with a tactile, moulded quality. Think simple clay character animation or stop-motion-inspired 3D rather than conventional flat cartoon characters. They do not need to match my reference images exactly, but I do want the finished characters to feel dimensional, tactile and recognisably part of the same visual world as the references. **I am not looking for a standard 2D explainer-video style, flat vector characters, paper/cut-out animation, whiteboard animation or stock/template cartoon characters.** The animation itself can be relatively simple. Most of the film is a conversation between the same two characters, so I am looking for someone who can make that interaction feel natural and engaging through: * consistent character design throughout * posture, gesture and simple facial or body expression * good dialogue timing so it is always clear who is speaking * natural reactions between the two characters * a small amount of supporting visual movement or scene changes where useful * a clean, polished overall finish The finished film will be approximately 2-3 minutes long. I am open to different production methods, including AI-assisted workflows, 3D, 2.5D or other efficient approaches. **What matters to me is the finished visual result rather than the technology used to create it.** If you use AI, the two characters still need to remain visually consistent throughout the film. I can provide: * the complete script * visual references for both characters * product visuals * voice tracks if useful for production **Before applying, please look carefully at the character reference images.** Please send me one or two examples of work you have personally created that is genuinely relevant to this style, ideally involving dimensional or clay-like characters and character dialogue. Please do not send a general animation showreel if it is mainly flat 2D explainer animation. I would rather see one relevant example. I am working within a modest budget, so please also explain briefly how you would approach producing this efficiently. ### Deliverable Finished 1080p video suitable for use on a website and social media, including one reasonable round of revisions.
AI Harness Engineer (OpenClaw/Hermes) - harden agent system
We run a self-hosted, multi-agent AI harness (OpenClaw + Hermes-based control layer) for a small consumer-health company. Today on headless Mac minis, mid-term on Linux VPS; all hosts and team devices connected via Tailscale. It talks to the team over messaging, reads mail, Notion, Drive and meeting transcripts, and runs scheduled briefs and SOPs. Architecture is designed and documented; parts are built, parts aren't, and what's running needs hardening. YOUR JOB: stabilise what exists, then build out: - multi-user gateway (shared/private sessions, roles, member on/offboarding) - memory & shared knowledge base with per-member access control - skills (versioned, vetted, MCP tool integration) - cost metering per task/member, model routing cloud/local, enforced caps - encrypted backups with tested restores, scoped credentials, audit log, emergency stop - multi-device management (Tailscale ACLs, device onboarding/offboarding, key rotation, nothing on the public internet) - migration Mac mini -> VPS (containers, hardening, secrets, monitoring) without downtime MUST-HAVES - Deep hands-on OpenClaw knowledge (gateway, channels, cron/heartbeats, provider config, rules files, skills); Hermes a strong plus - You have operated a private network of servers + team devices for a business (Tailscale, Headscale, NetBird, ZeroTier, WireGuard or similar) - DevOps on macOS (launchd, logging, Ollama, git-based config) and Linux VPS - Eval mindset: golden test sets, runbooks for backup/restore and incidents - Very high responsiveness: same-day reaction to incidents, proactive status updates - Execution focus: small reviewable PRs, no re-architecting of decided plans - At least one verifiable business reference for production infrastructure or agent/automation work - Signed NDA + data-processing agreement (plus EU Standard Contractual Clauses if you are outside the EU/EEA) before any access. Work only on our infrastructure; no data leaves our systems. - Good written English; EU time-zone overlap required HOW WE WORK Async, one short weekly sync, Kanban tickets with acceptance tests, all changes via git PRs merged by us. No autonomous changes to production config or credentials; no new tools/integrations without sign-off. PROCESS 1. Written screening answer (below) 2. One reference call 3. NDA + DPA 4. Paid trial (~1 week, fixed scope): backup + tested restore and a health-check heartbeat with escalation 5. Then ~2-3 months stabilisation, reducing to ongoing hours (retainer) TO APPLY - proposals without this are ignored: - Link relevant OpenClaw/Hermes work, repos or write-ups - Name one business reference we may contact - Answer in under 150 words: "A self-hosted agent silently stopped sending its scheduled morning brief. What do you check, in what order, and what do you tell the owner and when?"
