About The Role

ABOUT THE ROLE

This is a founding, high-impact role sitting directly alongside leadership to build the Talent and People function from scratch at a fast-growing AI startup in the enterprise sales automation space. You'll own end-to-end recruiting while laying the groundwork for the people systems — onboarding, performance, and culture — that will define how the company scales across the DACH region and beyond.

WHAT YOU'LL DO

Own the full hiring engine end-to-end, from role definition and sourcing through assessment and closing.
Spend the majority of early time on talent acquisition, personally sourcing and closing exceptional candidates across functions.
Design and scale recruiting processes, workflows, analytics, and operating rhythms that enable fast, high-quality hiring.
Partner with founders and team leads to define role expectations, calibrate hiring decisions, and challenge org design.
Build and develop People systems over time, including onboarding, performance calibration, career progression, and compensation benchmarking.
Develop and own employer brand to attract top talent across the DACH region and beyond.
Build and nurture a talent network across universities, startups, and technical communities.
Leverage AI tools and experiment with new workflows to increase recruiting velocity and quality.
Uphold and protect a high hiring bar as the company scales.

WHAT WE'RE LOOKING FOR

2–5 years of experience in Talent, People, or org development, with meaningful time at a high-growth startup or scaleup.
Proven ability to lead end-to-end recruiting across all teams in a hypergrowth context (e.g., growing a team from 10 to 50 or 30 to 100).
Strong systems thinker who can design scalable processes and execute them independently.
Track record of sourcing and closing senior candidates with compelling storytelling and relationship-building skills.
Daily practitioner of AI tools with a genuine curiosity for experimenting with new recruiting workflows.
Experience building employer brand and talent pipelines within the tech/startup ecosystem.
Fluency in English required; German language skills are a strong plus.
Comfortable with ambiguity, high agency, and growing into a broader People leadership role over time.
Experience with performance calibration and compensation benchmarking is a nice-to-have.