Talent Acquisition Manager (all genders)

• People who wait for a briefing before they start.
• Anyone who sees recruiting mainly as forwarding CVs.
• Anyone who won't push back on a hiring manager when the role profile doesn't fit the market.

Your Profile

You don't need to bring all of this. The first three points matter most.

• You've recruited in-house across the full cycle and closed candidates yourself. If you started at an agency and then moved in-house, that works just as well.
• You're business-fluent in German (C1+) and have good English (B2+). Some of our candidates speak German only.
• You source yourself and can show us in conversation how you approach a difficult search: search logic, outreach and what comes back.
• You look at your funnel numbers and know where your biggest lever is.
• You work fluently with AI tools and use them to automate the repetitive parts of your work.
• You write well. A first message that gets a reply even from someone who isn't looking and rejections that make candidates want to come back to us later.

What sets you apart

• You've recruited across very different functions and switch between them quickly. In the same week, we might run a search in payroll, one in AI engineering and one in sales and all three need a different approach.
• You've introduced structured hiring at a company that didn't have it before.
• You've set up and maintained an ATS like Ashby or Greenhouse yourself.
• You have experience at a fast-growing company between Seed and Series B.

The Hiring Process

We move fast. For the right person, the full process takes less than two weeks.

• Virtual intro call with us
• Virtual call with the hiring manager
• Short take-home case study
• Final in person meeting to meet our team and explore the office
• Offer