Talent Acquisition Manager (all genders)

As Talent Acquisition Manager, you own these roles and take them from start to finish, from the intake with the team to the signed offer. You're the first hire in the Talent team, so very little is set in stone yet and a lot is yours to decide.

• Own your vacancies across the full cycle: intake, sourcing, screening, interview loop, debrief, offer and close.
• Source actively. It's a big part of the role. You identify the profiles we're looking for, reach out directly and convince them to make a move they hadn't been thinking about. Research, longlists and outreach are yours.
• Own the inbound side. You handle incoming applications, from review through first calls to the final response. Most of the volume arrives in the first few days after a role goes live and whoever responds fastest has the best conversations first.
• Partner closely with hiring managers. Sharpen the role profile together before the first review, agree on evaluation criteria up front and run the debriefs. Where an interview loop could work better, you propose changes and put them in place.
• Decide how we measure recruiting. You help decide which numbers we need, collect them and report on them regularly. When a search isn't working, you flag it early and can explain why.
• Own our Ashby setup for your roles, from pipeline hygiene through templates and interview guides to reporting.
• Keep the process at the pace we promise. Our job ads say under two weeks and candidates rely on it. What we're not looking for

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. We offer

Our Offer

• Above-market salary
• First hire in the Talent team, with real influence on how we hire from here on
• Direct line to the Founders: no filter, no queue, no committee
• The best AI tools: Claude Max, Cursor, OpenAI, whatever ships next week
• 28 vacation days per year, plus half-days on December 24 and 31
• Urban Sports Club membership, Sachbezug with over 200 partner companies, or Deutschlandticket, your choice
• Modern equipment, including a MacBook
• Company pension scheme (bAV)
• Modern office in the heart of Berlin Prenzlauer Berg, right next to Mauerpark
• Weekly team lunches, office BBQs and a dinner budget for late nights after 8 pm
• A team of 50+ (and growing) ambitious, diverse people, 20%+ ex-founders learning and building together

• 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.

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