Why this role exists
Peak Atlas is a young company in its build-up phase. People who join help shape how we work and our culture. For that to work, we need clear principles for hiring, onboarding, feedback and development – and someone who builds them, lives them and later staffs them with further roles.
Your outcomes
- A fair, traceable hiring process with human decisions – no automated rejections and no invisible ranking.
- Structured onboarding with a clear 30/60/90-day start for every role.
- A regular feedback and development rhythm.
- People processes that are built or developed further and take employment and data protection requirements into account.
Your day and scope
Working with leadership on workforce planning and role profiles, designing hiring and onboarding processes, supporting managers with feedback and development, building policies and workflows, and working with external legal and payroll advisers. Applicant data is used only for the hiring process.
Boundaries: You own people strategy, hiring principles, onboarding and development, and building the people team. Hiring and people decisions are made by managers and leadership – you design the frame and support them.
Your first 90 days
First 30 days
Understand existing roles, hiring and onboarding workflows and leadership's expectations; talk to employees and name the most urgent gaps.
By day 60
Write down hiring principles and introduce a consistent hiring and onboarding workflow.
By day 90
Apply the workflow in live hiring, review first feedback from new hires and candidates, and present a build-out plan for the people function.
What you bring
- Several years of experience in people, HR or talent, ideally in a build-up setting.
- Commitment to fair, human hiring decisions.
- Basic knowledge of German employment and data protection law.
- Clear, empathetic communication in German.
What you can learn with us
- Our business model and roles in detail.
- Our internal tools and workflows.
When this role is less of a fit
You are looking for an established HR department with finished processes, or want to steer hiring mainly through automated filters and rankings.
Compensation and conditions
We only commit to compensation, contract type, working hours and location once they are approved. We will tell you all of it concretely in the first call, before you invest time in further steps.
Your application process
Short application
Name, email and your answer to the role's entry question. CV optional.
First call
A personal conversation about the role, conditions and your questions. We cover compensation and location concretely here.
Work sample
An announced, time-boxed task: design a hiring and onboarding workflow for a fictional role, including assessment criteria and accessible alternatives. No contact with real candidates, no unpaid work. People assess fairness, clarity and feasibility.
Decision
A person decides, never an AI. You always get a response.
Your entry question
„How would you tell whether a hiring process is fair and understandable for candidates – and how would you tell it isn't?“
Apply now