Why this role exists
A young company in its build-up phase depends on the people who join. Good hires need clear role profiles, suitable channels and a process in which every application is read and decided on by a person. This role makes sure hiring runs reliably and respectfully.
Your outcomes
- Clear role profiles and assessment criteria agreed with the functions.
- A well-kept, transparent hiring process with no automated rejections and no invisible ranking.
- Timely, respectful communication with every candidate – including rejections.
- Documented insights into which channels and formats bring suitable applications.
Your day and scope
Aligning with managers on roles and criteria, job ads and outreach through approved channels, reviewing applications, first conversations, coordinating interviews and work samples, and keeping applicant data in order. Applicant data is used only for the hiring process, and anyone who needs a different format gets an equivalent alternative on request.
Boundaries: You own outreach, process management and candidate experience. The hiring decision is made by the responsible managers together with you.
Your first 90 days
First 30 days
Understand open roles, hiring principles and existing workflows; sharpen criteria for the most important roles with managers.
By day 60
Run your own hiring processes from outreach to offer and standardise communication with candidates.
By day 90
Reliably run several processes, review candidate feedback and have delivered one concrete improvement to the workflow.
What you bring
- Hands-on recruiting experience, in-house or agency.
- Structured interviewing and good judgement.
- Careful handling of personal data.
- Clear, friendly communication in German.
What you can learn with us
- Our roles and teams in detail.
- Our internal tools and workflows.
- Specific channels you have not used yet.
When this role is less of a fit
You mainly want to push volume, leave candidates without feedback, or hand selection over to automated filters.
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: for a fictional role, draft a job ad, three structured interview questions with assessment criteria and a rejection message. No contact with real candidates, no unpaid work. People assess clarity, fairness and tone.
Decision
A person decides, never an AI. You always get a response.
Your entry question
„How would you give a candidate a rejection so that they still experience the process as fair?“
Apply now