Founding Recruiter (GTM & Marketing)

What You'll Actually Do

• Own the funnel for your assigned GTM and Marketing searches, Creative included. Source, screen, schedule, keep candidates moving, and hand the hiring manager the ones worth a deeper round and the close.

• Know your funnel. Talent Ops owns the tooling, agency contracts, and reporting; you own the numbers on your roles: conversion by stage, time-to-offer, where candidates stall, and what you changed because of it.

• Use AI the way we do: automate sourcing, drafting, and ops so you operate like a team of five.

Who You Are

• You're the first Viktorian most candidates meet. You pitch the company better than most founders, in fluent English, on camera or in the room, and you read a candidate from their first answer.

• You've owned roles end to end in-house and closed candidates who had other offers. Years matter less than that track record.

• You've hired go-to-market talent (sales, marketing, creative), and you know where each lives and what closes it.

• You know what good looks like in the GTM roles you have hired for: you can name the job-specific criteria and how you assessed candidates against them, beyond titles and logos.

• You have run several searches for several hiring managers at once while priorities shifted, and kept each of them informed without being chased.

• You write outreach a human actually wants to answer. No AI slop, no template spam.

Even Better If

• You've been the first recruiter at a startup and built the function from scratch.

• You've hired in a market where the best people had three other offers.

• You've hired in both the US and Europe.

• You know Ashby, or pick new tools up fast.

• You already use agents and LLMs to source, draft, and automate. If not, we'll help you build that practice.

You'll own this, building on the foundations already in place and backed by founders and hiring managers who lean in on the hires that matter. We'll invest in you to grow into it. As we scale, your ownership can broaden, with the potential to lead recruiters.

Few people tick every box here. If you've raised a talent bar somewhere before and want to do it at the scale this needs, apply.

Compensation

Top-of-the-market salary and the kind of ownership that only exists at this stage.

The best work happens when you're in the room. Munich, New York, Dublin, and Warsaw. Remote for some roles.