Talent Partner - Tech + GTM

## About the role We're looking for a Talent Partner who thinks like a builder and operates like a founder. You won't just fill requisitions — you'll own the full recruiting engine: building pipelines from scratch, developing long-term relationships with candidates the way a great AE nurtures a sales pipeline, and relentlessly delivering on hard-to-fill technical and commercial roles. You'll work closely with our founders and leadership team on every hire — this is not a role where you sit between the business and the candidates. You'll be in the room, shaping decisions, and representing Secfix at its best. This role is ideal for someone who has thrived in a fast-moving startup environment or comes from a high-performance agency background where ownership, speed, and results are everything. ## Responsibilities - Own end-to-end hiring for technical roles (engineering, product design) and commercial roles (AEs, BDRs, CX) simultaneously - Build and continuously nurture talent pipelines — treating candidates like a long-term relationship, not a one-time transaction - Track your pipeline with the discipline of a sales funnel — conversion rates, time-to-hire, drop-off points, pipeline coverage - Partner directly with founders and hiring managers; be in the room, shape the brief, and push back when needed - Source proactively — go beyond job boards to find people who aren't actively looking - Automate and systematise your own processes — from pipeline tracking to outreach campaigns — so you can operate at scale without losing quality - Monitor your own KPIs continuously: know when a sourcing campaign isn't converting, when to change a job title, when to rewrite requirements, when to pivot strategy - Drive a structured, fast interview process that respects candidates' time - Represent Secfix as a compelling employer brand at every touchpoint - Contribute to employer branding & talent marketing initiatives to drive team growth ## Requirements - 6+ years in recruiting, with hands-on experience hiring in the German + EU market — you know the landscape, the talent pools, and how to compete for great people across time zones and cultures - A clear track record hiring for Seed or Series A startups — you understand the pace, the scrappiness, and what it takes to attract top talent without a big brand name or a big budget - Proven experience hiring for highly technical roles — you can hold a credible conversation with an engineer and you know the difference between Java and JavaScript, frontend and backend, infrastructure and application layer - Comfortable hiring across both technical and commercial functions — you understand what makes a great AE or BDR just as well as a great engineer - Background in SaaS or AI startups — you know these hiring markets, the profiles that thrive in them, and how to speak to candidates who have options - A mindset that treats talent sourcing like a sales pipeline: consistent outreach, long-term nurturing, and a strong instinct for when to push and when to slow down - High ownership — you set your own targets, flag blockers early, and find ways through - Tenacious and resilient — you don't give up on a hard role or a great candidate just because they didn't reply the first time - Data-informed: you know your numbers and use them to improve your process ## Nice to have - Agency recruiting background with a strong billing track record - Experience with GTM hiring (SDRs, AEs, CS) across European markets - Prior involvement in building recruiting processes or people ops from the ground up - Exposure to employer branding, sourcing tooling, or recruitment marketing ## Compensation Salary + equity, based on experience. The offered compensation depends on the individual's qualifications assessed during the interview process. ## What we offer - Generous equity: Everyone is an owner. - 26 days holiday + local public holidays - Comprehensive health insurance - €1,000 annual personal development budget - Up-to-