ABOUT THE JOB

We’re looking for a recruiter who treats and loves recruitment like the craft it is: part marketing, part sales, part customer service, part brand. Someone who can own hiring end-to-end, work autonomously, and is comfortable making decisions with incomplete information, without hand-holding.

We’re a fully remote-first, async-first startup with product-market fit. We’re a bunch of curious go-getters, dead-set on solving hard problems with smart tools. No bloated hierarchies. No pointless meetings. Our team structure is flat and focussed and everyone plays a crucial role in  success.

Read on for responsibilities, requirements, and who we are. 👇

• Mission of the role: bring  the people who clear our high bar on both hard skills and soft skills, and ascertain team fit, owning the full journey from intake to offer, candidate experience to employer brand, and never trading quality for speed.

• Role type: In-house recruiter.

• Location: Remote, in Europe.

• Employment: B2B, full-time commitment.

• Experience level: 4+ years full-cycle recruiting in SaaS.

Your mission: bring Koinly the people who actually clear the bar, and our bar is high. We pride ourselves on technical rigor across both hard skills (can they do the job, well?) and soft skills (do they think clearly, communicate cleanly, work well with the team?). Candidate quality wins over speed every time.

You’ll partner directly with the CEO and hiring managers to build out the team across Marketing, Product, Engineering, and wherever else we grow next. You’ll own the full lifecycle, from intake to offer, and you’ll set the bar for what a great candidate and hiring-team experience looks like at Koinly.

What you’ll own across the hiring journey

• Brief and calibrate: Run sharp async intake conversations. Pressure-test what the hiring manager actually wants using sample candidates and reference job ads before we go to market. Shape the JD alongside them.

• Source. Inbound from day one; outbound for senior roles.

• Screen. CV review and first-round calls against a clear scoring rubric you’ve built for the role.

• Calibrate with the hiring team. Share screening feedback, gather theirs back, and tighten the search as the role evolves. Spot gaps either in sourcing, conversion, calibration, and fix them.

• Project management. Multiple roles, multiple stages, multiple stakeholders, all moving at once. You keep the trains running on time without making it everyone else’s problem. Give the CEO and hiring managers regular, useful updates.

• Own the experience. You’re often a candidate’s first human contact with the  brand, so make that count. Candidates should walk away respecting us whether they get the offer or not. At the same time, hiring managers should feel supported in the process.

• Show up as the brand. The careers page, the job ads, your LinkedIn presence, the posts you write, any candidate-facing content → you make sure we reads like a place ambitious people want to work. Employer brand isn’t a side project; it’s how candidates decide whether to open the email.

Are you interested in this position?

Apply by clicking on the “Apply Now” Button below!
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