Founding Recruiter

## The Role

We're hiring our **Founding Recruiter** to own how Jitter hires. You'll be the first dedicated person on talent, which means you're not inheriting a machine, you're building one. You'll sit with the founders and team leads, turn a growth plan into a hiring roadmap, and run the whole thing end to end: sourcing, structured interviews, scorecards, offers, and the metrics that tell us whether any of it is working. This is the person who sets the standard for what it feels like to be considered by Jitter, on both sides of the table.

## What You'll Do

- Partner with the founders and hiring managers to build the hiring roadmap: who we need, by when, and why
- Own sourcing and closing across the board, from individual contributors through early leadership hires
- Design the interview process from scratch: structured loops, scorecards that reduce bias, and a candidate experience we're proud of
- Coach hiring managers so the bar is consistent whether you're in the room or not
- Track the numbers that matter (pipeline health, time-to-fill, offer acceptance) and act on what they tell you
- Protect the candidate experience: fast, honest, human, even for the people we don't hire

## What We're Looking For

- You've built or substantially rebuilt a hiring function at an early-stage company, not just run requisitions inside an established one
- Full-cycle recruiting range: you can source, screen, structure a loop, and close an offer yourself
- A real point of view on interview design and scorecards, and why structure beats gut feel
- Comfort being the only person on talent for a while, and the judgment to know what to build now versus later
- Clear, direct communication; you can tell a hiring manager their process is the problem without losing the room

## Strong Advantages

Nice-to-haves, not strict requirements.

- You've hired for a creative, design, or product-led company and understand that kind of candidate
- You've stood up an applicant tracking system from scratch and have opinions about what good looks like
- Experience hiring in France or across Europe

## Why This Role Is Special

You're hiring the people who build the product, so the leverage is enormous. You won't be fighting an inherited process; you get to decide what Jitter's hiring feels like from a blank page, and the founders are bought in on doing it well rather than fast-and-sloppy. If you've ever wanted to build the hiring system you wish you'd had, this is the seat.

## Location

Paris, in-office. We build together in the room.

## Next Steps

Tell us about a hiring function you built and how you knew it was working. One real build beats a list of tools.