Original listing text, shown exactly as published by the company.
🎯 What you will do
As a Talent Acquisition Manager, your mission is to attract, evaluate, and close the talent that will take Joko from 100 to 250 people, with the bar, craft, and intentionality that have defined Joko's talent density since day one. You will report to Déborah (VP People) and partner closely with hiring managers across all functions — engineering, product, sales, marketing, ops, and more.
- Own hiring end to end, across all functions: You will run full-cycle recruiting on roles spanning tech, product, design, and business. From kick-off with the hiring manager to closing the candidate, the desk is yours. You will own the quality, the pace, and the outcome.
- Source like it's a craft: Inbound is not enough at our bar, and you know it. You will run thoughtful outbound campaigns, build talent pipelines for our hardest-to-fill roles, and use the best of what AI sourcing tools can do today to find people others miss.
- Be a real partner to hiring managers: You will co-create job descriptions and scorecards, train interviewers, run sharp debriefs, and push back when needed. Our hiring managers are demanding and involved — your job is to match their energy and raise the quality of the conversation.
- Deliver a candidate experience that matches the bar we ask of candidates: Fast, honest, specific. You will own the candidate journey on your roles, write rejections that people screenshot, and make sure every candidate — hired or not — leaves with a strong impression of Joko.
- Contribute to building the TA function: We are scaling the team from 1 to 5 recruiters by end of year. You'll help shape how we work, process, tooling, AI workflows, interviewer training, employer brand, and you'll set the bar for the recruiters who join after you.
👀 Who we're looking for
- Experience: You have 4+ years in Talent Acquisition, either in a fast-growing tech or product environment, or in an agency recruiting for tech clients. You've run full-cycle on a wide variety of roles and you're comfortable on both technical and non-technical hires.
- Sales instinct: Recruiting in a startup is sales. The best profiles aren't applying — they're happy where they are, getting pinged every week, and not particularly looking. You know how to hunt, open a conversation that earns a reply, and build enough conviction in someone to make them seriously consider a move. You take rejection as data, not as a verdict. Agency or in-house, you have done the work of convincing people who weren't sold at the start.
- High-bar mindset: Joko's culture is built on talent density. Our hiring managers are involved, exacting, and not afraid to pass on a 90% candidate. You find that energizing, not frustrating.
- Curious and experimental about AI: You don't claim to have it all figured out, the field moves too fast for that. But you have hands-on experience using AI tools in your daily workflow, you have strong opinions formed from real attempts, and you genuinely enjoy figuring out what works.
- Business partner posture: You can hold your own with hiring managers, push back when needed, and turn a vague brief into a clear hiring plan. You see yourself as their partner, not their service provider.
- Operator mindset: You are structured, rigorous, and care about the details. You think in funnels, conversion rates, and feedback loops, and you naturally look for ways to improve the system as you run it.
- Communication: Sharp written and verbal communication in both French and English. You can simplify, you can be direct, and you can write things people actually want to read.
- Education: No specific requirement. Track record matters more than credentials.
- Languages: Fluent in French and English (our working languages). Spanish is a plus.
