Founding Recruiter

Requirements

• You've owned roles end to end in-house and closed candidates who had other offers. Years matter less than that track record.
• Range across both lanes. You've hired go-to-market talent (sales, marketing, creative) and technical talent (engineers, product), and you know where each lives and what closes it.
• Comfortable running a rubric-based technical first call: you run the script and route signal, the hiring manager judges the depth.
• AI-native. You already use agents and LLMs to source, draft, and automate. At Viktor that's the job, not a bonus.
• You write outreach a human actually wants to answer. No AI slop, no template spam.
• 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 know Ashby, or pick new tools up fast.
• 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, and as we scale, a team grows under you.
• 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.
• How we work
• Small team, high trust, low process. Decisions are made by owners, not committees. You will ship your first week. You will talk to users your first day.
• We don't do alignment meetings or stakeholder syncs. We build things, see if they work, and iterate.
• Why Viktor
• We're one of the fastest-growing companies in the world. The product works. The market is pulling.
• This is a rare window: everyone here owns something real. Not a task. A surface of the company that customers depend on.
• That doesn't last forever. Right now, it's still true.

Benefits

Additional Information

The Short Version You're our first dedicated talent hire, and you own how Viktor staffs itself as it doubles. We're 25 people heading to 50-70 in six months, and you run the full funnel that gets us there: source, screen, and drive candidates to offer across every role, from a video editor to an agent engineer. You move fast, you use AI to do the work of a team, and you treat every candidate with empathy. The Hard Part Hiring is the bottleneck. 25 open roles, a pipeline currently carried by founders, Chief of Staff, and a handful of people who already have full-time jobs, and three or four agencies stepping on each other with no single owner. Your first month is taming that: one intake bar, no duplicate candidates, the good agencies kept and the rest cut. Then you build the machine. Ten-plus open roles that need opposite playbooks: whoever sources a UGC video editor is not who closes an agent engineer. You hold a rising bar while headcount doubles, and you win people in the hottest market in tech. The machine makes that repeatable, and raises the bar and the candidate experience as it scales. What You'll Actually Do Own the funnel for every open role, whether GTM, Ops, or Product. Source, screen, schedule, keep candidates moving, and hand the hiring manager the ones worth a deeper round and the close. Be the single owner of the agency relationships: one brief, one bar, dedup at the door, keep what performs and cut the rest. Build the system: sourcing channels, Ashby pipeline hygiene, structured scorecards, and candidate comms that read like a person wrote them. Instrument the funnel and report what's working with real numbers: conversion by stage, time-to-offer, and where candidates stall. Use AI the way we do: automate sourcing, drafting, and ops so you operate like a team of five. The Bar The standard is talent density: every hire makes the team stronger than its average, and you'd hold a req open before lowering the line. You're measured on quality of hire, time-to-offer, and whether the company's bar rose because you were here. And every candidate, hired or not, should walk away calling it the best process they've been through.

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