Talent & Operations Manager - T-1 VC backed Mobility Start-up
External
Stealth Start-up (mobility, Berlin) · Berlin, GermanyPrepare for this interview
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Requirements
- Some experience in start-up ecosystem and/or people systems is a definitive plus. Internships count.
- Structured and precise: nothing falls through the cracks, nothing gets left half-finished
- Fluent German (C2) is a hard requirement. Professional-level English
- You think in systems: if you do something twice, by the third time you're already building the process
- Works independently and closes the loop without being chased
- Discreet - you'll handle sensitive information and take that seriously
- Comfortable with ambiguity and able to prioritise when everything feels urgent
Benefits
Additional Information
You'll work directly with our Head of People as the second person in a small, high-trust People & Talent function in our T-1 VC backed Mobility Start-up. Currently 75+ people across 3 sites and 12+ stores , hiring toward ~95 by year-end and heading into our next stage. This is a build role, not a maintenance one: You'll own projects end-to-end , work with real data, and operate at the intersection of operations, strategy and execution. Tasks Kill manual work. Find the processes that shouldn't exist and remove them - Notion hygiene, HRIS setup, workflow automation. You treat "we've always done it manually" as a bug. Recruiting, with full ownership of your own roles. A reliable bridge between candidates and hiring managers. You run a defined set of positions yourself; the senior and hardest-to-fill searches stay with the Head of People, so you're set up to win, not to drown. Onboarding & offboarding, end to end. From signed contract to a productive first week, and to clean, correct exits. Built to scale, not just to work once. Compliance and operations, airtight. Employment contracts, certificates, references, compliance documentation across all sites - accurate and on time, every time. Employee benefits, evidence-based. Research, benchmark, and implement benefits from data, not gut feel. Employer brand & job-ad content. Help craft how our roles and culture show up to candidates - sharp job ads, careers content, a hiring experience people talk about. (If you also bring paid-channel skills, great, but it's not what this role is judged on.) Your own judgment. If you spot something missing or broken, you say so - and then you fix it.
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