The situation

At Sloneek we're scaling from 35 to 100 people. Almost 40 open roles in this year. Some months it's 1 hire, some months it's 6.

There's no TA team. No coordinators. No "we'll figure it out later."

Here's the opportunity

You'll own the entire hiring system for the scale-up. Solo. From zero.

That means:

• You'll audit what exists, fix what's broken, build what's missing (scorecards, workflows, and pipelines, metrics)
• Sourcing senior talent across EU markets who aren't reading job ads
• Calibrating hiring managers
• Telling VPs "no" when they want to rush

Sounds exhausting? That can't scare you 😎

Here's what matters: we need the right people, not just good people.

That's not a one-off story. This is what we commit to:

• ✅ Quality over speed. Always. Empty seats beat wrong hires.
• ✅ Your scorecards are final. We won't override them casually because someone's impatient.
• ✅ You stay an architect, not a coordinator. If you need tools or automation, we'll invest. You won't drown in scheduling emails.
• ✅ Hiring managers are accountable. If they ghost you or drag their feet, CHRO steps in.
• ✅ CHRO is available. Weekly 1:1s, rapid Slack responses, shared decisions on tough calls.
• ✅ We won't let you burn out. Peak months (6 hires at once)? We'll bring in temp support, deprioritize roles, or adjust timelines.

Most companies put this stuff in their "values deck" and ignore it when it's inconvenient. We're telling you this upfront so you can hold us to it.

You're a fit if

Non-negotiables:

• 5+ years in tech scale-ups (B2B SaaS preferred)
• 30+ hires/year, including senior/leadership roles
• You've built hiring systems from scratch (not only followed someone else's)
• You've pushed back on a hiring manager and won

Self-selection test:

• If you've never told a VP "that's a bad hire," this isn't for you.
• If you need a TA team or admin support to execute, this isn't for you.
• If you rely on "gut feel" instead of scorecards, this isn't for you.

What we'll ask you to show us (in the interview, not the application):

• A hiring dashboard or metrics you've tracked
• A scorecard you've designed
• A sourcing strategy that worked

The deal

The company setup

HR Tech SaaS. Profitable. Growing 3x YoY. 500+ customers across EU. Operating in Czech Republic, Poland, Slovakia, Italy, Portugal, Spain. Hybrid/remote—most meetings are on Meet, most work is async.

The team

• Mostly CEE, very international, weirdly cheerful for people who work in HR Tech 🐘
• We care about craft, not corporate theater—good work matters, presentations and politics don't
• We're direct—if something's not working, we'll tell you (and we expect you to tell us)
• Collaborative, not competitive—we help each other win, we share what we learn
• Small = your voice matters—you're not employee #500 sitting in meetings where nothing gets decided

The vibe

We disagree loudly and commit fully. We say "that's not good enough, here's why" instead of "great effort, maybe consider..." We have tough conversations because we'd rather fix things than pretend they're fine.

If you want everyone to be "nice" and avoid conflict, you'll hate it here.

If you want people to be honest and actually care about getting shit done, you might love it.

Your compensation: €3,000-3,500/month base + €500/month performance bonus = €42-48K total

Benefits: MacBook, €1,200/year for training, co-working allowance, mental health support

What happens after Year 1:

You've built a machine that works. Year 2 drops to 10-15 hires. Now you decide:

• Scale it (build a TA team, become Head of TA)
• Go strategic (Employer Brand, People Analytics)
• Pivot (want to try Ops or Product? We're open)

We don't do rigid career ladders. You prove you're good, we'll figure out what you want to own.

How we approach this TA catch

Stage 1: CV review (2-3 days)

Stage 2: Show us your work + phone screening (60 min)

Bring: dashboard, scorecard, sourcing strategy. We'll walk through your track record.

Stage 3: Live case study (90 min)

Design a hiring process for a senior role, then handle a role-play where we're a biased hiring manager.

Stage 4: Team check (60 min)

Meet 2-3 people you'd work with. Culture fit goes both ways.

Timeline: 2-3 weeks from application to offer if you're strong and available. We move fast but we won't rush you if you need time.