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Amperecloud builds the operating system for renewables, with over 10 GW across 8,000+ plants running on their platform. As Founder's Associate for Talent & Culture, you will work directly with the CEO and COO to build and scale the talent function at a 40-person company.
Your role splits into two main areas: two-thirds dedicated to talent and culture, one-third supporting founders on strategic projects.
Talent & Culture responsibilities:
- Lead full-cycle recruiting for senior and technical roles, using outbound-first sourcing to build pipelines from scratch
- Conduct culture screening as the first interview in every hiring process
- Operationalize the company's ADEPT values as a working rubric across interviews, feedback cycles, and promotions
- Own leveling frameworks, Berlin salary bands, and structured interview processes with independent bar raising
- Run semi-annual feedback cycles, promotion rounds, and VSOP (equity) administration
- Manage retention and development programs
- Evaluate and implement a new ATS system (current contract ends next year)
- Build automations across ATS, Notion, and Humaans to reduce manual work
Founders' Office responsibilities:
- Own strategic projects end-to-end: planning cycles, board preparation, offsites, build-vs-buy decisions
- Provide leverage to founders on initiatives without a dedicated department
Within your first year, the entire talent function becomes your ownership. You will shape what works and rebuild what doesn't in the existing people systems.
The company offers VSOP participation (meaningful equity stake), transparent salary bands discussed upfront, educational leave, steep learning curve by design, regular offsites, and benefits including JobRad, up to 100% Deutschlandticket subsidy, pension plan, wellness programs, and childcare subsidies.
Requirements:
- Evidence of excellence from top-tier consulting, VC, a previous founder's associate role with real ownership, an early startup role doing multiple functions well, or your own founding attempt. Must be able to demonstrate you were among the best.
- Talent radar with evidence: people you backed, hired, or recommended early who became exceptional; at least one contrarian call that aged well.
- AI as default working method: daily LLM usage with documented workflows; you will demonstrate a live workflow in the interview.
- Automation literacy: experience connecting tools via APIs or no-code platforms (Apps Script, Zapier, Make, n8n, etc.); comfortable reading API docs; engineering mindset about repetitive tasks (does not require engineering background).
- High agency: history of building things unprompted that others continue to use.
- Data fluency: strong Excel/Sheets skills, comfortable owning funnels end-to-end; SQL basics a plus.
- German language at C1+ level and fluent English (contracts are in German, company language is English).
- First-principles thinking with strong written communication; default output is documents, not meetings.
- Low ego, high bar: ability to tell founders no, backed by evidence.
Hiring process: culture screen, live skill assessment with your AI workflows, founder final.
