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Viktor is an AI teammate product that lives in Slack and Microsoft Teams, connecting to thousands of tools to do real work across finance, marketing, ops, and engineering. The company is in a rapid growth phase, roughly doubling engineering, product, and design hiring from this quarter to next, with most hiring starting as inbound applications.
You will be the first point of contact for inbound technical candidates (engineers, product people, designers). Your core responsibilities include: reviewing and qualifying inbound applications to identify candidates worth a first conversation; running first-round screening calls to explain the role, understand what candidates have actually built, and make the opportunity relevant to them; writing evidence-backed recommendations for hiring managers that clearly articulate what you've assessed and what still needs to be checked; maintaining organized notes and follow-ups to keep every candidate moving through the pipeline; and sourcing candidates by hand when pipelines thin or searches need extra support.
You report to Kacper Zambrzycki, who leads talent, and work day-to-day with recruiters and hiring managers. As your judgment grows, you'll take on more individual searches. Success is measured by hiring managers acting on your recommendations because the evidence is solid, candidates leaving calls understanding the role and company regardless of outcome, timely follow-through with no candidates waiting on you, and progressively owning more of searches each month. There is no call quota or hire target—quality of calls and follow-through is the measure.
The team is small with high trust and low process. Decisions are made by owners, not committees. You will ship your first week and talk to users your first day. The company does not do alignment meetings or stakeholder syncs; instead, the team builds things, sees if they work, and iterates.
REQUIREMENTS:
- Technically fluent: able to explain what a platform engineer or agent harness engineer does, follow engineers discussing their work, and ask useful follow-up questions. No coding required, but you read CVs for what people built and know when to escalate to an engineer.
- Strong on calls: you listen carefully, get specific about candidate experience, and make roles relevant to the person in front of you.
- Reliable under volume: manage a busy queue, back-to-back screens, notes, and follow-ups without being chased. When something slips, you recover it and adjust your process.
- Fast learner: pick up new role requirements quickly, apply feedback same-day, and ask engineers before guessing.
- Fluent English.
- Based in Warsaw or ready to relocate; working onsite.
- Background: you might be a delivery-focused agency recruiter with real screening volume, an early-career in-house technical recruiter, or earlier in your career with strong judgment and follow-through. Background matters less than how you run a conversation.
PLUS (not required but valued):
- Experience sourcing technical candidates yourself and enjoying it.
- Already using AI to cut your own admin work.
