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revel8 is a cybersecurity training platform using hyper-realistic simulations and AI-driven attacks to build human resilience against evolving threats. The company has ~60 employees and is scaling rapidly.
As the first Talent Acquisition Manager, you own recruiting end-to-end across all functions, reporting directly to the Head of People & Culture. Your mission is to scale hiring volume without lowering quality standards, transforming the current recruiting setup into a repeatable, scalable engine.
Key responsibilities:
• Full-Cycle Recruiting: Run searches across all functions—software engineers, security specialists, sales, partnerships, and senior leadership—managing the entire process from intake through contract signature.
• Active Sourcing & Headhunting: Map talent markets, build long-term pipelines, and personally reach out to passive candidates who aren't actively looking.
• Build the Recruiting Engine: Design and continuously improve hiring processes, including structured interview loops, scorecards, candidate communication workflows, and Personio ATS setup to enable faster, fairer hiring.
• Hiring Manager Partnership: Act as a strategic sparring partner to founders and team leads. Sharpen role profiles, coach interviewers, and challenge hiring decisions when data or intuition warrants it.
• Data-Driven Hiring: Track funnel metrics (time-to-hire, conversion rates, source quality) to plan capacity and inform leadership on hiring performance.
• Candidate Experience: Ensure every candidate—hired or not—leaves with a positive impression of revel8.
You'll work in a fast-paced, ambitious team that values ownership, speed, and inclusive hiring. The role offers direct access to founders, real autonomy to shape processes, and participation in the company's ESOP program. Office-first at Stiglmaierplatz in Munich with flexibility as needed.
Requirements:
• Several years of hands-on recruiting experience in fast-growing startups, scale-ups, or agencies, with a track record across both technical and non-technical roles.
• Strong sourcing skills: ability to find, approach, and convince passive candidates.
• Proven experience building or significantly improving recruiting processes (not just following playbooks).
• Ability to partner effectively with hiring managers, challenge role profiles, and earn trust through results.
• Data-driven mindset: use metrics to prioritize, forecast, and improve.
• Commitment to candidate experience and inclusive hiring; knowledge of bias reduction in interviews and job ads.
• AI-native and tool-fluent: comfortable with AI tools, automation, ATS platforms (Personio preferred), Notion, Slack, and Google Workspace.
• Ability to thrive with ownership in fast-paced environments; prioritize execution over perfection.
• Fluent in English.
Bonus qualifications:
• Experience recruiting in cybersecurity, B2B SaaS, or deep-tech.
• Experience scaling teams through high-growth phases (e.g., Seed to Series A/B).
• Employer branding or talent community experience.
• German language skills.
