Recruiting & People Specialist (m/w/d)

ZeroPhase GmbH; München; Hybrid; EUR 40.000 - 55.000; Vollzeit

Benefits dieser Stelle

Equity

Zusammenfassung

ZeroPhase GmbH in Munich is seeking a junior Talent & HR generalist who will own the end-to-end hiring process from day one. You’ll manage postings, screening, and candidate comms while supporting HR operations to keep onboarding and documentation running smoothly.

You’ll be the go-to person for recruiting activities, build relationships with universities and networks, and help shape processes as the company scales in defence tech.

Qualifikationen

• 1–2 years in recruiting, HR, or a fast-paced internship.
• Ability to screen engineering and BD/high-growth roles.
• Strong written and verbal communication in German and English.

Aufgaben

• Own the recruiting pipeline across postings, sourcing, screening, and candidate comms.
• Keep ATS clean and up-to-date.
• Screen candidates for engineering, BD and operations.
• Write and improve job descriptions.
• Build relationships with sourcing channels.
• Support HR administration: files, leave tracking, policy docs.
• Identify gaps and help build new processes.

Kenntnisse

Recruiting

German & English comms

Organised

Technical curiosity

Independent worker

Tools

LinkedIn Recruiter

Jobbeschreibung

Recruiting has become a full-time job. We need someone to support it, and ultimately own it. As our first dedicated Talent & HR hire, you'll run the end-to-end hiring process across all open roles, keep candidates moving, and make sure we don't drop the ball as volume increases. You'll also pick up a slice of HR operations: onboarding, documentation, compliance basics, the stuff that keeps the people side of the company running cleanly.

This is a junior role with real ownership from day one. You won't be shadowing anyone; you'll be the person with the process.

What you'll do

• Own the recruiting pipeline: job postings, sourcing, screening, scheduling, candidate comms.
• Keep ATS and tracking up to date so nothing falls through the cracks.
• Screen candidates across the full range of roles, from embedded software engineers and RF specialists to BD managers and ops hires, and know what good looks like in each.
• Write and iterate on job descriptions across roles (engineering, BD, operations).
• Build and manage relationships with sourcing channels: LinkedIn, universities, communities, referrals, and more.
• Support HR administration: personnel files, leave tracking, policy documentation.
• Flag operational gaps and help build the processes we don't have yet.

What we're looking for

• 1–2 years of experience in recruiting, HR, or a people ops role, or a strong internship track record in a fast-paced environment.
• Broad enough technical curiosity to screen engineering candidates meaningfully, and sharp enough commercial instinct to evaluate BD and generalist profiles.
• Genuine product understanding to spot a strong candidate, catch a weak one, and ask the questions that matter.
• Organised to a fault. You close loops, you follow up, you don't let things sit.
• Clear, capable communicator in both German and English.
• Comfortable working independently with limited oversight.
• Genuinely interested in what we're building: defence tech, real-world impact.

Bonus: not required

• Experience with LinkedIn Recruiter or similar tools.
• Background or interest in deep tech, aerospace, or defence.

What we offer

• ~€40,000–55,000 base salary plus equity.
• A clear growth trajectory: this role has a ceiling only if you do. Demonstrate the skills, and we'll expand the scope.
• Direct exposure to a high-growth defence tech startup.
• Small team, real responsibilities, and earned growth.

How the hiring process works

• Intro call. 30 minutes with our recruiting team. We'll learn about your background, and you'll learn about the mission.
• Deep dive. A working session with the founding team on a real hiring or process problem we're facing right now.
• Case study, in Munich. A visit to the office to work through a pipeline scenario with the team, in person if you can make it or over Teams if you can't.
• The offer. By now you've likely already met our CEO. This round is where we make it official: fast, transparent, and built around the mission.