Founding Recruiter (GTM & Marketing)

Viktor; Warszawa; Hybrid; PLN 474,000 - 710,000; Full time

Job summary

Viktor in Warsaw, Dublin, New York, and Munich seeks its first dedicated GTM and marketing recruiter. You will own the full funnel for GTM and Marketing searches, including Creative roles, from sourcing to offer, and align closely with hiring managers across multiple hubs.

You will use AI to source, draft, and automate, building scalable processes as the team expands. Remote for some roles; on-site in major hubs as needed.

Qualifications

• End-to-end GTM and marketing recruiting in-house.
• Hire across sales, marketing, and creative roles.
• Fluent English with strong candidate experience.
• Ability to manage high-volume startup hiring.

Responsibilities

• Own the funnel for GTM and Marketing searches from sourcing to offer.
• Track conversions, time-to-offer, and improvements by role.
• Leverage AI to automate sourcing, drafting, and ops.

Skills

GTM recruitment

In-house recruiting

Full-cycle sourcing

Tools

Ashby

LinkedIn Recruiter

AI-assisted sourcing

Job description

Warsaw or Dublin or New York City Full-time

You're our first dedicated GTM and marketing recruiter, and you own how Viktor hires across sales, marketing, and creative as the company grows. You run the full funnel on your assigned GTM and Marketing searches: source, pitch, screen, and drive candidates to offer, from a video editor in Warsaw to a sales lead in New York. You move fast, you use AI to do the work of a team, and you treat every candidate with empathy. You report to Kacper Zambrzycki, who leads talent.

The Hard Part

Hiring is the bottleneck. 30+ open roles across Warsaw, Munich, Dublin, and New York, one recruiter already full on engineering, and a GTM and marketing side with no dedicated owner. Your first month is taking your searches over outright: one intake bar per role, no duplicate candidates, and hiring managers who hear from you before they have to ask.

Then you make it repeatable. You hold a rising bar while the team grows, you win people in the hottest market in tech, and the candidate experience gets better as it scales.

What You'll Actually Do

• Own the funnel for your assigned GTM and Marketing searches, Creative included. Source, screen, schedule, keep candidates moving, and hand the hiring manager the ones worth a deeper round and the close.
• Know your funnel. Talent Ops owns the tooling, agency contracts, and reporting; you own the numbers on your roles: conversion by stage, time-to-offer, where candidates stall, and what you changed because of it.
• Use AI the way we do: automate sourcing, drafting, and ops so you operate like a team of five.

The Bar

The standard is talent density: every hire makes the team stronger than its average, and you'd hold a req open before lowering the line. You're measured on quality of hire, time-to-offer, and whether the company's bar rose because you were here. And every candidate, hired or not, should walk away calling it the best process they've been through.

Who You Are

• You're the first Viktorian most candidates meet. You pitch the company better than most founders, in fluent English, on camera or in the room, and you read a candidate from their first answer.
• You've owned roles end to end in-house and closed candidates who had other offers. Years matter less than that track record.
• You've hired go-to-market talent (sales, marketing, creative), and you know where each lives and what closes it.
• You know what good looks like in the GTM roles you have hired for: you can name the job-specific criteria and how you assessed candidates against them, beyond titles and logos.
• You have run several searches for several hiring managers at once while priorities shifted, and kept each of them informed without being chased.
• You write outreach a human actually wants to answer. No AI slop, no template spam.

Even Better If

• You've been the first recruiter at a startup and built the function from scratch.
• You've hired in a market where the best people had three other offers.
• You've hired in both the US and Europe.
• You know Ashby, or pick new tools up fast.
• You already use agents and LLMs to source, draft, and automate. If not, we'll help you build that practice.

You'll own this, building on the foundations already in place and backed by founders and hiring managers who lean in on the hires that matter. We'll invest in you to grow into it. As we scale, your ownership can broaden, with the potential to lead recruiters.

Few people tick every box here. If you've raised a talent bar somewhere before and want to do it at the scale this needs, apply.

How we work

Small team, high trust, low process. Decisions are made by owners, not committees. You will ship your first week. You will talk to users your first day.

We don't do alignment meetings or stakeholder syncs. We build things, see if they work, and iterate.

Why Viktor

We're one of the fastest-growing companies in the world. The product works. The market is pulling.

This is a rare window: everyone here owns something real. Not a task. A surface of the company that customers depend on.

That doesn't last forever. Right now, it's still true.

Compensation

Top-of-the-market salary and the kind of ownership that only exists at this stage.

The best work happens when you're in the room. Munich, New York, Dublin, and Warsaw. Remote for some roles.