Founding Recruiter

Viktor; New York (NY); Hybrid; USD 120,000 - 180,000; Full time

Job summary

Viktor is seeking its first dedicated GTM and marketing recruiter to own hiring across sales, marketing, and creative as the company scales from ~50 to 100 people. You will source, pitch, screen, and drive candidates to offers across multiple markets, using AI to accelerate processes and maintain a high-quality candidate experience.

You will operate in a fast-paced environment with a remote-friendly setup, owning the full funnel and partnering with hiring managers to raise the bar on talent

Qualifications

• End-to-end recruiting for GTM roles in-house with a track record of closing candidates.
• Experience hiring across sales, marketing, and creative.
• Fluent English and strong on-camera or in-person communication.
• Proficient with AI-assisted sourcing and outreach.
• Ability to own the funnel from sourcing to offer.

Responsibilities

• Own the funnel for every open go-to-market role: Sales, Marketing, Creative. Source, screen, schedule, and move candidates through to offers.
• Track and optimize funnel metrics: conversion by stage, time-to-offer, stalls, and changes implemented.
• Leverage AI to automate sourcing, drafting, and ops to run like a five-person team.

Skills

GTM recruiting

Sourcing

Screening

English fluency

AI in recruiting

Candidate outreach

Tools

Ashby

Job description

The Short Version

You're our first dedicated GTM and marketing recruiter, and you own how Viktor hires across sales, marketing, and creative as the company doubles. We're ~50 people heading toward 100, and you run the full funnel that gets us there: source, pitch, screen, and drive candidates to offer across every go-to-market role, 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.

The Hard Part

Hiring is the bottleneck. 28 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 it 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 headcount doubles, 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 every open go-to-market role: Sales, Marketing, Creative. When an Ops or admin req needs a hand, you pick it up. 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.

• Comfortable running structured first calls across Sales, Marketing, and Creative roles: you know what signal to look for, follow the rubric, and leave functional depth to the hiring manager.

• AI-native. You already use agents and LLMs to source, draft, and automate. At Viktor that's the job, not a bonus.

• 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'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, and as we scale, a team grows under you.

Few people tick every box here.

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.