Talent Acquisition Manager

<p><strong>EggAI</strong> · Full-time employee · Remote (EU, within ±2h of CET)</p> <h3>The Role</h3> <p>We are a small consulting company. We deliver technology and transformation projects for enterprise clients in banking, finance, insurance, healthcare and the public sector — and we staff those projects with our own people.</p> <p>That means you will hire two quite different populations:</p> <ul> <li><strong>Delivery engineering</strong> — software engineers, tech leads, SREs, infrastructure engineers, data engineers and scientists</li> <li><strong>Business &amp; outcome side</strong> — business solution engineers, product owners, business analysts, project managers: the people who sit between the client's ambition and what the engineers build</li> </ul> <p>Today hiring is run by the people who also run the projects. We want to hand the whole thing to one person.</p> <p>You will own recruitment end to end: finding the candidates, running them through the process, and closing them — including the commercial conversation and getting the contract signed. This is not a coordinator role and not a pure sourcer role. You are the owner of the funnel.</p> <p>You also own what sits behind it. Several of our roles recur — we hire the same engineering and business profiles again as projects land — so the job is not only to fill what is open today but to build a talent pool we can draw on.</p> <h3>What You'll Own</h3> <h4>Sourcing</h4> <ul> <li>Build and run the top of the funnel for both populations: outbound on LinkedIn, our Greenhouse job board, the monthly Hacker News "Who's hiring" post, communities, referrals</li> <li>Recognise that the two populations live in different places — engineers are found in technical communities and open source, business and product profiles are found in consultancies, transformation teams and enterprise product organisations</li> <li>Write and maintain the role descriptions in this repo together with the hiring managers</li> <li>Manage our external agency partners and keep them briefed and accountable</li> <li>Build and keep a warm talent pool for the roles that recur, so a new project does not start from an empty funnel</li> </ul> <h4>Screening &amp; process</h4> <ul> <li>Comb inbound applications and shortlist against written criteria (we have an AI-assisted filtering tool for the first pass — you review and approve every decision it drafts)</li> <li>Run the 15 to 30-minute intro call: fit, motivation, expectations, contractor-vs-employee, salary or day rate. Leverage hiring managers for the intro call based on workload.</li> <li>Screen for the right things per role family — engineers on depth and hands-on evidence, business and product profiles on structured thinking, written clarity and client-facing presence</li> <li>Schedule the technical and management interviews, keep interviewers on time and on scorecard</li> <li>Monitor decisions. Reject fast and kindly when a scorecard is a clear no</li> </ul> <h4>Offer &amp; contract</h4> <ul> <li>Own the offer conversation: benchmark the market, frame the number, negotiate, close</li> <li>Benchmark two different markets — engineering salaries and day rates behave differently from consulting and product ones</li> <li>Drive the contract to signature — employment contracts with our HR contact, and subcontractor agreements from our own templates</li> <li>Understand the difference between hiring an employee and engaging a contractor, and the constraints that come with each in our operating countries (DE, IT, SE and others)</li> </ul> <h4>Making the machine better</h4> <ul> <li>Own our ATS (Greenhouse): stages, scorecards, templates, hygiene</li> <li>Report on the funnel: where candidates come from, where they drop, time to hire, offer accept rate</li> <li>Improve the process itself — the documented process in this repo is yours to evolve</li> </ul> <h3>What We're Looking For</h3> <ul> <li><strong>3+ years of full-cycle recruitment</strong>, including running your own offer negotiations through to signature. Sourcing-only or coordination-only backgrounds are not a fit</li> <li><strong>Technical recruiting experience.</strong> You can read an engineer's CV and GitHub and form your own view before a hiring manager sees it. You don't need to be an AI specialist — you need enough technical literacy to hold a credible conversation, and the habit of learning a new domain quickly when we open a role in one</li> <li><strong>Business, product and consulting recruiting experience.</strong> You can assess a product owner, business analyst or solution designer on the things that actually matter for those roles: structured thinking, quality of written artefacts, and how they hold up in front of a client</li> <li><strong>Hands-on recruiting experience in the German and/or UK market</strong> — you know where the candidates are, what they expect to be paid, and how a hiring process is expected to run there. Experience across other European countries on top of that is welcome</li> <li><strong>Owner mentality.</strong> Nobody here will manage your pipeline for you. We will tell you what we need and expect you to come back with candidates</li> <li><strong>Experience with both employees and contractors/freelancers</strong>, and with the constraints that come with each across several European countries</li> <li><strong>Strong written English</strong> and the judgement to represent us well — for many candidates you are the first and sometimes only impression of the company</li> <li>Preference for candidates based in Germany. Ability for FTE employment in Germany, Sweden, Italy, and the UK. The candidates you hire are located across the EU</li> </ul> <h4>Nice to have</h4> <ul> <li>Consulting or professional-services background, where hiring is tied to client demand and timelines slip if a role stays open</li> <li>Hiring for regulated clients (finance, banking, health, public sector)</li> <li>Comfort with AI tooling in your own workflow — we expect our recruiter to use the tools we build with</li> <li>Additional European languages, German in particular</li> </ul> <h3>What Success Looks Like</h3> <ul> <li><strong>Month 1</strong> — you know our roles, our clients and our process; you're running intro calls and the inbound pile is under control</li> <li><strong>Month 2</strong> — you own the funnel end to end for both engineering and business roles; hiring managers only see candidates you have already filtered, and the first hires you sourced yourself have signed</li> <li><strong>Month 3</strong> — open roles are predictably filled, we know our numbers, and the hiring process runs without anyone from delivery having to drive it</li> </ul><div class="content-conclusion"><h1>About EggAI</h1> <p>EggAI is an enterprise-focused generative AI company on a mission to help large organizations move AI solutions from prototyping into production. We specialize in building safe, reliable, and scalable AI systems that deliver real business impact.</p> <div>We work at the cutting edge of AI technology, implementing agentic systems, RAG (Retrieval-Augmented Generation) architectures, and autonomous AI agents that scale from task automation to workforce automation. Our proprietary frameworks—including the EggAI Meta Framework for agentic systems and EggAI Quality Flow for governance—power AI transformations at enterprise scale.</div> <div>&nbsp;</div> <div>Based in Munich, Germany, we work with enterprise clients to build AI capability, deliver production-ready systems, and establish quality-controlled AI operations.</div></div>