⌘Role Overview

You'll join a People team of four, Head of People, HR Ops Manager, Office Manager and you, reporting to the Head of People.

You are the only person who owns recruitment at Timeleft. Full scope, real autonomy. And because the team is small, we work closely: we share context, we cover for each other, and you'll be involved in People projects beyond hiring: onboarding, culture, internal events.

The foundations are in place. Greenhouse is live, our recruitment process is documented, and our hiring rituals are running. You're not starting from a blank page, you're taking something that works and making it faster, sharper and measurable.

You'll own the full recruitment cycle across 10 to 20 hires in the next 6 months, mostly senior individual contributor profiles, while pushing our setup further: deeper Greenhouse usage, more automation, cleaner data, shorter cycles.

The environment is international and remote-first: 35+ nationalities across 60 cities, English as the working language, and under a genuine fast pace. Speed matters here, and so does how candidates are treated on their way through.

Your mission: run hiring with precision, use the data to find where we lose time or quality, and fix it, one iteration at a time.

⌘Key Responsibilities

Own Full-Cycle Recruitment

Run 10 to 20 hiring processes over the next 6 months, from kickoff meeting to signed offer.
Source, screen, interview and close senior individual contributor profiles across all the Business Units: Tech, Product, Data, Growth, Ops, Creative...
Lead active sourcing campaigns: build target lists, write outreach sequences, engage passive candidates.
Own offer negotiation and closing, in partnership with the Head of People on comp positioning.
Deliver a candidate experience that is fast, clear and respectful at every stage.

Optimize the ATS and Recruitment Stack

Push Greenhouse to its full potential: scorecards, job kits, approval flows, email templates, structured stages.
Automate everything that can be automated: candidate communications, reminders, task assignments, rejection flows, interview scheduling.
Keep the data clean: consistent stages, sources, reasons for rejection, and dispositioning discipline. Clean data is a core deliverable, not an afterthought.
Maintain and improve integrations across the stack: LinkedIn, job boards, sourcing tools, assessment platforms, calendars.
Own Greenhouse reporting and dashboards, and make them usable by hiring managers, not just by People.

Work the Data and Improve the Process

Track and report on the core funnel metrics: time-to-open, time-to-hire, time-to-first-response, stage conversion rates, source effectiveness, offer acceptance rate, cost-per-hire.
Own the front end of the funnel, not just the candidate side. Chase the validations, run the intake fast, get the job description written and posted. If a role is stuck upstream, you are the one who surfaces it and unblocks it.
Diagnose bottlenecks with data: identify where candidates drop, where we are slow, which sources actually convert.
Propose and ship one concrete process improvement per month, measure its impact, keep or roll back.
Run a monthly recruitment review with the Head of People: what moved, what didn't, what changes next.
Continuously refine templates, interview kits and scorecards based on what the data shows.

Manage the Inbound Pipeline

Handle high volumes of spontaneous applications with speed and consistent screening quality.
Build and maintain talent pools in Greenhouse for recurring role categories, so we start warm instead of from zero.
Grow low-cost channels: referrals, organic reach, community and alumni networks — and measure their conversion.
Reduce cost-per-hire by shifting volume away from paid channels where the data supports it.

Support Hiring Managers

Run intake meetings to lock scope, criteria and process before opening a role.
Make sure the documented process is actually followed: structured interviews, scorecards filled, feedback on time.
Facilitate debriefs and calibration sessions, and keep decisions evidence-based.
Equip hiring managers with the interview kits, guides and Greenhouse know-how they need to run their part well.
Be the person who flags a slipping process early, and pushes back when the bar is at risk.

⌘Expected Outcomes

First 6 months:

Close 10 to 20 hires.
Time-to-open reduced. from the hiring manager's request to the job going live. You pick up the existing baseline and bring the number down.
Time-to-fill and time-to-hire: keep the trend going and make it stable. Both have improved significantly over the past months. Your job is to sustain that momentum and turn it into a consistent standard.
90%+ offer acceptance rate.
Greenhouse fully leveraged: automations live on all repetitive steps, scorecards used on 100% of interviews, data clean enough to trust without manual cleanup.
A monthly recruitment dashboard that leadership reads and acts on.
At least 5 shipped process improvements, each with measured impact.

⌘Skills & Competencies

Hard Skills

Full-cycle recruitment: sourcing, screening, structured interviewing, closing, negotiation
Active sourcing and Boolean search — you find people who aren't looking
Advanced ATS usage: automations, workflows, reporting, data hygiene
Recruitment analytics: building and reading funnel metrics, and turning them into decisions
Process improvement: you spot friction, fix it, and measure the result
Compensation benchmarking across European markets

Soft Skills

Operator mindset: you like shipping and closing
Rigorous and detail-oriented, you care that the data is clean
Data-driven by reflex: you reach for the number before the opinion
Strong stakeholder management, comfortable pushing back on senior people
Excellent written and verbal communication (fluent English)
Autonomous, well-organized, able to juggle 5-7 open roles without dropping anything
Genuinely candidate-centric, with a high bar

⌘Required experience

4 to 6 years in talent acquisition, including at least 2 years in a startup or scale-up.
Proven full-cycle ownership of senior and individual contributor hires
Advanced hands-on ATS experience: you have configured workflows, automations and reports, not just moved candidates through stages.
Demonstrated use of recruitment data to improve a funnel: concrete before/after examples expected.
Active sourcing expertise: LinkedIn, Boolean search, outreach sequences.
Experience hiring across multiple countries in a remote-first setup.
Solid understanding of startup role families: engineering, product, data, growth, ops, creative.
Fluent English, written and spoken. French is a plus, not a requirement.
Based in or relocating to Paris, able to be in the office 3 days per week.

⌘Recruitment process

Introduction Interview (30min): A conversation with current Talent Acquisition Lead to discuss your experience, career goals, and how they align with our mission at Timeleft.

Business Interview (30min): An interview with Head of People - your future manager - about how you work, cross check expectations and finally mutual fit.

Case Study: Take home assignment to assess your hard skills.

Final panel interview (45min): An interview with Head of People and Lead TA to discuss the case study and dive deeper into Timeleft's TA setup.

Apply for this job