Viktor is the AI employee that lives in Slack and Microsoft Teams, connects to thousands of tools, and does the work: reports, dashboards, code, campaigns. Our mission is to give every company an AI employee.
The team is small. The scope is not.
Our recruiters should spend their time finding, assessing and closing great candidates. You work with Kacper to find what slows them down, then fix it through better systems, workflows, data and AI automation. You build the improvements yourself and keep the resulting operations running.
We're hiring fast: dozens of open roles, hundreds of candidates, and multiple agencies feeding the pipeline at once. Handling that by hand doesn't scale. Your job is to turn more of hiring into a system that recruiters and hiring managers actually use.
You report to Kacper Zambrzycki, who leads talent. Day-to-day interview scheduling, logistics, routine candidate updates and People Ops sit outside this role.
Less manual work for recruiters: find the biggest recurring admin burden, simplify or automate it, and show the before and after in time spent or turnaround. It gets used in real searches, not in a demo.
The ATS: pipelines, stages, templates, automations. One source of truth for every role and every candidate. If it's not in the system, it didn't happen.
Agency and sourcing coordination: briefs, submissions, feedback loops, and terms tracked across every external partner. No duplicate candidates, no stale submissions, and blocked submissions get resolved or escalated without Kacper chasing every step.
Hiring data: a reliable weekly view of progress against hiring targets, pipeline bottlenecks and stalled candidates. You flag what needs attention, agree actions with Kacper and the recruiters, and follow them through. When a founder asks "where are we on the ops role," the answer is one link away.
You decide what deserves fixing, which is not always what was requested, and sometimes the right answer is a simpler process rather than another tool. Shipping is only part of the job: you maintain what you build, resolve its exceptions and do the repetitive work that keeps it running.
You find the real problem, challenge assumptions and choose a simple solution over "this is how HR usually does it."
AI-native and hands-on: you ship working tools and automations with AI, and you can explain, debug and improve what you built.
Strong UI/UX taste: clear flows, thoughtful details, minimal friction. People understand what you build and want to use it.
You've both built and run a process: handled its exceptions, maintained it and done the repetitive work, beyond shipping the interesting part.
You run on lists and systems, not memory: you'd rather fix the process than fix the same drop twice.
Strong English (company language); Polish a plus for working with local agencies.
Warsaw-based, on-site.
Prior Talent or People Ops experience. It helps, and it isn't required.
You've implemented or migrated an ATS (Ashby, Greenhouse, Lever), or supported high-volume hiring at a startup.
Prior HR experience matters less here than how sharply you think, how well you build and whether you follow through. You can start with focused workstreams rather than arrive ready to run the whole function, with room to take on broader ownership as you show impact.
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.
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.
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.