At a Glance
- Tasks: Own the entire recruiting process, from sourcing to closing candidates.
- Company: Join an ambitious early-stage company focused on impactful hiring.
- Benefits: Flexible commitment with full ownership of the hiring function.
- Other info: Ideal for those wanting to focus deeply rather than juggle multiple clients.
- Why this job: Make a real difference in shaping a growing team and culture.
- Qualifications: 5+ years of full-cycle recruiting experience, especially in startups.
The predicted salary is between 50000 - 70000 € per year.
Hiring is the highest-leverage work right now — and progress is slower than needed. The organization is looking for a Fractional Recruiter to own the recruiting function end-to-end — the recruiter, not an agency. This person will manage the hiring pipeline, know every active requisition cold, and be accountable for outcomes. You will work directly with founders and hiring managers across both specialized technical roles (e.g., customer-facing engineers, solutions engineers) and operational roles (product managers, delivery leads). This is a fractional role with a flexible commitment (roughly half- to full-time) and full ownership of the hiring function. If you run or have run a recruiting practice and want to focus deeply on one ambitious early-stage company rather than juggling many clients, this role is intended for you.
Responsibilities
- Own the pipeline end-to-end: sourcing, screening, scheduling, and shepherding candidates to offer.
- Source across the stack: deploy distinct playbooks for technical and non-technical talent pools.
- Build a reliable funnel: standardize intake, track candidates in one place, and provide regular visibility into what’s moving and what’s stuck.
- Calibrate with hiring managers: run intake meetings that clarify must-haves versus nice-to-haves; push back when requisitions are unclear.
- Screen with judgment: conduct first-round screens covering motivation, communication, fundamentals, and fit for an early-stage, high-ambiguity environment.
- Close candidates: tell the organization’s story convincingly to senior candidates; quarterback offers and prevent late-stage drop-off.
- Build the hiring operating system: create light, durable infrastructure — ATS hygiene, scorecards, interview loops — so each hire is faster than the last.
Qualifications
- 5+ years full-cycle recruiting with meaningful in-house experience at startups; you’ve owned a function, not just filled a requisition list.
- Experience closing both technical and non-technical roles and the ability to speak credibly about engineering candidates.
- Comfortable hiring for AI, data, and enterprise software roles; technical depth is not required — founders will support technical calibration — but you should understand distinctions between customer-facing engineers and backend software engineers.
- Experience recruiting at applied AI or data infrastructure companies is a strong plus.
- Strong sourcing skills: professional sourcing platforms, referral programs, adjacent-company mining, and outreach that gets replies.
- Operator mindset: you think in funnels, conversion rates, and time-to-close — not just “candidates submitted.”
- High trust and high communication: stakeholders do not need to chase you for status updates.
- Experience running a fractional or contract recruiting practice and delivering outsized output within defined hours.
Nice to have:
- In-house recruiting experience at early-stage startups.
- Experience hiring customer-facing engineers or solutions engineers at applied-technology organizations.
Fractional Recruiter employer: Gofractional
As a Fractional Recruiter at our innovative early-stage company, you will enjoy a dynamic work culture that prioritises flexibility and ownership, allowing you to focus deeply on impactful hiring without the distractions of juggling multiple clients. We offer a collaborative environment where your expertise in both technical and operational roles will be valued, alongside opportunities for professional growth as you shape our hiring practices and contribute to our ambitious goals. Join us to make a meaningful difference in building a talented team while enjoying the benefits of a supportive and engaging workplace.
StudySmarter Expert Advice🤫
We think this is how you could land Fractional Recruiter
✨Tip Number 1
Network like a pro! Reach out to your connections in the industry and let them know you're on the hunt for a Fractional Recruiter role. Personal referrals can give you a leg up, so don’t be shy about asking for introductions.
✨Tip Number 2
Get your pitch ready! When you land that interview, make sure you can clearly articulate your experience and how it aligns with the needs of the company. Practice telling your story in a way that highlights your unique skills in recruiting.
✨Tip Number 3
Showcase your sourcing skills! Be prepared to discuss your strategies for finding top talent, especially in technical roles. Share specific examples of how you've successfully built a hiring pipeline in the past.
✨Tip Number 4
Don’t forget to follow up! After interviews, send a thank-you note to express your appreciation and reiterate your interest in the role. It’s a simple gesture that can leave a lasting impression.
We think you need these skills to ace Fractional Recruiter
Some tips for your application 🫡
Tailor Your CV:Make sure your CV speaks directly to the role of Fractional Recruiter. Highlight your full-cycle recruiting experience and any specific achievements in hiring for technical and non-technical roles. We want to see how you’ve owned the recruiting function in previous positions!
Craft a Compelling Cover Letter:Your cover letter is your chance to tell us why you're the perfect fit for this role. Share your passion for recruiting and how your experience aligns with our needs. Don’t forget to mention your operator mindset and how you can build a reliable hiring pipeline!
Showcase Your Sourcing Skills:We’re looking for someone who knows how to find the best talent. In your application, give examples of how you've successfully sourced candidates in the past. Whether it’s through professional platforms or creative outreach, let us know what works for you!
Apply Through Our Website:We encourage you to apply directly through our website. It’s the best way for us to receive your application and ensures you don’t miss out on any important updates. Plus, we love seeing applications come in through our own channels!
How to prepare for a job interview at Gofractional
✨Know Your Stuff
Make sure you’re well-versed in the specifics of the role. Understand the difference between customer-facing engineers and backend software engineers, as well as the nuances of AI and data roles. This knowledge will help you speak confidently and credibly during the interview.
✨Showcase Your Process
Be ready to discuss your end-to-end recruiting process. Highlight how you manage the hiring pipeline, from sourcing to closing candidates. Use examples from your past experience to illustrate how you’ve built reliable funnels and standardised intake processes.
✨Communicate Clearly
Demonstrate your high communication skills by keeping the conversation flowing. Be proactive in providing updates and clarifying any uncertainties. This will show that you can be trusted to keep stakeholders informed without them needing to chase you.
✨Prepare for Technical Calibration
Even if you’re not a technical expert, be prepared to discuss how you would work with founders and hiring managers to calibrate on technical roles. Show that you understand the importance of aligning on must-haves versus nice-to-haves and how you would push back when requisitions are unclear.
