Talent Acquisition Lead - Engineering

Talent Acquisition Lead, Engineering

"This is the most exciting time in history to build." — Sam Altman

We're building the company that will redefine email with applied AI. We grew from $1M to $30M ARR last year with a technical team of 12. We're forecasting $100M ARR by the end of 2026.

There will be a $10B+ company in this space.

It will be us if we stay focused.

What we're building

We are solving the biggest problem in modern work: email.

Not by bolting AI onto a SaaS tool — but by being a pure-play applied AI company.

We build AI-generated email drafts that get better over time using context from meetings, inbox, and messages. Today, 53% of the drafts we generate are sent.

Focus creates great products. We are relentlessly focused.

The role

This is not a traditional TA role.

You are the person who ensures that as Fyxer scales from 20 to 50+ engineers, every single hire raises the bar. You will own engineering recruitment end-to-end — partnering directly with the CTO to find, attract, and close the exceptional people who will define what we build next.

Your job is simple to describe and incredibly hard to do:

"Build the highest-performing engineering team in Europe, one hire at a time."

What "great" looks like here

• Every engineering role is filled with someone who visibly raises the bar

• Candidates have a world-class experience — whether they get an offer or not

• The hiring funnel is clean, fast, and never a bottleneck to growth

• Hiring managers trust you completely and never have to chase

• You know the engineering talent market better than anyone in the building

• The CTO and VP Eng never have to think about how recruiting is running

What you'll do

Own Engineering Hiring

• Run end-to-end recruitment across Platform, Product & Growth Engineering, Data, ML/AI.

• Source exceptional candidates — proactively, creatively, and continuously

• Build and manage a high-quality pipeline at all times, not just when roles open

• Partner with hiring managers to define roles, craft briefs, and sharpen assessment criteria

Raise the Bar on Process

• Design and maintain a hiring process that is rigorous, fast, and candidate-friendly

• Ensure every interview loop is structured, calibrated, and decisive

• Track and report on funnel metrics — time to hire, offer acceptance, source quality

• Continuously improve based on data and feedback

Partner the Leadership Team

• Work directly with the CTO Co-Founder and VP Engineering on headcount planning

• Give honest, data-driven views on the market — salaries, timelines, candidate availability

• Be a thought partner, not just an executor

What we're looking for

You likely:

• Have 4+ years in technical recruiting, with a strong track record hiring software engineers, ML engineers, or data engineers

• Have operated inside a high-growth startup — you know what urgency and quality both feel like

• Are an exceptional sourcer — you don't wait for inbound, you go and find the best people

• Can hold your own in a conversation with an engineer — you understand what they do and what they care about

• Are highly organised, data-driven, and able to manage multiple roles simultaneously without dropping the ball

• Care obsessively about candidate experience — you know every touchpoint is a signal

• Are direct, honest, and able to push back on hiring managers when needed