Senior Talent Acquisition Manager – Commercial (f/m/d)

2 дн. назад

70k–90k EUR / годГерманияSeniorRemote

sourcingpipeline buildingcontract negotiation

Senior Talent Acquisition Manager responsible for hiring exceptional talent for Sales, Customer Success, and Marketing teams.

Construction is a €14 trillion industry that still runs on email, spreadsheets and scanned PDFs. is replacing that with AI. General contractors tender their projects on our platform to more than 250,000 subcontractors, and our agentic AI matches the right firms, flags anomalies in bids and benchmarks every price against 6.5 million data points from over €136 billion in processed bid volume. Every tender makes the AI smarter. The results are measurable: general contractors cut costs by around 6 %, subcontractors win 22 % more volume, and every new general contractor customer this year has chosen our AI product. Founded in Berlin in 2019 and backed by Cherry Ventures and Spark Capital with over €40 million raised, we are now scaling Sales, Customer Success and Marketing with that capital. That is where you come in.

As our Senior Talent Acquisition Manager – Commercial, you make sure every seat in Sales, Customer Success and Marketing goes to someone exceptional. You report to Fritz Cramer, Co-CEO, and work closely with our VP Sales, Head of SC Sales, Head of Customer Success and Marketing Lead. That means real ownership: you shape how hires, not just who .
A large part of your week is active sourcing and candidate conversations. If you prefer managing agencies, this role is not for you.
You run several commercial processes in parallel, with ambitious hiring managers who want great people fast.
There is no large TA team and no finished playbook. You build the processes while you hire.
You push back when a profile or a decision is not right. We want you to.

At least 4 years of recruiting experience, of which at least 2 years in-house at a high-growth B2B SaaS company, hiring SDRs and Account Executives.
A track record you can prove in numbers: hires made, time-to-hire and offer acceptance rate. You steer your pipeline by data, not gut feeling.
Proven sourcing skills: you have filled roles through direct outreach and can show what worked.
Structured assessment: you run scorecard-based interviews and can tell real sales talent from a good pitch.
Strong closing skills: you win top candidates against competing offers and counteroffers.
Strong stakeholder management: you advise hiring managers and challenge them when it matters.
Fluent German and English, written and spoken.

Salary: €70,000–90,000 gross base salary per year, depending on experience, plus a variable component of 25 % of your base salary at 100 % target achievement, tied to hires who successfully complete their probation period.
AI at the core: you work with Ashby, LinkedIn Recruiter, Clay and Lusha, and you have a budget to test new tools.
Learning budget for your professional development.
Time off: 25-30 vacation days per year.
Flexibility: fully remote within Germany or from our office in Berlin-Kreuzberg, with flexible hours.
A great team: open and international, with regular off-sites and team events.
Stability: permanent contract in a well-funded company.

Intro call with Vivien (People Lead), 30 minutes, video.
Career deep-dive with Fritz (Co-CEO) 30 minutes, video.
Live case study: together with two of our hiring managers (Basti, Kornelius or Caspar), you work through a sourcing case for a fictional SDR role, 60 minutes, preferably in our Berlin office.
References: with your consent only, we speak with 2–3 hiring managers you have recruited for in previous roles.
Offer.
From your first call to our decision, the process takes no longer than 3 weeks.
Your contact: Vivien Littmann, People Lead
We welcome applications from everyone who brings the skills for this role, regardless of background or circumstances. If you need any adjustments during the process, just let us know.

You hire 25 people across Account Executives, Customer Success and Inside Sales Managers, owning every process from intake to signed contract.
You build warm pipelines before roles open, so we hire through sourcing and referrals instead of agencies.
You turn every role into a clear scorecard and give hiring managers structured interviews they actually use.
You relaunch our referral programme and turn our team into our best talent scouts.
You make hiring measurable with a monthly dashboard on time-to-hire, conversion and source of hire.