Senior Recruiter

Who you are

• 6+ years in HR, including at least 3 years of full-cycle recruiting for senior sales and technical roles and at least 2 years as an HR Business Partner or in a comparable generalist role
• Experience hiring in deep-tech, geospatial, climate tech or B2B SaaS
• Experience recruiting internationally across several countries and employment setups
• A track record of hiring in a fast-growing tech company or scale-up, ideally between 100 and 500 employees
• Advanced proficiency in LinkedIn Recruiter, including Boolean search and advanced filters
• Confidence to advise and, when needed, challenge senior leaders
• Strong prioritisation: you can run a busy pipeline and a sensitive ER case in the same week without dropping either
• Fluent in English
• Comfort with HR systems and data, for example Personio and an applicant tracking system is a plus
• Experience with compensation benchmarking or building interview frameworks from scratch is a plus
• Fluent in German is a plus

What the job involves

• As our Senior Recruiter (f/m/x), you will own how we find, assess and win talent. You'll run full-cycle hiring for senior technical and commercial roles across several countries, partner closely with C-level and hiring managers to define what great looks like before a role goes live, and build a recruiting process that is structured, fair and data-driven
• You'll actively source for the hardest-to-fill profiles, shape how LiveEO shows up as an employer, and close candidates with a compelling story about our mission
• Reporting directly to the Head of HR, you'll also have room to grow beyond recruiting, supporting managers and employees across the lifecycle, from onboarding and performance cycles to retention, and turning people data into clear recommendations
• This is a role for someone who wants real ownership and a visible impact on how a fast-growing deep-tech scale-up builds its team
• This role is a maternity leave cover and is offered on a fixed-term contract for 15 months
• Run full-cycle recruiting for senior, technical and commercial roles, from intake to signed offer, across the globe
• Lead intake meetings with hiring managers to sharpen role profiles, must-have criteria and interview plans before a role goes live
• Source actively for hard-to-fill profiles, rather than relying on inbound alone
• Run structured, fair interview processes: scorecards, calibrated interviewers and well-documented decisions
• Prepare and negotiate offers within our budget and close candidates with a clear story about the role and the company
• Own the candidate experience and our employer brand in the market, including job ads, LinkedIn presence and university or community partnerships where they pay off
• Track and report hiring metrics (time-to-hire, pipeline conversion, offer acceptance, quality of hire) and use them to improve the process
• Guide employees and managers through the full employee lifecycle, from onboarding preparation and goal settings till separation
• Drive our performance and feedback cycle in some departments, making sure reviews are completed well and outcomes are followed up
• Spot retention risks early, understand why people stay or leave, and act on it together with their managers
• Turn people data (attrition, engagement, performance) into clear recommendations for leadership