Recruiter (Tech)

About Viktor

Viktor is the AI teammate. He lives in Slack and Microsoft Teams, connects to thousands of tools, and does real work for real companies: finance, marketing, ops, engineering. We're building the product that replaces half the SaaS stack.

The team is small. The scope is not.

The Short Version

You run the first conversation with the engineers, product people and designers who want to join Viktor. You read inbound applications, pick who is worth a call, screen them, and hand the hiring manager a clear recommendation: the evidence, and what still needs checking. It's a junior-to-mid seat with a lot of calls, and a fast way to learn how strong technical teams hire.

What's Actually Going On Here

Engineering, product and design hiring roughly doubles from this quarter to next, and most of it starts as inbound. Our recruiters can't talk to everyone worth talking to. You take the inbound queue for the roles you're assigned and keep every candidate in it moving.

You report to Kacper Zambrzycki, who leads talent, and work day to day with our recruiters and hiring managers. As your judgment grows, so does your share of individual searches.

What You'll Actually Do

• Review inbound applications for your roles and pick the people worth a first conversation.

• Run first-round screens across engineering, product and design. Explain the role, get specific about what the person actually did, and make the opportunity relevant to them.

• Write recommendations backed by evidence, including what you couldn't assess and what an engineer should test next.

• Keep notes and next steps current, follow up on every commitment, and escalate any candidate who is stuck.

• Source by hand when a pipeline runs thin or a search needs extra help.

How You'll Know It's Working

• Hiring managers act on your recommendations because the evidence holds up.

• Candidates leave a first call understanding the role and Viktor, whatever the outcome.

• Nobody waits on you. Notes are written, next steps are booked, and follow-ups go out when you said they would.

• Each month you run more of a search on your own.

There's no call quota or hire target. The quality of your calls and your follow-through is the measure.

Who You Are

• Technically fluent. You can explain what a platform engineer or an agent harness engineer does, follow an engineer walking through their work, and ask the useful next question. You don't need to code. You read a CV for what the person built, and you know when to ask an engineer.

• Good on calls. You listen, get specific, and make the role relevant to the person in front of you.

• Reliable under volume. A busy queue, back-to-back screens, notes and follow-ups, all without anyone chasing you. When something slips, you recover it and change how you work.

• A fast learner. You pick up a new role's requirements quickly, apply feedback the same day, and ask an engineer before you guess.

• Fluent English.

• Based in Warsaw (or ready to relocate), working onsite.

You might be a delivery-focused agency recruiter with real screening volume, an early-career in-house technical recruiter, or earlier in your career with the judgment and follow-through above. Background matters less than how you run a conversation.

Probably Not a Fit If

• A big-name employer, a keyword or a confident answer is enough for you to call someone strong.

• You'd rather make a technical call than say you can't assess it.

• Follow-ups slip and next steps stay vague, and feedback doesn't change that.

Even Better If

• You've sourced technical candidates yourself and enjoy it.

• You already use AI to cut your own admin.

How we work

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.

Why Viktor

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.

Compensation

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.