Senior Recruiter (m/f/d) Berlin | Hybrid · Permanent · Full-time

selectry GmbH · Berlin · Presencial · full_time · senior

Publicada el 2026-07-20

Descripción de la oferta

You don't need a perfect CV. You need the right skills.This is not a role that filters by job title or tenure. It filters by what you can actually do.We are looking for a recruiter who owns the full process — from the first Boolean search string to the signed offer, withouthand-holding, without process gaps, and without needing someone to define the search for them.Skills are the filter, not biography. If you can demonstrate the capabilities below, we want to hear from you, regardless of howyour career path looks on paper.About the RoleYou will be the driving force behind talent acquisition at a fast-growing, AI-powered HR Tech startup based in Berlin. This is aninternal recruiting role, not a staffing agency seat, not a volume-first environment.You will own the complete hiring funnel: sharpen the role before searching, build and execute sourcing strategies, conductstructured interviews, and manage stakeholders who need to be challenged, not just served.Roles are thought of in terms of skill requirements, not job titles. The result is precision instead of volume. That's the standardyou'll work within and the standard you'll be held to.What this role is not:A coordinator position waiting for candidates to come inA reactive sourcing seat with no strategic mandateA bureaucratic HR function with fixed playbooks and no autonomyWhat this role is:Full ownership of the recruiting process from identification to signed offerA strategic partner seat, you challenge requirements, you advise, you deliverA skill-first environment where your process quality matters more than your job title historyYour Skill MapCore Skills are the central, non-negotiable capabilities of the role. Extended Skills are desirable additional competencies thatstrengthen the profile but are not a knockout criterion.Core Skills - KO LevelThese are non-negotiable. If you cannot demonstrate these, this role is not a match.Full-Cycle Recruiting OwnershipYou independently drive the complete hiring process, from role clarification and sourcing strategy through structuredassessment to offer and close — without process gaps or handoffs mid-funnel.What we look for: You can describe a search you ran end-to-end, including how you aligned the hiring manager onrequirements before searching, how you structured the funnel, and how you navigated blockers.Active Sourcing via LinkedIn RecruiterYou can build and execute complex Boolean search strings from scratch, not just apply standard filters. You understandhow to construct multi-layer queries, use operators, and adapt strings to market signals.What we look for: You can write a Boolean string for a target role live, explain the logic behind it, and describe how you wouldadapt it if initial results are too narrow or too broad.Competency-Based InterviewingYou conduct structured interviews using a defined competency framework. Your candidate assessments are evidencebased, documented, and defensible, not impressionistic.What we look for: You can explain how you assess a specific competency in an interview, what question structure you use, andhow you document the evidence. You distinguish between self-reported claims and demonstrated behavior.Stakeholder AdvisoryYou challenge hiring managers when role definitions are unrealistic, market expectations are off, or process decisionscreate risk. You align before searching, not after.What we look for: You can describe a situation where you pushed back on a hiring manager's position and explain how youbuilt the case and navigated the outcome. Data-Driven RecruitingYou read, interpret, and act on funnel KPIs, time-to-hire, source-to-screen conversion, offer acceptance rates. You usedata to make process decisions, not just report them.What we look for: You can describe a recruiting funnel metric you tracked, how you interpreted it, and what process change itdrove.Language Skills — Non-Negotiable German at C2 / native-equivalent level, required for candidate conversations, stakeholder communication, and processdocumentation in a German-speaking context. English at C1+ level, required for written and verbal communication in aninternational team environment.AGG note: Both language requirements are professionally justified by the candidate-facing and client-facing nature of the roleStrong Skills - Valued, Not KOThese strengthen your application but will not exclude you if absent.Talent Pool Architecture: You systematically build, segment, and maintain candidate pipelines for recurring roles, not ad hoc listsAI & Tech Tool Affinity: You have hands-on experience with modern ATS systems and AI-assisted sourcing or matching toolsEmployer Branding Contribution: You can co-create job ad copy, LinkedIn content, or employer brand messaging, not just distribute itStartup / Scale-Up Navigation: You have delivered results in environments where process, structure, and resources were all still being builtWhat You'll Work WithAI-powered recruiting infrastructure: The team you'll join builds and operates its own recruiting tooling. You will use it daily.Modern ATS environment: Structured pipelines, documented stages, KPI tracking built inLinkedIn Recruiter: Including Recruiter Lite or full seat, depending on search volumeDirect collaboration with a small, senior team, no layers, short decision pathsA technology-first environment where manual workarounds are the exception, not the normThe operating model follows a clear sequence: first understand, then structure, then automate. Everyone working here works not in individual cases, but within a system.What's On OfferHybrid working model: Berlin base, flexible executionReal ownership: You design and run your own processes within a clear framework, no micromanagementDirect access to decision-makers: No approval chains for sourcing decisions or outreach copyGrowth context: You are part of building the internal recruiting capability, not maintaining a legacy setupPurpose-driven work: Recruiting done properly: structured, skill-based, documented, and fairCompensation: Salary is discussed transparently during the process, benchmarked against market data. No blanket figureswithout basis. If this is relevant for you upfront, mention it in your application, we'll address it directly.Our Hiring ProcessWe screen based on skills, not credentials. Here is what to expect:Application review: A person reads every application, no automated filteringShort intro call (20–30 min): Context, fit, mutual questionsSkills-based interview (60 min): Structured, competency-specific, with documented assessmentOptional: work sample or personality test: Role-relevant, time-boxed, focused on a real scenarioFinal conversation + decision: Transparent feedback regardless of outcomeWe aim to respond within 5 business days. If timelines shift, we communicate proactively.How to ApplyPlease send:Your CV or LinkedIn profileOptional: 2–3 bullet points on a recruiting challenge you solved, what the situation was, what you did, what the result wasHow to ApplyPlease send:• Your CV or LinkedIn profile• Optional: 2–3 bullet points on a recruiting challenge you solved — what the situation was, what you did, what the resultwasNot sure you meet every requirement? Tell us what you can demonstrate. We assess on evidence, not on completeness ofprofile.Find more English Speaking Jobs in Germany on Arbeitnow

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