Candidate Experience Specialist

Viktor is the AI employee that lives in Slack and Microsoft Teams, connects to thousands of tools, and does the work: reports, dashboards, code, campaigns. Our mission is to give every company an AI employee.

The team is small. The scope is not.

You make sure every candidate who interviews at Viktor has a great experience. You schedule interviews, keep candidates updated, chase feedback and unblock next steps, so our hiring runs smoothly and fast. The standard is unreasonable hospitality.

We're hiring fast, and a lot of onsite final rounds are coming before the end of the year. A delightful process is a win even when we don't hire the person: hopefully they spread the word. Viktor already automates a lot of the admin, and at our pace it still needs an owner.

You report to Kacper Zambrzycki, who leads talent. Recruiters and hiring managers make the hiring decisions; you remove the avoidable delays around them.

Last-minute changes, conflicting calendars and busy interviewers who need chasing. You stay warm with candidates and persistent with the team, without letting accuracy slip.

• Schedule interviews and onsite days for several candidates at once: calendars, time zones, travel and candidate records.

• Keep every candidate updated, so they always know what happens next.

• Chase interviewers for feedback and unblock stalled steps.

• Run a short feedback survey after interviews and onsites, rejected and withdrawn candidates included, and fix what keeps coming up.

• You run scheduling, candidate updates and onsite logistics without the hiring manager chasing you.

• Candidate feedback is coming in, and recurring problems get fixed.

• Every active candidate has a clear next step and owner, and we can see where candidates wait.

• You anticipate what people need and handle problems with care.

• You keep details accurate while coordinating several people, and close loops without being chased.

• You write clear, warm English, and follow up with busy people directly and tactfully.

• You know what needs attention first, and when to escalate instead of sending another reminder.

• You handle other people's personal information with discretion.

Recruiting experience isn't required: evidence from work, study or volunteering counts. Executive assistants, office managers and people from sales or hospitality often have it.

• You wait for replies while a candidate is stuck, instead of finding another way or escalating.

• Sending the email feels like done, even if the candidate still doesn't know what's next.

• The same scheduling or record mistakes repeat, and you don't add checks to stop them.

• You've worked in recruiting before.

• You've used an applicant tracking system such as Ashby.

The candidate experience is yours to shape, process included. As you show impact, your ownership can grow into broader recruiting operations.

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.

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.

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.