Founding Recruiter

Summary

🎯 You'll own Jitter's hiring engine end-to-end — sourcing, process, and closing — across every function as we scale

🤝 You'll partner closely with leadership team and hiring managers across the company, including founders

📍 Based in Paris (in-person)

🇬🇧 We're an international team and work in English

💰 80k-100k€ + equity

Jitter is a fast, simple, and collaborative motion design tool on the web. We help designers create beautiful animations for marketing videos, brand content, apps and websites — and collaborate easily with teammates, clients, and stakeholders.

With over 20,000 creative teams already using Jitter around the world, our next chapter is ambitious: to make motion a foundational layer of every design stack, by building the motion design operating system that will standardize and scale motion across every brand and campaign, from ideation to production, similar to how design systems transformed UI design.

To support this trajectory, we're looking for our first Founding Recruiter — someone senior enough to independently own our hiring roadmap and run searches across every level, from IC to leadership, without needing to be handed a fully-built process on day one.

✨ Our mission. Make motion design accessible to all designers and creative teams.

🔭 Our ambition. Become the leading platform to create animated content at scale.

You're a senior Talent Acquisition specialist with a track record of hiring strong profiles — including senior and leadership-level hires — in fast-growing tech/SaaS companies. You know how to build a hiring engine from a partial one, not just execute an existing playbook. You're comfortable being the most senior recruiting voice in the company for now, working directly with Ops and founders rather than inside a larger People team.

This is a Talent Acquisition-focused role:

• 5-8+ years of experience in Talent Acquisition, ideally with time in fast-growing tech/SaaS environments

• Proven ability to run and close searches for senior/leadership-level roles independently, not just IC volume hiring

• Strong instinct for building hiring process (structured interviews, scorecards, pipeline hygiene) rather than just executing one handed to you

• Comfortable partnering directly with founders on the highest-stakes searches

• Fluent in English (French is a plus)

• Curious, pragmatic, data-savvy — comfortable owning hiring metrics and reporting on them

You're joining as Jitter's first dedicated Talent Acquisition hire, with direct partnership with founders on leadership searches. Your mission: build and run a hiring engine that removes hiring velocity as the company's bottleneck.

• Own the hiring roadmap. Partner with function leads to translate headcount plans into an active, prioritized search pipeline — and keep it moving.

• Run searches end-to-end. Source, screen, and help close candidates across every level — from ICs to leadership seats (e.g., partnering directly with founders on searches like GTM Lead or Growth Lead).

• Build hiring process. Design structured interview loops and scorecards per role, coach hiring managers to run consistent, high-quality interviews, and continuously improve time-to-fill and offer-accept rate.

• Own hiring data. Track pipeline health, time-to-fill, and quality-of-hire signals across concurrent searches; flag risks early.

As Jitter's People function grows, this role is a natural path into broader People scope if that's a direction you want to grow into.

• Partnering with function leads to prioritize open roles and define what "great" looks like for each search

• Actively sourcing, screening, and moving candidates through the pipeline — including senior and leadership-level searches run directly alongside founders

• Building and refining interview scorecards and structured processes as you go, rather than inheriting a finished playbook

• Coaching hiring managers to run consistent, well-calibrated interviews

• Reporting on hiring metrics (time-to-fill, pipeline health, offer-accept rate) and using that data to keep the roadmap realistic

You'll be joining a fast-moving, experimental environment where it's safe to try, fail, learn, and build again. We're a small, ambitious, and kind team with a high talent density across disciplines, operating with the focus and output of a much larger company.

Our team brings strong creative convictions and deep experience from world-class institutions like Apple, Google, GoPro, Slack, Y Combinator, Stanford, Polytechnique, École Centrale, and more. Everyone at Jitter has real ownership, autonomy, and the freedom to shape how they work, what they build, and how they grow.

More specifically:

• Join a high-growth company at a defining moment. Jitter has strong product-market fit, a passionate global community, and an ambitious growth trajectory. You'll join early enough to shape how hiring scales, while building on real traction.

• Own something real, fast. This is a focused, high-leverage mandate — fix hiring velocity, Jitter's stated top bottleneck — with direct access to leadership and founders.

• Grow with the company. As Jitter's People function matures, there's a real path from Founding Recruiter into broader People scope, if and when that's the right move for you and for the company.

• Work from our studio in Le Marais, Paris — a space that's also a brand flagship and community hub for the creative community.

We are building a team of humble, inspiring, creative, smart people who enjoy building world-class products, learning, and growing together.

✨ Excellence. You care deeply about the quality of your work and always go the extra mile.

⚡ Energy. You're clear and engaging, and bring energy to the team.

🤝 Team play. You love to co-create, and you inspire others to grow.

🧭 Ownership. You're a self-starter who focuses on the most impactful work with an entrepreneurial spirit.

Diversity and inclusion are core to our culture. If you are a member of an underrepresented group in tech, we strongly encourage you to apply.

• Base salary: 80k-100k€

• Employee-friendly stock options / BSPCE

• 5 weeks of paid vacation

• Health insurance (for you and your family)

• Parental leave

• Office setup of your choice

• Regular team events and offsites

1. Phone screen – 45 min, remote

2. In-person interview – 1h, deep dive in track record and role's challenges

3. Business case – reviewed with leadership

4. Cultural fit interview – meet the team

5. Reference checks