Senior Talent Partner (Tech)

We recently closed our Series A — and we did it with a team of fewer than 20 people. That's not a footnote, it's the point. Every person at Secfix has punched well above their weight, taken ownership of outcomes far beyond their job title, and helped build something genuinely hard in a short amount of time.

That standard doesn't drop as we scale — if anything, it goes up. The next hires matter more, not less. Which is why we're investing in talent as a function for the first time, and why this role is so important to us.

We're not looking for someone to fill seats. We're looking for someone who cares about finding exceptional people, understands what high ownership looks like, and wants to work directly with me and the rest of the leadership team to shape the kind of company Secfix becomes. If that sounds like the kind of challenge you want, we'd love to talk.
- Grigory

Over 1.78 million SMBs in Europe need to comply with security frameworks — ISO 27001, GDPR, TISAX, SOC 2 — just to sell to enterprise customers. The process is manual, painful, and takes over a year. We automated it.

Our platform integrates with a company's full tech stack — AWS, Azure AD, Jira, GitLab, GCP, and more — automatically extracts compliance evidence, and guides teams to certification in weeks instead of months. Our fastest customer certified in 4 weeks instead of the industry-standard 12+ months.

We've raised €17M in total (€12M Series A), backed by Alstin Capital, Neosfer (Commerzbank), and Bayern Capital. We're on a profitable trajectory, growing fast, and building the team that will take us to European market leadership.

This space is not threatened by AI, it's amplified by it. Compliance requires deep domain expertise combined with automation. Our new AI product (CISO AI) is just getting started, and there's a huge amount of engineering work ahead: agentic workflows, intelligent evidence collection, context-aware policy generation, and more.

We're looking for a Talent Partner who thinks like a builder and operates like a founder. You won't just fill requisitions — you'll own the full recruiting engine: building pipelines from scratch, developing long-term relationships with candidates the way a great AE nurtures a sales pipeline, and relentlessly delivering on hard-to-fill technical and commercial roles.

You'll work closely with our founders and leadership team on every hire — this is not a role where you sit between the business and the candidates. You'll be in the room, shaping decisions, and representing Secfix at its best.

This role is ideal for someone who has thrived in a fast-moving startup environment or comes from a high-performance agency background where ownership, speed, and results are everything.

• Own end-to-end hiring for technical roles (engineering, product design) and commercial roles (AEs, BDRs, CX) simultaneously

• Build and continuously nurture talent pipelines — treating candidates like a long-term relationship, not a one-time transaction

• Track your pipeline with the discipline of a sales funnel — conversion rates, time-to-hire, drop-off points, pipeline coverage

• Partner directly with founders and hiring managers; be in the room, shape the brief, and push back when needed

• Source proactively — go beyond job boards to find people who aren't actively looking

• Automate and systematise your own processes — from pipeline tracking to outreach campaigns — so you can operate at scale without losing quality

• Monitor your own KPIs continuously: know when a sourcing campaign isn't converting, when to change a job title, when to rewrite requirements, when to pivot strategy

• Drive a structured, fast interview process that respects candidates' time

• Represent Secfix as a compelling employer brand at every touchpoint

• Contribute to employer branding & talent marketing initiatives to drive team growth

• 6+ years in recruiting, with hands-on experience hiring in the European market — you know the landscape, the talent pools, and how to compete for great people across time zones and cultures

• A clear track record hiring for Seed or Series A startups — you understand the pace, the scrappiness, and what it takes to attract top talent without a big brand name or a big budget

• Proven experience hiring for highly technical roles — you can hold a credible conversation with an engineer and you know the difference between Java and JavaScript, frontend and backend, infrastructure and application layer

• Comfortable hiring across both technical and commercial functions — you understand what makes a great AE or BDR just as well as a great engineer

• Background in SaaS or AI startups — you know these hiring markets, the profiles that thrive in them, and how to speak to candidates who have options

• A mindset that treats talent sourcing like a sales pipeline: consistent outreach, long-term nurturing, and a strong instinct for when to push and when to slow down

• High ownership — you set your own targets, flag blockers early, and find ways through

• Tenacious and resilient — you don't give up on a hard role or a great candidate just because they didn't reply the first time

• Data-informed: you know your numbers and use them to improve your process

• Agency recruiting background with a strong billing track record

• Experience with GTM hiring (SDRs, AEs, CS) across European markets

• Prior involvement in building recruiting processes or people ops from the ground up

• Exposure to employer branding, sourcing tooling, or recruitment marketing

Salary + equity, based on experience. The offered compensation depends on the individual's qualifications assessed during the interview process.

• Generous equity: Everyone is an owner.

• 26 days holiday + local public holidays

• Comprehensive health insurance

• €1,000 annual personal development budget

• Up-to-date AI tooling: Juicebox, Sales Navigator, WhisperFlow, Claude, Heyreach and more.

• Latest equipment: Top-spec MacBook from day one.

• Remote workspace & co-working budget:

• Team summits 1–2x per year - Recent ones: Costa Brava, Austrian Alps, Milan.

1. Intro Call: 30–45 mins with our current Talent Partners

2: Take-home exercise: A short, practical task relevant to the role

3: Present & deep-dive: with the talent partners and Founder(s)

4: Final Culture Chat: Meet our Founders one final time

We aim to invite you to a first conversation within a week and give feedback after every stage. If you make it to the take-home and don't get an offer, we'll tell you specifically what got in the way.

1. How we designed remote culture at Secfix

2. Thoughtful communication at Secfix

3. Building production-grade product with AI in 2026

4. Building what customers need, not what they ask for

5. Our zero-bug policy

6. Crafting quality that endures — Karri Saarinen