About this role
About the role
Duvo helps large enterprises map, optimise and execute the long-running, messy operational work that runs across their systems: ERPs, portals, email, spreadsheets, calls. We sell into Heads of Operations, Supply Chain, Finance and IT at large retailers and FMCG brands. New deals land at €100k–€250k ARR and grow materially through expansion.
We're about to grow fast across engineering and go-to-market, and into new European markets, without lowering the bar. Agencies alone can't get us there. We're hiring a Talent Partner who goes out and finds the people themselves, owns a set of roles and EU markets end to end, and works with our hiring managers as a partner, not a scheduling desk.
You'll report to Marko, who leads talent at Duvo, and work directly with our founders and hiring managers.
What you'll do
Own your roles and markets. You'll take a portfolio of roles across engineering and GTM, plus the European markets we're pushing hardest into. Open the role, build the pipeline, run the process, close the offer. You're accountable for the hire landing, not for the funnel looking busy.
Source directly. Most of the people we want will never apply. You'll run outbound on LinkedIn and beyond, work referrals properly, and use AI to find candidates nobody else is talking to. When a role opens, you've got people on the phone that week.
Own the screen. Every candidate who reaches a hiring manager has been through you first. Strong screening calls, clear written notes, an honest pass or fail. You'd rather reject a maybe than waste a loop.
Partner with hiring managers. Agree the bar before the first CV, calibrate in writing, chase feedback until it lands, and push back when a process or a requirement doesn't make sense.
Keep the agencies honest. For your markets, brief agency partners properly, hold them to our bar, and cut the ones that send noise.
Run a tight, automated process. Scheduling, trial days, logistics, candidate comms. Nothing falls through the cracks, and anything you do twice gets automated. We build AI agents for a living and we run hiring the same way: Ashby underneath, AI across screening, research and interview prep, and agents handling scheduling and chasing. You'll use that system every day and help build the next parts of it.
Look after candidates. Everyone who talks to us knows where they stand, quickly, whether it's a yes or a no.
Who you are
- 3+ years in recruiting, in-house at a startup or scale-up or at a tech-focused agency, with full-cycle ownership.
- A real sourcer. You can show us pipelines you built from zero for hard roles, not just inbound you processed.
- Experience hiring engineers, plus comfort with commercial roles like AEs, partner managers or consultants.
- Experience hiring across European markets.
- Technically literate. You can read a GitHub profile, understand a stack and hold a credible first conversation with an engineer. You don't need to code, but you can't be bluffing in that call.
- A bar-raiser. You'll make the pass or fail call and stand behind it.
- Organised to a fault. A clean pipeline and an empty to-do list matter to you.
- You say it straight, to candidates, to hiring managers and to us.
- You already use AI tools in your day-to-day work and want to push that further.
Nice to have
- German or another European language.
- Hiring in AI or B2B SaaS.
- You've built recruiting automations yourself (Ashby automations, Zapier, agents, anything).
What we offer
- Competitive salary plus equity. We share comp ranges on the first call.
- Seed-stage company backed by Index Ventures ($15M seed), led by our founder and CEO Tom Cupr, who previously founded one of Europe's largest online grocery retailers.
- Real ownership of your markets, and a say in how the talent function is built.
- Remote-first across Europe, with quarterly offsites in Prague.
How we hire
- 30-min screen with Marko
- Working session: we give you a live Duvo role. You come back with the people you'd approach, the message you'd send, and your pass or fail calls on a set of real CVs, then walk Marko and one of our hiring managers through it
- Final conversations with our founders
We aim to close the loop in under 3 weeks.
We're a small team building something hard. If that sounds like the right kind of problem, we'd like to talk.