Talent Acquisition Manager (all genders)

Role Summary

MISSION

Integral was founded in October 2024 by Lukas Zörner and Anil Can Baykal and is one of the fastest-growing startups in Germany. We are building the leading AI-native accounting, payroll and tax platform for European SMEs, starting with Germany. We are supported by General Catalyst, Cherry Ventures, Puzzle Ventures and entrepreneurs from all over Europe.

We are currently just over 50 people and are hiring in two very different markets. On the one hand, there are tax consultants, accountants and payroll accountants who are sought after nationwide and who are recruited from permanent positions. On the other hand, AI engineers, product builders and GTM profiles, which the strongest companies in Berlin are bidding for.

As a Talent Acquisition Manager, you take on some of these roles and accompany them from start to finish, from intake with the team to the signed commitment. You are the first hire in the talent team, so little has been decided so far and you can decide a lot yourself.

WHAT WE'RE NOT LOOKING FOR

• People waiting for a briefing before starting.
• Anyone who sees recruiting primarily as forwarding CVs.
• Anyone who does not contradict the hiring manager if the requirements profile does not fit the market.

Responsibilities

YOUR RESPONSIBILITY

• You are responsible for your own vacancies across the entire cycle: intake, sourcing, screening, interview loop, debrief, offer and closing.
• Active sourcing is a big part of the role. You identify the profiles we are looking for, speak to them directly and convince them to make a change that they hadn't thought about before. The research, longlists and approach are yours.
• On the inbound side, you are responsible for incoming applications, from screening to initial interviews to feedback. After any release, the most volume comes in the first few days, and those who respond quickly have the best conversations first.
• You work closely with the hiring managers: sharpen the requirements profile together before the first screening, determine evaluation criteria in advance, moderate debriefs. Where an interview loop can run better, you suggest and implement changes
• You determine how we measure recruiting. You help decide which numbers we need, collect them and report them regularly. If a search doesn't work, you let us know early on and can explain why.
• Our Ashby setup is yours for your roles, from pipeline maintenance to templates and interview guides to reporting.
• You keep the process at the pace we promise. We write in our advertisements for less than two weeks, and candidates rely on that.

Requirements

You don't have to bring all of it with you. The first three points are the most important.

• You recruited in-house throughout the entire cycle and finalized candidates yourself. If you came from an agency and then moved in-house, it works just as well.
• Business fluent German (C1+) and good English (B2+). Some of our candidates are exclusively German-speaking.
• You source yourself and can show us in conversation how you approach a difficult search: search logic, approach, and what comes back.
• You look at the numbers in your funnel and know where you have the most leverage.
• You work routinely with AI tools and use them to automate the recurring parts of your work.
• You write well. An initial approach that is answered by someone who is not currently looking, and rejections that result in candidates contacting us later.

THAT'S WHAT MAKES YOU DIFFERENT

• You have recruited across very different roles and move quickly between them. We have a search in payroll, one in AI engineering and one in sales in the same week, and all three need a different approach.
• You introduced structured hiring in a company that previously worked without it.
• You set up and maintained an ATS like Ashby or Greenhouse yourself.
• Experience in a fast-growing company between Seed and Series B.

PROCESS

We are moving quickly. For the right person, the entire process takes less than two weeks.

• Get to know us virtually
• Virtual technical discussion with our Chief of Staff
• 3.
• Invitation to our office: Case study on a real open role from us, plus get to know the team and product

Benefits

• Above average salary
• First hire in the talent team, with corresponding influence on how we hire in the future
• Direct line to the founders: no filter, no queue, no committee
• The best AI tools: Claude Max, Cursor, OpenAI, whatever comes out next week
• 28 vacation days per year, plus half days on December 24th and 31st
• Urban Sports Club membership, benefits in kind to over 200 partners or Germany ticket, your choice
• Modern equipment including MacBook
• Company pension scheme (bAV)
• Modern office in the heart of Berlin Prenzlauer Berg, right next to Mauerpark
• Weekly team lunches, office BBQs and a dinner budget for late evenings after 8pm
• A team of 50+ (and growing) ambitious, diverse people, 20%+ ex-founders, who learn and build together

Even if you don't cover every point, but the role and the environment appeal to you: apply. We value diversity and hire people based on their ability to perform a task. People of any origin, gender, gender identity, sexual orientation, religion, age, disability, political opinion or marital status are welcome at Integral.