Founding Talent Acquisition Partner (m/f/d)

We're building the platform for creating consumer-facing AI voice agents. Phone calls have long had a bad reputation. All of us have been stuck in long waiting queues, dealt with unhelpful support agents, or listened to endless hold music. Even though voice is the most natural way to communicate, it has never scaled for businesses. We believe that every B2C company in the world - from energy providers, to telecoms, to insurances - will have AI voice agents that interact with their customers. The number of business-to-consumer conversations over the phone is going to explode in the coming years. As LLMs get better and better it will become an absolute no-brainer to use voice agents to provide consumers with a great experience. The opportunity is massive and we know we can win. about the role This is a high-ownership role for our first dedicated TA. You won't just fill open roles, you will build telli's hiring function from the ground up and own our ability to get A-players through the door across every team. The team we've built so far is exceptional, and we hire to a very high bar. This role is about scaling the team fast without dropping the bar. You partner directly with the founding team and hiring managers to set the strategy, build the process and playbook, and fill our open roles at the same time. You partner directly with the founding team and hiring managers. what you'll do build the hiring function from scratch: partner closely with leaders to define hiring strategy, workflows, sourcing playbooks own hiring end-to-end: source, screen, run debriefs, and drive the process toward the close build a steady top-of-funnel of A-players across roles through outbound, referrals, founder-network activation, communities, and events, all running in parallel keep a high offer-accept rate and a short, predictable time-to-offer without dropping the bar build real depth in technical hiring: calibrate with our engineering leads, screen credibly on technical signal, and pre-qualify before hiring managers see candidates own the external agency and recruiter channel actively: set a sharp brief, review candidate quality closely, give fast feedback, and cut what isn't working represent telli externally: for most candidates, you are their first impression of the company. treat every interaction as an opportunity and make the experience something they rave about your profile 3+ years TA experience in a fast-moving startup or scale-up you've built a function from zero a track record hiring strong candidates in competitive markets across engineering and commercial roles an active, warm network across the Berlin and EU startup and VC ecosystem that you can activate immediately hands-on with a modern ATS (Ashby a plus) and AI sourcing tools high agency: you move fast, take ownership, and spot role gaps before anyone asks high craft in communication: every candidate touchpoint reads like a founder wrote it data-driven: you track the funnel and use the data to fix what leaks a bar-raiser who has internalized "we only hire A-players, no exception" you may not make a good fit if… you are more excited about managing a large TA team than building the function from the ground up you prefer a remote-first environment you like to work on your own with minimum collaboration you want to work 9-5 perks competitive pay & equity access to any (AI) tool that makes you more productive gym / urban sports subscription relocation support if you don't live in Berlin Interested? If you want to help us build the future of AI voice technology, we’d love to hear from you! Reach out to Marco Ohde: Reach out to Marco Ohde: [email protected]