Tech Recruiter

In short

If you're a tech recruiter who runs on direct search and uses AI tools as a daily multiplier, not a party trick, we'd love to talk. This is a full-time, internal role at intent: B2B contract, 8,000-14,000 PLN net depending on your experience, plus benefits, paid leave, and sick days. You'll own recruitment end-to-end, build a real bench across our key roles, and partner directly with the Head of People and CxO Team.

Why intent?

We've been designing and co-creating connected devices since 2008. Wearables, smart audio, health-tech hardware for clients like Oura, BOSE, and Neurable, backed by investors like a16z and Founders Fund. We're 60+ people, fully remote, and AI-native long before it became LinkedIn-cool. We're not a body-leasing agency: we build full teams and deliver products end-to-end with our clients.

Who this role is NOT for

If you wait for job boards to deliver candidates, this role will frustrate you. Direct search is how we hire here, that's where we expect our hires to come from, and we want to keep pushing that number up. If your toolkit is "post and pray", we're not a match.

If "AI for sourcing" still feels like a buzzword to you, also not a match. We expect you to use LLMs and automation in your daily workflow: writing search strings, screening profiles, drafting outreach, automating reporting, building small tools when nothing off-the-shelf does the job. Curiosity about new tools is part of the role, not a bonus.

Things also shift here: priorities move, briefs evolve, sometimes you reprioritize twice in a week. If you need fully predictable structure to do good work, we're not the right place. If you can stay calm and keep the pipeline clean through it, you'll do well.

What you'll do

• Own recruitment end-to-end across our key roles: Flutter, iOS, Android, Backend, Firmware, PM, QA, and beyond

• Run high-volume direct search as the dominant channel, not a backup plan

• Build and maintain a real bench of pre-vetted candidates per key role, so we hire from a position of choice, not pressure

• Use LLMs and AI tools daily: search strings, profile screening, outreach drafts, candidate summaries, reporting

• Automate what's worth automating: sourcing flows, reporting, candidate communication. Build small internal tools when it makes sense

• Select candidates by skills, red flags, and context fit, not just CV match

• Improve our process and decision-making to spot risk before someone burns out a team or a client

• Collaborate directly with hiring managers, PMs, and C-level

• Share insights with the team, raise the bar on how we use AI in recruitment