Remote (German business hours - CET), fixed 3‑month full‑time contract (freelance)
Take your time—quality of application beats speed
The application deadline is Friday 23 May 2025 — 9:00 PM CET. Every application received by the deadline will be read; we shortlist purely on the strength of your answers. There are no prizes for being first or for knowing someone at Secfix, so please don’t ping the founders, or our team members. We promise: if you make the shortlist you’ll hear from us the week of 2 June or before that.
We have one open recruiting role — this Technical Recruiter role. Apply only if your core craft is engineering hiring; we won’t reconsider you for another role.
CV pointers we’ve given past applicants:
We’ve screened hundreds of recruiter resumes. The patterns below often led us to pass—use them to sharpen your application:
1/ Resumes showed minimal experience as a Full Lifecycle Recruiter, recruiting for Software Engineering roles. We will only hire someone with deep SWE hiring experience.
2/ Role descriptions on resumes focusing on projects or leadership rather than delivery of hires for Engineering roles. Projects and leadership is great, but I needed to see the evidence of you doing the Recruiting and Sourcing hands-on work.
3/ Resumes showed no or minimal experience of hiring in a Product-led Engineering environment. As per the job description we were looking for SaaS experience ideally.
4/ Resumes had little or no reference to sourcing capabilities re this JD point "Demonstrated experience in creating innovative sourcing strategies"
5/ Resumes didn't articulate the impact that the applicant had in past roles. The JD stated "Data-driven mindset, able to optimize your workflows" and data can show this impact.
6/ Answers to the application questions. Each question had context provided or real meaning for us, beyond what we would see in your resume.
7/ Resumes had a general lack of specifics. "Recruited a variety of roles" doesn't tell the reader that you've handled Software Engineering recruiting. Likewise, a company name alone doesn't help the reader know it's Product led organization. On that last point, a little blurb about the company is really helpful for anyone reading the resume and helps them avoid mistakes by thinking that a company isn't from "X" sector.
The story—why this role exists
Secfix automates security compliance (ISO 27001, SOC 2, GDPR, TISAX) for Europe’s 1.78 M SMBs. In two years we went from zero to >$1 M ARR, grew from 3 founders to 20 teammates, and earned backing from Octopus Ventures, Neosfer (Commerzbank) and the founders of Signavio.
Our inbound interest is high. Until now the founders and hiring managers have juggled recruiting themselves—with help from a part‑time sourcer—while shipping product. To double engineering headcount by Q4 2025 and keep quality high, we need a specialist who lives and breathes technical recruiting for early stage product companies.
Why you should join Secfix
Your work will significantly impact our tech product used by CTOs, engineering teams, COOs and the whole team will celebrate your wins.
In comparison to many startups we are growing the team at a healthy rate and there is a balance between fast growth and maintaining our runway as we scale. Most of our costs are already covered by revenue.
If you love identifying top talent, thrive in fast-paced environments and want to work with a remote-first team shaping the future of compliance automation —keep reading.
We’re looking for a technical recruiter to help us scale our engineering team with top-tier candidates across Europe, India and Pakistan. Your focus will be sourcing, screening and guiding candidates through the early stages of our hiring funnel. You’ll work closely with our internal team (who owns role shaping, process and offer management) and use our ATS (Ashby) to keep everything structured and efficient.
About Secfix
We’re a remote-first, VC-backed startup scaling fast. Our mission is to simplify compliance and security for startups and SMEs in Europe. We care deeply about hiring high-performing people who share our values: speed, ownership, and curiosity. Our team is distributed across Europe, and we work together in a digital office to keep collaboration strong.
The role
Secfix is seeking a Recruiter with a proven track record of discovering and hiring amazing Engineering talent. In this role, you will own the end-to-end development and execution of recruitment strategies to find exceptional talent to fill critical product-minded Software Engineering roles.
Success in this role over the next 3 months is 3 accepted offers for high priority roles: Senior Backend Engineer (Java), Senior Backend Engineer (Golang), Senior Frontend Engineer (Angular).
You will achieve this by:
Crafting target prospect lists and talent maps across Europe, India & Pakistan.
Screen inbound applications for skill and culture fit.
Running high‑signal outreach, first‑round intro calls and structured scorecard feedback.
Source passive candidates for engineering roles across Europe, India and Pakistan.
Manage candidate progress in Ashby.
Communicate efficiently with our founders and hiring managers in Notion & Loom.
Share learnings from candidate conversations to help refine sourcing strategy.
Be our external brand ambassador: clear, kind, and responsive to candidates.
To be qualified for this role, you must have the following:
Proven track record as an expert “Engineering” Recruiter in a Product led, ideally early stage startup.
Experience working on Software Engineering hiring, ideally from within a SaaS company, is critical.
Experience structuring and improving the internal recruiting processes in ATS systems.
Data-driven mindset, able to optimize your workflows, automate the outreach.
Demonstrated experience in creating innovative sourcing strategies that differentiate the talent pipelines from the inbound attraction and referrals that we have traditionally used.
Excellent written and spoken English with knowledge of technical engineering terms.
If you need someone else to do any of the following, then this role is probably not for you:
Boolean search and talent mapping activities.
Review pipelines, calculate conversions and decide what to do to get to the right number of candidates.
High volumes of CV reviews, manual outreach and screening calls.
Prioritization of your workload.
You want lots of candidate contact after initial stages.
Benefits
100% remote work (±2h from Germany preferred)
Per-hire success bonus
Flexible independent contractor role
Potential opportunity for contract extension
Interview Process
We aim to invite successful applicants to interview within a week and provide detailed feedback to every candidate after the take-home task stage.
Applicants can expect the following:
Traditional intro call with a Secfix team member ~ 15-30 min
A take-home assignment that will ask you to create a hiring strategy for a role as well as an example of a tailored outreach to a specific candidate we will provide you
A deeper dive into your recruiting experience with Grigory (co-founder & CTO)
→ Offer
