(Junior) Tech Recruiter

About

Our Manifesto: End the gambling in tech recruiting. Let's be honest: The industry is broken. Most recruiters act like beggars: they spam hundreds of candidates, hope for a response, and pray the client accepts the CV. The result? Frustrated clients, annoyed talents, and a abysmal placement rate. -> At Recruitment Circle, we reject this model. -> We are not mail carriers. -> We are Delivery Engineers. -> We use data, psychology, and the toughest selection process on the market to make bad hires mathematically impossible.

Why we are unique If you work in Delivery with us, you'll have tools no one else has: • The 70% invitation rate: While the market is at 10-20%, 4 out of 5 candidates we submit are invited for an interview by top clients like Orcrist or FormlyAI. Why? Because we dig deeper. • Topgrading Mastery: We use the world's most validated interview methodology. You won't just learn to "read CVs," you'll learn to dissect biographies and separate A-players from bluffers. • The RC E-Learning Masterclass: You'll have access to our proprietary knowledge. We'll train you to be a high-performance recruiter who negotiates with CTOs and Practice Leads on equal footing. • Quality as identity: We identify with our work. When we fill a position, that person stays there and performs. That's our pride.

Responsibilities

Your Mission: The 12-Month Outcomes We measure success not by time at the desk, but by time-to-fill and the quality of deals. • Month 1: You've taken ownership of the lead for 1 key account and are managing processes independently. • Month 2: "Closing Time" – Your first independent placement is finalized. • Month 6 (Probationary Period Finale): You've generated €60,000 in revenue and developed 2 new projects/clients from your existing base through excellent account management. • Month 12: You're at €250,000 in annual revenue.

You are a rock in Delivery.

Requirements

Who you are (The A-Player Profile) We're not looking for "clerks." We're looking for high-performance headhunters. • Sourcing: You master LinkedIn Automation or Clay/Github/Stack Overflow as a lever to find passive talent that no one else reaches. • Topgrading Master: You have the courage to probe in interviews until true performance is established. • Status Authority: You speak with Practice Leads and C-Levels on equal footing. You are not a beggar, you are the expert. • Extreme Ownership: A difficult profile is not a reason to complain, but a challenge you win.

Benefits

Your Arsenal & Your Perks • High-End Tech Stack: We won't waste your time with manual searches. You'll use Recruit CRM, Apollo, Clay, Juicebox, and our own automation workflows. We build the machine, you operate the levers. • Aggressive Commission Model: In Delivery, you participate directly in success. 5% to 30% commission from the first euro. Those who deliver, earn (at least 100k OTE). • Seniors receive a fixed salary of 55-60k. • Hybrid Spirit in Berlin: The first 3-6 months, we'll be in the office together. We need the exchange, the joint brainstorming about profiles, and the energy when a deal is celebrated. After that: maximum flexibility. • Radical Candor & Teamship: We fight for each other. If a process gets stuck, we address it immediately – brutally honest, but always with the goal of making the team better. No politics. Only results.

"We don't build databases. We build careers and the market leaders of tomorrow."

We are "Matchmaker," meaning we are the neutral ground between celebrated unicorns, medium-sized companies, and established corporations where talent & companies find each other.