Senior Talent Acquisition Partner
Own full-cycle recruitment for multiple priority roles in a fast-moving startup.
- Location
- Remote
- Type
- Full-time
- Experience
- 4+ years
About Clipster
Clipster is where brands and creators connect to turn views into profits.
Clippers (Creators) clip, remix, and post branded content on TikTok, YouTube, Instagram, X, and beyond — earning money for every view they deliver.
Brands get a significantly better influencer marketing experience thanks to scale, simplicity, and reliable performance tracking.
We started as an influencer marketing agency. While clients loved our results, delivering them was a pain. So we started automating everything we did — and it paid off.
2025 was a great year for us:
- We launched our platform in early 2025
- We grew our team to 35 members
- We scaled from 0 to more than 100,000 creators and paid out more than $5M to them
- We acquired more than 120 clients solely through word of mouth. Our growth has been 100% organic
- We ran campaigns for companies such as Telegram, UFC, Universal Music Group and artists such as Elton John, Ed Sheeran, Playboi Carti, and Kendrick Lamar
- We're profitable and have secured our first investor
About the role
This role is for someone who has been inside a fast-growing startup or scale-up before. You know what it's like when there are many roles open at once, priorities change quickly, hiring managers are busy, and the hiring process is still being built. You'll own recruitment for several priority roles from start to finish: intake, sourcing, screening, candidate management, feedback, and offers. This is not a role where you just post jobs and wait for applications. We need someone who can actively build pipelines, understand what good looks like, and keep the hiring process moving.
What you'll do
- Own full-cycle recruitment for multiple roles at the same time.
- Source candidates through LinkedIn, referrals, communities, talent mapping, and creative search.
- Work closely with founders and hiring managers to understand each role and define what we're really looking for.
- Turn unclear hiring needs into clear candidate profiles, search strategies, and screening questions.
- Screen candidates for role fit, motivation, communication, ownership, startup mindset, and compensation fit.
- Keep candidates updated and make sure the process moves quickly.
- Keep our ATS clean and organized.
- Improve job descriptions, outreach messages, scorecards, and interview feedback loops.
- Use recruiting data to understand what is working and where the process needs to improve.
What we're looking for
- 4+ years of experience in recruiting or Talent Acquisition.
- Experience in startups or scale-ups where the team was growing fast.
- Strong full-cycle recruitment experience, not just sourcing.
- Experience managing several open roles at the same time.
- Strong outbound sourcing skills, including LinkedIn Recruiter, Boolean search, competitor mapping, referrals, and creative sourcing.
- Experience hiring for marketing, growth, sales, partnerships, operations, leadership, or other non-technical roles in fast-growing companies.
- Good judgment when assessing candidates.
- Strong written English.
- High ownership, speed, and attention to detail.
- Comfortable working remotely with a fast-moving team.
- Comfortable using AI tools to improve sourcing, research, outreach, and recruiting operations.
Nice to have
- Experience hiring for commercial or go-to-market roles in startups.
- Experience recruiting people who are close to revenue, customers, partnerships, or business growth.
- Experience with Gem, Ashby, Greenhouse, Lever, Metaview, Notion, or similar tools.
- Experience hiring across different countries and remote-first teams.
- Experience helping build recruiting processes from scratch.
This role is probably not for you if
- Most of your experience is in large corporate recruiting teams with already-built processes.
- You mainly rely on inbound applications or agencies.
- You need very detailed instructions before you can start moving.
- You are not comfortable with changing priorities or unclear requirements.
- You see recruiting mostly as coordination rather than a role that directly shapes the team.
Benefits
Compensation, flexibility, and the kit you need to do your best work — wherever you are.
Competitive salary and equity
Compensation that reflects the impact you have, plus equity so you share in what we’re building.
Flexible time off
Take the time you need. We trust adults to manage their own energy, not a leave balance.
Remote-first
Work from wherever you’re most productive. We gather in person whenever it makes sense.
$1,000 home office bonus
A one-time setup stipend to build a workspace you’ll actually want to work from every day.
Annual education stipend
Books, courses, conferences — we invest in you sharpening your craft, on us.
Our culture
We've always strived to build a company we enjoy working for. Here's what that means for us:
- High-quality software. Clean code, polished features, software we're proud to ship. Everyone here cares deeply about their work.
- Low hierarchy, high collaboration. Open communication, zero red tape, and easy access to everyone in the team. We support, mentor, and uplift each other.
- Small team, high independence and ownership. 12 people in the tech team, so what you do matters. Lots of space to grow in responsibility and ownership.
- Fully remote, flexible, async. Work when and where you're most effective. Our core hours are 10am - 2pm UTC+2.
Next steps
- Apply for the role, and our recruiter will coordinate the screening interview.
- If there is a strong fit, the next step will be a practical role-play interview.
- After the role-play, the final step will be a founder interview.