Founding Recruiter

You own hiring at Swans. We are a dozen people today and need to be thirty-plus by the end of 2027, across nearly every function we have. You will not be handed a pipeline or a playbook. Both are yours to build. - Compensation: €65,000 base, plus a performance bonus of up to €20,000, plus stock options on a 4-year vest with a 1-year cliff. Same band wherever you live. - Location: fully remote, with your day overlapping European hours enough to work closely with the team, with quarterly in-person team meetups. - Reports to: Max, our CEO. No layer in between. - Process: five stages, and we move fast. First call to offer inside two weeks. ABOUT SWANS Swans is turning a law firm from a firm that uses software into a firm whose operations run themselves. Not software people use to do the work: software that does the work. We sell to US personal-injury firms, the plaintiff side, representing people who have been injured. The work is high-volume, admin-heavy and almost entirely mechanical, and today it is done by hand at every firm in the country. A claim that stalls for four months is a real person not being paid. Two things make it hard. First, running a firm's daily operations means surviving messy data, disconnected legacy systems, cases that run for months waiting on hospitals, insurers and government offices, and actions that cannot be undone. That is where most enterprise AI fails. Second, making it work at every firm rather than one. Every firm does the same work differently, and the industry's only answer is to embed a forward-deployed engineer inside the customer to map it by hand. Palantir invented the role, and the frontier labs are now betting billions on it. We do that work by hand inside some of the largest PI firms in the US, and we are building the platform that makes it repeatable. Our custom work is already in production. At one client firm, our workflows now run the whole claims department, taking out an estimated 30-50% of its workload. We work with US personal-injury firms of 500+ staff, we are closing seven-figure contracts, and we are profitable inside our first two years. We are also investor-backed. Founders: Max Stulz (CEO), previously COO of a law firm he took from near-bankrupt to 15% profitability, and Martin Kravchenko (CTO), previously CTO and equity partner at a law firm now on track for a nine-figure exit in under three years. The business already works. What does not exist yet is the team that builds and delivers the product, and that is what you are here to hire. THE ROLE Roughly twenty hires over the next eighteen months, across profiles that have almost nothing in common: - Product engineers. Senior, AI-native, building the platform from an empty repo. - Legal engineers. Our client-facing engineers, embedded inside law firms doing the mapping by hand. Technical and genuinely sociable, a rare combination that is mostly not sitting on a job board. - Onboarding and delivery. The people who get a new firm live and make the change stick. - Client success, consultants and support. The layer that keeps firms successful once they are live. - The company backbone. Marketing, an executive assistant, event planning, and in time recruiters working for you. You report to Max, our CEO, and you build the recruiting function from nothing: process, tooling, and in time your own team. WHAT THE WORK ACTUALLY LOOKS LIKE So you can judge this now rather than in week two. On the high-inbound roles: - Roughly 100 CVs on a heavy screening day, at about 90 seconds each. That is two and a half hours. - Up to 10 intro calls in a day when a funnel is running hot. - Roughly 1 in 10 of those calls advances, with a written read attached: name, comp expectations, availability, location, the call recording, and your point of view. - Then the second and third interviews on the ones that advance, which are yours to run. Product engineering inverts all of it. Almost nothing useful arrives on its own, the pool is small, and one str…