Talent Acquisition Partner GTM

Job description

About Qevlar AI Qevlar is a B2B SaaS scale-up on a mission to boost the productivity of cybersecurity teams with Artificial Intelligence. We build an AI platform that transitions Security Operations Centers from reactive to proactive units through autonomous security alert investigations. In just three years, we have: Raised a total of $44m in series-A & seed rounds from EQT Ventures, Forgepoint Capital and Partech Deployed our solution with major Enterprises such as Sodexo and GlobalConnect, and leading MSSPs like Orange Cyberdefense Expanded to the US market with a growing North American presence Ended 2025 with a strong multi-million dollar ARR and ambitious goals for 2026 What will you do Own full-cycle recruiting for every GTM roles (BDR, Enterprise AE, RevOps…) across EMEA. Partner directly with the CRO, VP Sales EMEA and Global BDR Director to define hiring profiles, calibrate on what good looks like per role, and adjust as the market shifts. Build and run sourcing pipelines from scratch : boolean search strings, LinkedIn Recruiter, outbound to passive candidates. Run structured interview loops and write sharp, verdict-first executive summaries that hiring managers can act on without a follow-up call. Pitching to Founders : write the slack pitches that get a founder to say yes to a final-round candidate in “under five minutes”. Lead offer construction , comp benchmarking, and negotiation through to signature. Own candidate experience end to end: e very candidate gets a clear, fast, respectful process, including the ones we reject —> Every rejection cites a real, specific reason . Build and maintain the hiring dashboards leadership actually uses: time to fill, pipeline conversion, source effectiveness, segmented by role and region. Keep all candidate data handling GDPR-compliant by default, not as an afterthought. Who you are 3+ years recruiting GTM roles (BDR through Director-level) inside a B2B SaaS company, ideally Series-A to Series-C. You've recruited across EMEA and understand the practical differences: compensation expectations, notice periods, visa timing, market language. Strong sourcing instincts: you build your own boolean strings and don't wait for inbound to fill a pipeline. ATS fluency : any ATS experience is fine. We use Teamtailor. Comfortable working directly with C-level stakeholders on tight timelines and tighter feedback loops. A high bar for candidate experience, because how we reject people is as much a brand signal as how we hire them. Bias for speed without cutting corners: we move fast because the roles are urgent, not because the process is sloppy. Why join us Work on meaningful problems with real-world impact in cybersecurity. A high-impact role in a small, international, fast-moving team where your hires directly shape revenue. Full ownership of the GTM hiring function, with a clear path to scale it as the team grows. A company culture that values autonomy and creativity. Opportunity for equity and early ownership. Flexible on location: work from home, or join the team in our office in Paris' 9th arrondissement. If you want to build the commercial engine of a company already making noise in AI and security, we'd love to hear from you. Hiring process Intro Call Hiring Manager Interview Case Study Culture fit Reference check and Offer