Talent Acquisition Partner
About Flexion
At Flexion, we're building the intelligence layer powering the next generation of humanoid robots. Our mission is to accelerate the transition from fragile prototypes to real-world humanoid deployment. We are founded by leading scientists in robot reinforcement learning (ex-Nvidia, ex-ETH Zürich), and backed by leading international VC firms. In just months, we’ve gone from our first line of code to deploying real humanoid capabilities.
The Role
We are looking for a Talent Acquisition Partner to own and scale our technical hiring engine. You will work closely with the founders and leadership to define role profiles, build high-caliber pipelines for niche robotics and engineering roles, and design and execute the recruiting processes that will support our next stages of growth. This is a highly crucial, hands-on role with real influence over how we build our team and culture.
Key Responsibilities
- Own and execute end-to-end recruitment for technical roles (core robotics engineering, control and motion systems, perception and sensing, and applied machine learning, among many more).
- Build in collaboration with the team the Flexion Employer Brand, and represent it both internally and externally
- Proactively source candidates through multiple channels (direct outreach, referrals, events, online platforms, and networks) and keep a steady flow of high-quality talent entering the pipeline.
- Conduct initial screening calls and interviews to assess skills, experience, and fit, and ensure the movement of candidates efficiently through each stage of the process.
- Coordinate and schedule interviews with hiring managers and panels, ensuring a smooth and timely process for both candidates and internal teams.
- Own offer processes end-to-end: prepare and present offers, handle negotiations, and close candidates.
- Keep the ATS and all recruiting tools up to date, ensuring accurate tracking of candidates, stages, and feedback.
- Work closely with HR/People operations to ensure a smooth handover from signed offer to onboarding, making sure no candidate “drops” in the transition.
- Prepare basic reports on pipeline health, time-to-hire, and process bottlenecks to keep stakeholders informed and aligned.
Requirements
- At least 3 years of experience in technical recruiting, with a strong focus on engineering, ML/AI, robotics, or other deep‑tech roles.
- Proven track record hiring hard‑to‑fill, highly specialized technical profiles.
- Excellent English communication skills (spoken and written), able to communicate credibly with senior engineers and researchers.
- Demonstrated success with proactive sourcing (not just inbound), including candidates from top universities, research labs, and high‑bar companies.
- Hands-on experience running end‑to‑end hiring processes independently: from intake and profile definition through to offer, negotiation, and closing.
- Ability to quickly understand and articulate complex technical problem spaces well enough to qualify candidates and build trust.
- Comfortable working in an early‑stage, fast‑moving environment with evolving structures and priorities.
- High ownership and execution mindset: you prioritize effectively, move searches forward without micromanagement, and handle hands‑on tasks like sourcing, scheduling, and follow‑ups.
- High integrity and discretion when handling sensitive candidate and compensation information.
- Strong stakeholder management skills and experience partnering with founders and senior leadership.
Bonus points from:
- Direct experience hiring for robotics.
- Experience working in early‑stage startups or high‑growth environments with limited existing process.
- Previous experience with Workable or a similar ATS.
Benefits
- Competitive compensation
- A front-row seat at one of Europe’s most ambitious robotics companies
- An energetic, collaborative team with a bias for action
- Significant ownership over how we build our hiring engine and technical talent brand
- Close collaboration with world-class robotics, ML, and software engineers, and direct influence on the composition of the core team