Polysense is closing its seed funding round and entering the most critical phase of its growth. We’ve been moving fast and the quality of every person who joins over the next two years will directly determine what this company becomes.
This is the role that shapes that. You are the gatekeeper. Not a coordinator. Not a scheduler. The person who finds exceptional talent, makes them want to join, and ensures that only the very best get through to our team.
If you've been waiting for a role where your judgment on people actually matters. This is it.
💼 What you’ll be doing
Hunt for exceptional people
Active outbound sourcing across technical and non-technical roles, from graduate hires to directors and VPs. You find the people who aren't looking, get them curious, and get them on a call. You don't wait for inbound to fill a pipeline.
Own the full recruiting process
You draft vacancies, challenge hiring managers on what they actually need, and define what good versus great looks like for every single role. The pipeline is yours from first contact through offer and onboarding. When something isn't working, you fix it.
Be the filter everyone counts on
Hiring managers at Polysense should only ever spend time with candidates who are genuinely worth it. That's on you. Sharp first-round interviews, honest assessment, the confidence to say no when a candidate isn't right, regardless of how long the role has been open.
Breathe our DNA and sell the company
The best candidates have options. After a first call with you, they shouldn't have any doubt about where they want to be. You understand what we're building, why it matters, and why right now is the most interesting time to join.
Build the way we recruit
Process ownership means more than executing. You'll shape how Polysense attracts and assesses talent. What works, what doesn't, and how to make it reliably excellent as the company keeps growing. You'll also develop the recruiting team alongside you.
💪 What you bring
We're not looking for someone who's placed a lot of people. We're looking for someone who has placed the right people and who knows the difference between good and great before a CV ever reaches a hiring manager.
You have a genuine eye for talent
You can tell within ten minutes of a first call whether someone is good or great. You've worked in environments where the bar was genuinely high — a top-tier agency known for exceptional placements, or a company where mediocre hiring simply wasn't tolerated — and that standard is now yours.
You’re a natural hunter
Cold outreach, passive candidates, building a pipeline from scratch: this is your comfort zone. You don't rely on inbound. You go and find the people who don't know yet that they should be talking to Polysense.
You own the process, not just the tasks
You're comfortable challenging a hiring manager on what they think they need. You design interview processes, build scorecards, and think about candidate experience as a competitive advantage. The process is better because you're in it.
You can sell the vision
The best candidates will have done their research on you before the call. They should come away from the conversation even more excited than they expected. You're a genuine ambassador: not because you're told to be, but because you believe in what we're building.
