Talent Acquisition Manager

Own and drive the full recruitment strategy across all departments, aligning hiring plans with JUST’s ambitious growth goals.

Manage the end-to-end hiring process, from partnering with hiring managers to define roles and scorecards, to sourcing, interviewing, closing candidates, and ensuring a smooth onboarding handoff.

Act as a strategic partner to leadership, providing market insights, guiding hiring decisions, and continuously improving the hiring experience for both candidates and internal teams.

Elevate our employer brand by creating and supporting initiatives that highlight JUST’s culture, values, and employee experience—online and offline.

Proactively source top talent using creative approaches and multiple channels (LinkedIn, job boards, referrals), building strong pipelines for current and future roles.

Monitor recruitment KPIs (e.g. time-to-hire, quality-of-hire, funnel conversion rates), share insights, and implement process improvements based on data.

Maintain and optimize our recruiting tools and processes, ensuring efficiency, scalability, and a consistent, high-quality experience for all stakeholders.

You’re energized by building from scratch or scaling systems that weren’t there before — and you see ambiguity as an opportunity, not a blocker.

You’re both a strategic thinker and a hands-on doer — just as comfortable aligning with leadership as you are jumping into sourcing mode.

You believe hiring is one of the most impactful levers for company success, and you’re passionate about finding people who raise the bar.

You’re a natural relationship-builder who knows how to earn trust, influence stakeholders, and make candidates feel truly seen and valued.

You’re obsessed with candidate experience, and believe it’s a reflection of the brand and culture, not just a hiring function.

You’re data-driven but not data-obsessed — you know which metrics matter and how to turn insights into action.

Prior experience as a Talent Acquisition Manager (or equivalent role) in a startup or scale-up environment, where speed, adaptability, and autonomy were key.

Previous experience recruiting technical roles, especially software engineers or product developers.

Track record of hiring go-to-market profiles such as sales, marketing, or customer success professionals.

an overview of your background (either a resume or a Linkedin profile)

a short note to tell us why we're a great fit for each other and how you envision your future @JUST

The Screening Interview: 30-minute video call usually with our COO to better understand where you at right now, how you project yourself in the future, and how it all relates to JUST’s path. It's also during this first step that we talk about your salary expectations.

The Who interview: A 45 minutes to 1 hour interview with members of the team related to he job you’d be applying for, to learn more about you as a person, your motivations, and your past experiences. Our goal is to understand who is applying to JUST.

The Focused interview : Our Focused Interview is your chance to showcase how well your skills, experience, and values align with the role. This interview takes a deeper dive into the specific outcomes and competencies we’re looking for, going beyond a traditional job description. You’ll meet with team members who want to understand (i) your technical and (ii) behavioral skills, as well as (iii) how you align with our company culture. It’s designed to ensure that both you and the position are the perfect fit for one another. Think of it as the final step in making sure this opportunity is the right one for you, and a chance to highlight what makes you the best choice.

Founder call: 30-minute discussion with one of JUST's founders around vision, mission, and culture.

Reference calls: Once we reach the founder call, we’ll get back to you asking for a couple of contacts to serve as references for JUST.