Founder Talent Acquisition

Who we are Hexa is a venture studio. Since 2011, we've built more than 60 companies, including 3 unicorns. Every year, our startup studio, Hexa Start, creates 12 companies from scratch, and our accelerator, Hexa Sprint, funds several dozen more. Each Start company begins with a CEO and a CTO we recruit ourselves: finding them is our core business. That's where you come in. 👀 The role Our partners bring the ideas. What turns an idea into a real company is the people who build it, so finding the right founders is Hexa's core business. That's your job: convincing aspiring founders to join us, walking them through a life-changing decision, and putting them in front of the right partner at the right time. Our marketing team builds and nurtures the reservoir of future founders. You turn it into a pipeline for each open role (say, a CTO for a cybersecurity project with experience in LLM-built attacks), run the search with the partner leading the project, assess, and close. Laure, your peer, does the same for each company's first employees. This is a senior individual contributor role. You'll need the business sense to read an idea and know what kind of founder it calls for, and a sharp eye for entrepreneurial profiles: you can tell a true entrepreneur from a strong manager, even when both look great on paper. What you'll actually do
• Source, hands-on: inbound comes first, but you roll up your sleeves and reach out to everyone who looks on track to start something, before anyone else does,
• Build a pipeline for every open founder role within two weeks, from your own sourcing, the marketing reservoir and our scoring agents,
• Own the founder scorecard with the partners and fine-tune it every quarter against real hiring outcomes,
• Interview, assess and close demanding, sometimes hesitant candidates, alongside partners and our CTO,
• Tell marketing and community what each search is missing, down to the event it needs,
• Act as product owner of our recruiting stack (Ashby, sourcing tools, AI agents), and call in agencies when a search runs short. What we're looking for
• 2 to 7 years in recruiting or talent acquisition, close to founders: fast-growing startup, VC fund, accelerator, studio, or founder and executive search
• You know what makes a strong founder, and you have examples rather than generalities
• A track record of closing senior or founder-level candidates, with numbers to back it
• You build trust fast, and you can challenge a candidate without putting them off
• You're as comfortable testing an agent or optimizing a workflow as building a relationship
• You have the standing to disagree with a partner, and the judgment to know when not to
• You are fluent in English and French Our recruitment process
• First call with Laure, Talent Partner
• Introduction call with our CEO, to deepdive on the role
• Case study on a live search: pipeline, gaps and your plan for the next two weeks
• Interviews with two partners
• References with hiring managers and candidates you've placed What's in it for you:
• Package: €62K to €68K gross/year (base salary of €52K–€57K + 20% annual profit sharing)
• Opportunity to invest in all Hexa portfolio startups at a (very) preferential rate
• Swile meal card
• 8 to 12 RTT days per year
• Flexible remote work policy (up to 2 days/week)
• Mobility budget: €500/year for green transportation (bike, metro, electric scooter)
• Health insurance with 50% coverage for you and your family
• 1% Holiday bonus
• MacBook laptop