Founding Recruiter

The Role

You report to Max, our CEO, and you build the recruiting function from nothing: process, tooling, and in time your own team. Roughly twenty hires over the next eighteen months, across profiles that have almost nothing in common:

• Product engineers — senior, AI-native, building the platform from an empty repo

• Legal engineers — client-facing engineers, embedded inside law firms doing the mapping by hand

• Onboarding and delivery — the people who get a new firm live and make the change stick

• Client success, consultants, and support — the layer that keeps firms successful once they are live

• Company backbone — marketing, executive assistant, event planning, and recruiters

What the Work Actually Looks Like

• High-inbound roles: ~100 CVs on a heavy screening day (90 seconds each), up to 10 intro calls in a day, ~1 in 10 advancing with written reads attached

• Product engineering roles: almost no inbound, small pool, outbound sourcing required, one strong candidate can take weeks of effort

• Sourcing: mostly outbound and mostly yours, with LinkedIn Recruiter, Wellfound, and budget for other platforms. Ashby is our ATS and you own it.

• Weekly calibration: collect feedback, sharpen judgment, and own the outcome, not just the activity

The Hardest Part: Finding Engineers Nobody Else Can Find

Our one non-negotiable technical screen is AI-nativeness. It means engineers who build the system that builds the product, retiring classes of mistakes permanently. Fluency alone is a false signal — artifacts matter. Your job is to find these people in a small pool, mostly not looking, and get them to take a call with a company they’ve never heard of.

What We Need

• End-to-end ownership: run hiring loops yourself, from sourcing to offer

• Outbound sourcing that works: volume isn’t the skill, messaging is

• Speed and trial-and-error instinct: move fast, test approaches, don’t get precious about process

• Sharp judgment on people: read a CV and a 15-minute call and form a defensible point of view

• Strong written and spoken English: crisp write-ups, smooth interviews

• Startup DNA: thrive in ambiguity, flexible, energized by shifting priorities

• Ambition and trajectory: hungry to keep growing

Ideal Background

• 3+ years of recruiting or talent experience, preferably at a startup

• Evidence of going beyond expectations — excelling at university while running side projects, or building something independently

• Hiring across a range of roles rather than one narrow function

• Experience extracting and working with data from multiple systems (APIs, CRM, PM tools) is a plus

This Role Will NOT Be a Fit If

• You want a typical 9–5 job

• You want a slow, low-volume desk

• You need a playbook handed to you

• You avoid making calls

• You only want to source without running full loops

• You need a structured, predictable corporate environment

What You Get

• Stock options (4-year vest, 1-year cliff)

• A bonus you help design (~€20,000, scorecard built with Max in your first month)

• Fully remote, same band wherever you live, with quarterly in-person team meetups (Barcelona, Lisbon, Tokyo, London)

• Direct partnership with the founders

• Clear path to Head of Talent as Swans scales

• Real investment in growth: executive coaching, conferences, certifications, training ($200,000+ last year)

• Whatever hardware and tooling you need, AI usage included and uncapped

Our Mission

The legal industry is outdated, overpriced, and structurally closed to innovation. Low-income Americans get no legal help for 92% of civil legal problems that substantially affect them, and reform is blocked by laws prohibiting non-lawyers from owning or operating law firms.

By equipping law firms with cutting-edge technology and world-class operations, we intend to push the industry ten years forward and deliver faster, better, and more affordable legal services at scale.

Our Values

• Relentless Excellence: pursue mastery in every detail because success requires it

• Radical Integrity: transparency, honesty, and accountability because trust is essential

• Sincere Care: anticipate needs and act with empathy because genuine connection drives everything we build

Interview Process

1. Screening call (15 min) with Ana, Founder’s Associate

2. Intro call (30 min) with Max (CEO)

3. Working session (60 min) with Max and Martin (CTO) — shortlist CVs, written reads, mock intro call

4. Team conversations — casual chats with people you’d be hiring for

5. Founders conversation with Max and Martin — decision stage