People & Talent Operations Specialist

DO YOUR LIFE’S BEST WORK WITH YOCTO 👇

• Keep warm talent pools for the roles we hire for most often, so we're not starting from zero every time a role opens.

• Source and screen candidates even when nothing is open, so we always have strong people to go back to when hiring picks up.

• Use LinkedIn for hiring — company page, job ads, search, and direct outreach. You know your way around LinkedIn Recruiter or similar search tools and use them daily.

• Write outreach that people actually want to reply to. Most recruiter messages get ignored for good reason.

• Look beyond LinkedIn too: communities, portfolios, referrals, and past applicants.

• Stay in touch with strong candidates we passed on, or who passed on us. A "no" today is often a "yes" in six months.

• Own the first screening stage for all roles — role fit, seniority, how clearly they communicate, and early red flags — so only strong candidates move forward.

• Send, coordinate, and review technical assessments together with the hiring team.

• Build role-specific interview questions, evaluation criteria, and test tasks that are realistic and actually predict how someone will perform in the job.

• Coordinate scheduling, interviews, and offer letters.

• Manage candidate stages, feedback, and documentation across our systems.

• Keep hiring data clean and reliable, and turn it into reports leadership can act on — time to hire, source of hire, conversion between stages, where candidates drop off.

• Write and continuously improve our standard job descriptions, so each one reflects what the role really is.

• Own how YOCTO looks to anyone who might work here: the careers site, our LinkedIn company page, job ads, and any other channel where candidates find us.

• Make sure our job ads sound like us — clear, direct, honest about the work — and not like every other agency ad.

• Build a steady stream of content that shows what working here is actually like: team stories, how we work, what people are building, new joiners, milestones. You plan it, you chase the material, you get it published.

• Treat candidate experience as part of the brand. Everyone gets a reply, everyone knows where they stand, and people leave the process thinking well of us — including the ones we don't hire.

• Watch how we're perceived and act on it: inbound applications, referrals, reply rates to outreach, reviews, and what candidates tell us.

• Build and improve onboarding for each role, so new hires ramp quickly and know what's expected of them early.

• Set clear checkpoints in the first weeks and months, and make sure managers hold up their side of them.

• Ask new joiners how onboarding actually went while it's still fresh, and fix what didn't work.

• Be the person the team comes to. Day-to-day questions about benefits, policies, time off, and perks get answered quickly and clearly.

• Check in with people regularly, not only when something has already gone wrong. You should know how the team is doing well before anyone hands in a resignation.

• Run simple, regular ways to hear what people think — short pulse surveys, one-to-ones, informal conversations — and close the loop on what comes back.

• Be the team's advocate with leadership. Bring up what people are struggling with, push for the fixes that matter, and be straight about it even when it's uncomfortable.

• Look after the things that make people feel seen — work anniversaries, promotions, recognition, team engagement, and internal community projects.

• Keep employee records, org charts, and personnel files accurate and up to date.

• Run a structured offboarding process, including exit conversations that get honest answers.

• Turn what you hear into actual changes, and spot patterns across exits.

• Make sure people leave on good terms. Former colleagues refer good people, and some of them come back.

• Experience: 3–4+ years in Talent Operations and People Operations, ideally somewhere fast-paced.

• Strong hands-on LinkedIn skills — recruiter search, job ads, outreach, and company page.

• Hands-on experience with Applicant Tracking Systems and CRMs (e.g. HeyReach, TeamTailor) and project management tools (e.g. ClickUp).

• A track record of proactive sourcing, building talent communities, and keeping pipelines warm.

• Able to build operational documentation, interview scorecards, and onboarding frameworks from scratch — nobody will hand you a template.

• Excellent written and spoken English. You'll be writing to candidates, to the team, and publicly on our behalf.

• A strict eye for data hygiene, organized records, and accurate metrics.

• Good judgement with sensitive conversations and confidential information. People need to trust you before they'll tell you anything useful.

• Experience in agencies, consulting, or fast-growing companies.

• Experience hiring for remote, international teams, and for email marketing or DTC agencies.

• Experience running employer branding or content on LinkedIn, not just job ads.

• Understanding of performance-driven, high-standards environments.

• Ability to handle sudden hiring pushes without letting the rest slip.

COMPENSATION & PERKS

• 22 days paid annual leave (21+1 birthday day), with clear expectations for being fully offline during time off.

• 7 paid sick days, plus additional paid leave for special circumstances.

• Comprehensive career growth package and guaranteed annual salary review based on regular performance evaluations.

• Annual budget for tools, courses, memberships, and professional growth.

• Remote & Flexible Working: We operate on CET with a required core availability window between 9:00 AM and 6:00 PM CET. We trust our team with high autonomy to manage their schedule and take full ownership of their deliverables.