Founder Talent Acquisition

01Who 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. 👀

02The 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.

03What 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.

04What 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

05Our 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

06What'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

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