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

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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,

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Build a pipeline for every open founder role within two weeks, from your own sourcing, the marketing reservoir and our scoring agents,

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Own the founder scorecard with the partners and fine-tune it every quarter against real hiring outcomes,

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Interview, assess and close demanding, sometimes hesitant candidates, alongside partners and our CTO,

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Tell marketing and community what each search is missing, down to the event it needs,

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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

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2 to 7 years in recruiting or talent acquisition, close to founders: fast-growing startup, VC fund, accelerator, studio, or founder and executive search

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You know what makes a strong founder, and you have examples rather than generalities

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A track record of closing senior or founder-level candidates, with numbers to back it

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You build trust fast, and you can challenge a candidate without putting them off

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You're as comfortable testing an agent or optimizing a workflow as building a relationship

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You have the standing to disagree with a partner, and the judgment to know when not to

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You are fluent in English and French

Our recruitment process

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First call with Laure, Talent Partner

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Introduction call with our CEO, to deepdive on the role

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Case study on a live search: pipeline, gaps and your plan for the next two weeks

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Interviews with two partners

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References with hiring managers and candidates you've placed

What's in it for you:

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Package: €62K to €68K gross/year (base salary of €52K–€57K + 20% annual profit sharing)

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Opportunity to invest in all Hexa portfolio startups at a (very) preferential rate

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Swile meal card

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8 to 12 RTT days per year

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Flexible remote work policy (up to 2 days/week)

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Mobility budget: €500/year for green transportation (bike, metro, electric scooter)

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Health insurance with 50% coverage for you and your family

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1% Holiday bonus

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MacBook laptop

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