Head of Talent Acquisition

At Joko, we help consumers shop smarter. Our mission is to revolutionize shopping, empowering people to find what they need, make

informed decisions, and save money.

Founded in Paris, Joko is a tech company and certified B Corp with over 105 talents across Paris, Barcelona, and New York (and

beyond). More than 6 million users already save money every day at 10,000+ merchants with Joko.

From cashback and automatic coupons to price alerts and carbon tracking, we keep expanding our products to make shopping smarter.

We’re now building an AI-powered shopping assistant to help users find the best products by price, quality, and environmental

impact.

At Joko, hiring has been a founding obsession since day one. Our founders have always been convinced that you don't crack a market

with a big team, you crack it with a small team of exceptional people. That bet has worked: we've grown to 6 million users and

become one of France's most recognized shopping apps with just 30 people in the early years, and we've kept the same bar as we've

scaled past 100.

The Talent team exists because we believe talent is the single biggest asset of a company, and that identifying, attracting, and

closing the best profiles is a craft worth investing in seriously. We are constantly experimenting with state-of-the-art

techniques, tools, and processes to find the people who will build the future of shopping with us.

Today, the Talent team sits within the broader People function, which also covers People Ops, People Business Partnering, and

Workplace across France, Spain, and our growing international footprint into the US. We are a small team with a big scope, and we

move fast.

Recruiting is Joko's #1 company objective, which makes this one of the most strategic seats in the company. Three things make it

genuinely rare:

• The team is exceptionally involved in hiring. From ICs to managers to founders, recruiting is treated as a first-class

responsibility, not something delegated to TA. You will work with hiring partners who actually show up, give sharp feedback,

and care about the bar as much as you do.

• You will have the tools, and the budget, to be on the frontier. We already work with a modern stack (Ashby, Claude, Claap, and

more), and we keep investing to stay among the most performant and modern TA setups out there. You will not be fighting for

basic tooling, you will be deciding what comes next.

• You will live a genuinely unique scale moment. Going from 100 to 150 this year, and beyond that to 250, with a real

international component (France, Spain, US, and more to come) is the kind of stretch many TA leaders don’t often get to

experience. You get to do it here, with a company that has already proven it can build a recognized product with a tiny team.

To be concrete about what this looks like in practice: in year one, the job is to build the team — sourcing, hiring, and coaching

the TAMs who will power Joko's growth. The AI strategy, international employer brand, and long-term function design are the

horizon you are building toward. They are real, and you will own them fully. But the foundation comes first, and the foundation is

the team.

As Head of Talent Acquisition, your mission is to build and lead the TA function that will take Joko from ~105 people today to 150

by year-end and 250 and beyond, with the bar, craft, and intentionality that have defined Joko's talent density since day one. You

will report to Déborah (VP People) and partner closely with founders, hiring managers, and the broader People team.

• Build and own the TA team: The most important thing you will do, especially early on, is hire the recruiters who will hire

everyone else. We have a clear direction — 5 TAMs by end of year, with 2 ideally already in place before you join, plus a

Talent Marketing hire to raise the quality of our inbound. You will make the case for what else the function needs over time,

from sourcing specialization onward, and recruit, coach, and grow the team around you.

• Define how Joko recruits: Inbound, outbound, RPO management, agency relationships, tooling (Ashby), and process are all yours.

You will set the standards, not just execute against them — including upskilling hiring managers so the bar is applied

consistently across every panel.

• Recruit senior and critical roles yourself: You will stay close to the hardest hires. You know when to delegate and when to own

the desk.

• Build a global AI strategy for recruiting: The way recruiting is done is going to change drastically in the coming years, and

likely the coming months. You will define and roll out Joko's AI strategy for TA: which parts of the funnel to automate, which

tools to deploy, how to keep human judgment where it matters most, and how to turn AI into a real competitive advantage in how

we source, screen, and close. You will own this end to end.

• Drive an international employer brand: We are not well known enough yet, and that is costing us. You will build an employer

brand strategy that reflects who we actually are, starting in France, scaling very soon to Spain, and preparing for the US and

other markets. You will partner with Marketing on execution and make the internal case for the resources it takes to do this

properly.

• Experience: You have stood up a TA function before, or rebuilt one, and you have also worked somewhere with best-in-class

standards. You can operate in both 0-to-1 mode and best-in-class mode, and you know when to switch. The strongest candidate may

not have done "just" Talent — a track record that spans ops, consulting, or building things beyond recruiting is a real asset

here.

• Coaching mindset: You know how to develop the resourcefulness and drive of the people you manage. You see growing recruiters as

part of the job, not a tax on it.

• High-bar mindset: Joko's culture is built on talent density. Our hiring managers are involved, exacting, and not afraid to pass

on a 90% candidate. You find that energizing, not frustrating.

• Ops-oriented and performance-driven: You think in systems, not one-offs. You instrument the funnel, care about the numbers, and

build process that holds up as the team scales.

• Strong sense of craft in TA: You know the difference between a recruiter who has relied on inbound for years and one who

genuinely knows how to source. You’ve done both, and you know which approach each situation calls for.

• Curious and experimental about AI: You don't claim to have it all figured out, the field moves too fast for that. But you have

hands-on experience deploying AI tools into a TA function, you have strong opinions formed from real attempts (and real

failures), and you genuinely enjoy figuring out what works.

• International scope: Paris, Barcelona, New York, our footprint is growing. You are comfortable recruiting across geographies

and building an EVP that resonates in more than one market.

• Flexible remote : If you live in Paris, you can choose to work from our office or from home with no constraints. If you live

elsewhere, we can provide access to a coworking space and a coworking budget.

• Work from anywhere : Want to spend a month in Italy while working? You can work from most countries in the world for up to 3

months per year.

2. Step 1 – Team interview (45 min): Conversation with two Joko team members (could include the Hiring Manager, people from the

team you’d join, or colleagues from other teams).

3. Step 2 – Role-specific assessments

• For non-engineering roles: A take-home case study followed by a 45-min interview. We assess both your output and how you

think in real time. The exercise will be relevant to your role (e.g. analysis, strategy, or process design).

• For engineering roles: A 90-min live technical interview on CoderPad covering code understanding, review, system design, and

product thinking (with AI serving as a collaboration tool).