Our mission

The system is broken. Sales should be an art of relationship building and strategy, but it has become a bureaucratic science. Exceptional talents have been turned into accountants, drowning in administration, CRM, and reporting. At Modjo, we exist to break these chains and transform the B2B sales profession. If you want to build the product that will make salespeople invincible and redefine an industry: Welcome aboard.

Our culture

Raise the Bar (Excellence as a standard)

We care deeply about quality, in our product, our decisions, and the people we hire. We continuously challenge ourselves and each other to do better, think sharper, and aim higher. Excellence is not a one-off achievement; it’s a daily practice.

Team Spirit, with honest feedback

We believe great teams are built on trust, candor, and collaboration. Feedback is not optional: it’s how we grow. We care about working well together, helping each other progress, and addressing issues directly and constructively.

Sales First. Always.

Everything we build starts with the reality of sales teams in the field. We obsess over real user problems, not theoretical ones. Decisions are driven by impact for our users, because when salespeople win, we win.

Entrepreneurial mindset

We act like owners. We don’t wait for perfect conditions or detailed instructions to move forward. We take responsibility, spot opportunities, fix what’s broken, and build with pragmatism. Autonomy comes with accountability.

About the role

We’re looking for a Senior Talent Acquisition Manager to build and own Modjo’s recruiting engine.

This is a foundational hire: you’ll be our unique full-time recruiter, with full responsibility for attracting, assessing, and closing top talent across the company, from Sales to Product, Tech, Customer teams, and Ops.

Your mandate is clear: raise the bar on excellence, make hiring faster and more predictable, and create a recruiting experience that candidates genuinely respect.

Depending on priorities, you may also support a few People/Ops projects (process improvements, onboarding, internal rituals) but recruiting remains the core.

Your mission

1. Own hiring end-to-end across the company

- Run recruitments from kickoff to offer: defining the need, building the pipeline, interviewing, and closing

- Work hand-in-hand with hiring managers to clarify expectations and avoid “average” hiring decisions

- Ensure each process is structured, consistent, and aligned with our standards

2. Build a high-performing sourcing and attraction approach

- Proactively identify and reach out to strong profiles in competitive markets

- Build talent pools and long-term relationships with candidates we want to hire in the future

- Craft messaging and positioning that makes Modjo stand out (why this role, why now, why us)

- Develop playbooks by role type so we learn, repeat, and scale

3. Establish structured, objective hiring practices

- Create interview loops, scorecards, and evaluation frameworks tailored to each role category

- Help teams make decisions based on evidence rather than intuition

- Train and support interviewers to improve signal quality and alignment

4. Bring recruiting metrics and visibility

- Track key indicators (pipeline health, speed, conversion, offers, acceptance, sources)

- Identify where processes break and propose concrete improvements

- Provide leadership with clear visibility on hiring progress and bottlenecks

5. Reduce agency dependency, without lowering the bar

- Take ownership of roles previously run through agencies

- Build internal capability and confidence so we recruit more in-house

- Maintain excellence while improving cost efficiency over time

6. Use AI to raise the standard of recruiting

- Use AI tools to streamline workflows, accelerate sourcing, and improve candidate follow-up

- Experiment with better systems for writing, screening, and process management

- Be curious and pragmatic: AI is a tool to scale quality, not a shortcut

7. Contribute to People/Ops projects when needed (360 support)

- Support a few cross-functional initiatives when there’s a need (ex: onboarding, process documentation, internal coordination)

Success after 12 months means

- Recruiting is predictable: roles are filled faster and with stronger talent

- The company has a clear “bar” and consistent evaluation standards across teams

- External recruiting spend has dropped significantly because hiring is owned internally

- Managers see you as a strategic partner who improves decisions not just someone who schedules interviews

- Candidate experience is noticeably better: respectful, clear, and high-quality

- You’ve helped strengthen key People/Ops foundations when it mattered

Who you are

- You have 5+ years of recruiting experience (in-house and/or agency) and can run processes autonomously

- You’ve recruited for a variety of roles (commercial, customer-facing, product/tech, ops…) and you enjoy the variety

- You have a hunter mindset: you’re proactive, persistent, and good at convincing great people

- You know how to assess beyond CVs: skills, potential, and values alignment

- You care about rigor: structured interviews, clear feedback, objective scorecards

- You’re comfortable using data to improve outcomes and troubleshoot bottlenecks

- You’ve worked in fast-moving environments (startup/scale-up) where clarity and execution matter

- You’re perfectly fluent in French and English

- Bonus: you’re already using AI tools in your recruiting workflow, and you’re excited by what’s possible

Why this role matters

- Hiring is one of the most expensive and most decisive levers in a company.

- This role is about building the team that will build Modjo.

- If you want to do recruiting with impact, ownership, and excellence; this is a rare opportunity to shape how a company grows.

What we offer

- A foundational role in a fast-growing B2B SaaS company

- High ownership and direct access to leadership

- A culture that values clarity, rigor, and smart execution

- Package: 65K€ OTE (fixed + variable) depending on experience

- Based in our bright offices in Central Paris

Why join Modjo now?

- Modjo is entering a new phase of growth where hiring quality is everything

- The recruiting function is ready to be built, not inherited

- You’ll have real influence on the people we bring in, and how we do it

- You’ll help shape a company that aims for excellence, not just speed

Hiring process

- First call with our freelance TA

- Recruiting deep-dive + short practical case with Sarah, VP Ops and People

- Interviews with a couple of hiring managers / cross-functional stakeholders (VP Eng, VP sales)

- Final interview with Paul (CEO) + reference checks