Founding Recruiter

About Swans

Swans is revolutionizing law firms by transforming them from software-dependent to fully autonomous operational entities. We develop systems that execute legal workflows automatically rather than relying on manual software user input. Our clients are personal injury law firms in the US, dedicated to clients who have experienced injuries. The industry is burdened with high-volume, administrative tasks handled manually, often causing payment delays for claimants.

Our solution tackles significant challenges including handling disorganized data, fragmented legacy systems, long case durations awaiting responses from hospitals, insurers, and governmental bodies, and irreversible legal actions. Unlike most enterprise AI, which fails here, Swans provides bespoke workflows that now manage entire claims departments in client firms, reducing their workload by 30-50%. With clientele comprising law firms of over 500 staff, the company has secured seven-figure contracts, achieved profitability within two years, and benefits from investor backing.

Founded by Max Stulz (CEO), who previously transformed a struggling law firm into one with 15% profitability, and Martin Kravchenko (CTO), who led a law firm toward an anticipated nine-figure exit, Swans is now focused on creating and expanding its product team.

Role Overview

As Founding Recruiter, you will own all hiring responsibilities at Swans, building the recruitment process, sourcing tools, and your team from scratch. With the current team of about a dozen, the goal is to grow to 30+ employees by the end of 2027 across diverse functions including:

• Senior product engineers skilled in AI-native platform development
• Legal engineers who engage directly with law firms to map workflows
• Onboarding and delivery specialists to implement firm integrations
• Client success teams including consultants and support staff
• Corporate roles such as marketing, executive assistance, event planning, and eventually recruiting team members reporting to you

You will report directly to CEO Max Stulz and oversee all stages of recruitment from sourcing through to offer placement.

Recruitment Process & Workload

• High-volume screening: approximately 100 CVs can be reviewed on a busy day at about 90 seconds each
• Conduct up to 10 introductory interviews daily during peak times
• About one in ten candidates advance, requiring detailed evaluation notes and call recordings
• You will manage subsequent interviews and assessments for advanced candidates
• Sourcing is primarily outbound using platforms like LinkedIn Recruiter and Wellfound, alongside your budget for additional channels
• You will own the applicant tracking system (Ashby) and continuously refine processes based on feedback

Special Challenges

Finding AI-native product engineers who build the underlying infrastructure for intelligent systems is a demanding task, as these candidates are scarce and often not actively seeking new roles. Building credibility quickly with potential candidates by demonstrating understanding of the domain vocabulary is essential.

Candidate Profile

• Proven experience running full-cycle hiring processes independently, especially in fast-paced startup environments managing multiple roles simultaneously
• Demonstrated success in outbound sourcing of passive candidates with effective messaging
• Ability to work quickly, experiment methodically, and adapt recruitment strategies
• Strong evaluative judgment to interpret CVs and calls and make confident hiring decisions
• Excellent communication skills in written and spoken English with clear, concise candidate reports
• Agility and enthusiasm for working in ambiguous, shifting startup environments
• Ambition for fast personal growth and career development

Desired Background

• At least three years in recruiting or talent acquisition, preferably within startups, emphasizing rapid growth and varied hiring needs
• Clear evidence of initiative and self-driven achievement beyond formal responsibilities
• Experience recruiting diverse roles across functions rather than specialized in a single domain

Not Suitable For

• Those seeking a conventional 9-to-5 routine focused on activity over measurable outcomes
• Candidates desiring low-volume, slow-paced recruitment desks
• Applicants expecting pre-defined playbooks or focused recruiting on only one profile type
• Individuals reluctant to engage in direct calling or lacking confidence in making hiring decisions
• Recruiters wanting to perform only sourcing and hand off candidates without managing complete hiring cycles

Benefits and Compensation

• Base salary of €65,000 with a performance bonus potential up to €20,000, plus stock options vested over four years (with a one-year cliff)
• Consistent compensation regardless of location with fully remote work aligned with European hours and quarterly in-person team gatherings held worldwide
• Direct collaboration with founders influencing all major hires and shaping the recruiting team from scratch
• Clear advancement pathway to Head of Talent as the company grows
• Access to executive coaching, training, certifications, and conferences worth over $200,000 invested annually across the team
• Provision of necessary hardware, software, and unlimited AI tool usage

Company Mission and Values

Swans aims to modernize an outdated and exclusionary legal industry by applying innovative technology and refined operational practices that facilitate timely, affordable, and high-quality legal services for low-income Americans, who currently receive inadequate support in 92% of civil legal matters.

• Relentless Excellence: Commitment to mastery in all work aspects vital for client success and mission fulfillment
• Radical Integrity: Upholding transparency, honesty, and accountability as essential foundations
• Sincere Care: Acting with empathy and thoughtfulness to build genuine connections

Expectations

The recruitment bar is extremely high, especially for challenging roles where less than 0.5% of applicants meet the standards, and filling approximately twenty positions with such quality candidates is the core responsibility.