We’re looking for a Recruiter who wants to do more than fill open roles — someone who’ll help us build a recruiting function from the ground up and bring in strong, motivated people who are genuinely “ours.”
About Comparus UA Comparus UA is the Ukrainian engineering team of Comparus GmbH (Hamburg), building fintech and enterprise software for the German cooperative banking sector. We’re a technical company with high hiring bars — and right now, recruiting is our biggest opportunity to level up.
The team you’ll join You’ll be part of our Admin Team, five people who keep the company running and growing:
HR
Finance Manager
Office Manager
PCCM (People Communications & Culture Manager)
This team owns everything people-related at Comparus UA — hiring, culture, people ops, day-to-day admin. It’s a small, hands-on group where everyone’s work is visible and everyone’s opinion matters.
Why this role is different Right now, our hiring runs through freelance recruiters. We’re bringing it in-house — and you’d be the one building it. That means:
You won’t just execute an existing process — you’ll design it.
You’ll partner directly with hiring managers as a peer, not an order-taker.
You’ll have real ownership over ~30—40 roles a year, mostly technical and engineering positions, some niche.
Your decisions about sourcing strategy, screening structure, and candidate experience will directly shape how Comparus UA grows.
If you’ve ever felt like recruiting could be so much better than how it’s usually done — this is your shot to prove it.
What you’ll do
Own the full recruitment cycle: briefing, sourcing, screening, interviews, offer.
Build and structure a proper recruiting process — not reinvent the wheel every time a new role opens.
Develop sourcing strategies: direct search, social media, niche platforms, referrals.
Run competency, behavioral, and case-based interviews — assessing motivation and soft/hard skills, not just checking boxes.
Coordinate the hiring process end-to-end: scheduling, feedback collection, final decisions with hiring managers.
Partner with hiring managers as an equal — shape candidate profiles, bring market insight, push back when it matters.
Coordinate freelance recruiters on specific vacancies when needed.
Care about candidate experience at every step, and help strengthen our employer brand along the way.
Track recruiting metrics and use them to actually improve the process, not just report on it.
Keep a healthy, active candidate pool for both high-volume and niche hiring needs.
What we’re looking for
3+ years of recruitment experience (agency or in-house).
Genuine comfort owning the full cycle — bonus points if you’ve built or improved a process before, not just worked inside one.
Self-organized, detail-oriented, and someone who actually likes structure.
Analytical mindset — you’re comfortable with metrics and drawing real conclusions from them.
Proactive, with the confidence to improve processes and defend your professional judgment.
Confident English
Nice to have
Experience with high-volume or niche hiring.
Curiosity about automation, AI, and experimenting with recruiting tools.
Experience mentoring others or contributing to HR projects.
Experience coordinating freelancers or external partners.
Compensation
Competitive base salary, benchmarked to the Ukrainian tech recruiting market.
Bonus per closed vacancy, paid in two parts: when the candidate starts, and again after they successfully complete onboarding — so the reward reflects a hire that actually sticks, not just a signed offer.
Bonus scales with vacancy complexity — senior and niche roles are worth more.
Your first 3 months
Month 1 — Get familiar with our culture, processes, and policies. Audit the current state of recruiting and documentation. Come back with a plan.
Month 2 — Take ownership of 2–3 live vacancies. Start putting your plan into action.
Month 3 — Scale up to a full portfolio. Roll out the process improve
