Talent & People Ops Lead in Eu

• Core
• Open role

Build Lucentive's hiring and people-ops from scratch.

You own the candidate's experience end to end, and what happens after they say yes: onboarding, the systems that track who works where, and people-ops once real headcount exists.

• Remote-first
• EU / CET overlap
• Contract or full-time
• Mission

What the role does and why it matters here.

Every role on this page eventually becomes a person who needs a process behind them: a pipeline that treats candidates the way the review promises, onboarding that doesn't waste their first month, and people-ops that keeps working once Lucentive is past a handful of employees.

You build that engine.

You own the candidate's experience end to end, from the read on their application to onboarding and the systems that track who works where.

Responsibilities

What you would own.

• Run the hiring pipeline
• Run the hiring pipeline for open roles across Lucentive: screening, scheduling, the written exchange this careers process is built around, and the offer.
• Own candidate experience
• Own candidate experience so every applicant, hired or not, gets a process that matches what the careers copy promises them.
• Design and run onboarding
• Design and run onboarding so a new hire's first weeks build real context instead of administrative friction.
• Build people-ops systems
• Build people-ops systems and records (who's employed under which entity, on what terms) that stay accurate as headcount grows.
• Partner on employment compliance
• Partner with Operations on the compliance side of employment: contracts, local requirements, and the paperwork that follows a hire.
• Improve the hiring engine
• Improve the hiring engine itself, the careers copy, the process, the criteria, based on what the pipeline actually shows you.
• How you think and work

Six traits the work demands.

Pedigree isn't the filter. Disposition is. The six traits below are what the work actually asks of you.

• 01 Agentic intuition - You read agents the way a manager reads a direct report: when to trust the output, when to interrupt the run, when to take the wheel back.

You know when an AI-assisted first pass on an application is enough to move a candidate forward and when the file needs a human read before anyone responds.

• 02 Critical thinking - Confident-sounding output gets the same scrutiny as anything else, your own work included.

You've turned down a candidate with an impressive resume because their actual answers did not support the claims on it.

• 03 Curiosity - You pull on threads.

You read outside the lane.

You follow a question past the first plausible answer.

You read past the answer a candidate gave to the question underneath it: why they actually left, why this role interests them now.

• 04 Agency - You move without being told.

You decide, ship, own the call.

No one has to write the playbook for you.

You've fixed a broken step in the hiring pipeline the day you found it instead of flagging it for a process review.

• 05 Systems thinking, long view - You see how the parts connect, and where this goes in three years.

You design onboarding knowing the tenth hire needs a system, not the personal attention the third hire got.

• 06 Leadership instinct - You orchestrate work across humans, agents, and stakeholders.

You switch register between a workspace ticket, an architect call, and a senior bank room in the same day without losing what you came in to say.

You make the candidate experience consistent across a screening call, a founder interview, and an offer negotiation without the process ever feeling like three different companies.

• Useful background
• You have run a hiring pipeline end to end (sourcing or intake through offer) for more than one role at a time.
• You write candidate communication that is direct and specific, not templated form-letter language.
• You have built or run onboarding that a new hire could actually follow without someone walking them through it live.
• You track people-ops details (contracts, entities, terms) accurately enough that nothing gets discovered wrong months later.
• You read a candidate's application or interview for judgment and evidence, not just keyword fit.
• You've built a hiring or people-ops function from close to scratch inside a small or fast-growing company.
• You've worked across multiple countries' employment requirements at once.
• You've improved a hiring process based on where candidates actually dropped off or where the process actually broke.

Pedigree in your exact field isn't the filter. The disposition above is.

Logistics

How the role is set up.

Location Remote-first. EU/CET overlap expected, Portugal hub available.

Engagement Contract or full-time.

Start Flexible, discussed in the written exchange.

Language English.

We look forward to hearing from you.

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