Senior Talent Acquisition Manager – Tech (f/m/d)

About CosunoConstruction is a €14 trillion industry that still runs on email, spreadsheets and scanned PDFs. Cosuno is replacing that with AI. General contractors tender their projects on our platform to more than 250,000 subcontractors, and our agentic AI matches the right firms, flags anomalies in bids and benchmarks every price against 6.5 million data points from over €136 billion in processed bid volume. Every tender makes the AI smarter. The results are measurable: general contractors cut costs by around 6 %, subcontractors win 22 % more volume, and every new general contractor customer this year has chosen our AI product. Founded in Berlin in 2019 and backed by Cherry Ventures and Spark Capital with over €40 million raised, we are now scaling our Engineering, AI and Product teams with that capital. That is where you come in. Your missionAs our Senior Talent Acquisition Manager – Tech, you make sure every seat in Engineering and Product goes to someone exceptional. You report to Maximilian Seifert (CTO) and work closely with Carmen Pölking (Head of Product). Engineers trust you to tell them honestly what a role at Cosuno looks like, and our tech leads trust you to bring them people who raise the bar. What you will achieve in your first yearYou hire 25 people across Software Engineering, Product Management and Product Design, owning every process from intake to signed contract. You build warm pipelines of senior engineers before roles open, so we hire through sourcing and referrals instead of agencies. Together with our tech leads, you design structured, scorecard-based interview loops, from technical screening to final interview. You put Cosuno on the map in the Berlin and European tech community, through referrals, meetups and content with our engineers. You advise on levelling, compensation and market trends, so our offers win. You make hiring measurable with a monthly dashboard on time-to-hire, conversion and source of hire. What the job really looks likeThe best engineers rarely apply. Most of your hires come from your own outreach, so a large part of your week is sourcing and candidate conversations. You compete with big tech and AI companies for the same people, and you need a compelling story to win them. You talk shop with engineers. You do not need to code, but you understand what a TypeScript full-stack role or an ML engineering role really involves. There is no large TA team and no finished playbook. You build the processes while you hire. You push back when a profile, a process or a decision is not right. We want you to. What you bringAt least 4 years of recruiting experience, of which at least 2 years in-house at a high-growth tech company, hiring software engineers. A track record you can prove in numbers: hires made, time-to-hire and offer acceptance rate. You steer your pipeline by data, not gut feeling. Technical fluency: you understand modern tech stacks and roles (full-stack, backend, AI/ML, platform) well enough to assess candidates and challenge hiring managers. Proven technical sourcing skills across LinkedIn, GitHub and tech communities, including Boolean and X-ray searches. Structured assessment: you have built interview loops with engineering teams and keep them fair, fast and consistent. Strong closing skills: you win engineers against competing offers, including from big tech and AI companies. Fluent English, written and spoken. Nice to haveGerman language skills. Experience hiring AI/ML engineers. Experience with cross-border hiring in Europe, including Employer of Record set-ups. Hands-on experience with Ashby, LinkedIn Recruiter, Clay or Lusha. Curiosity about construction or other traditional industries. What we offerSalary: €70,000–90,000 gross base salary per year, depending on experience, plus a variable component of 25 % of your base salary at 100 % target achievement, tied to hires who successfully complete their probation period. AI at the core: you work with