Founder Talent Acquisition
Confirmed on the employer's own hiring board on Nov 10, 2026. First seen by Alion on Nov 5, 2026. HEXA scores A on the Alion truth index.
Who we are
Hexa is a venture studio. Since 2011, we've built more than 60 companies, including 3 unicorns. Every year, our startup studio, Hexa Start, creates 12 companies from scratch, and our accelerator, Hexa Sprint, funds several dozen more. Each Start company begins with a CEO and a CTO we recruit ourselves: finding them is our core business.
That's where you come in.
The role
Our partners bring the ideas. What turns an idea into a real company is the people who build it, so finding the right founders is Hexa's core business. That's your job: convincing aspiring founders to join us, walking them through a life-changing decision, and putting them in front of the right partner at the right time.
Our marketing team builds and nurtures the reservoir of future founders. You turn it into a pipeline for each open role (say, a CTO for a cybersecurity project with experience in LLM-built attacks), run the search with the partner leading the project, assess, and close. Laure, your peer, does the same for each company's first employees.
This is a senior individual contributor role. You'll need the business sense to read an idea and know what kind of founder it calls for, and a sharp eye for entrepreneurial profiles: you can tell a true entrepreneur from a strong manager, even when both look great on paper.
What you'll actually do
Source, hands-on: inbound comes first, but you roll up your sleeves and reach out to everyone who looks on track to start something, before anyone else does,
Build a pipeline for every open founder role within two weeks, from your own sourcing, the marketing reservoir and our scoring agents,
Own the founder scorecard with the partners and fine-tune it every quarter against real hiring outcomes,
Interview, assess and close demanding, sometimes hesitant candidates, alongside partners and our CTO,
Tell marketing and community what each search is missing, down to the event it needs,
Act as product owner of our recruiting stack (Ashby, sourcing tools, AI agents), and call in agencies when a search runs short.
What we're looking for
2 to 7 years in recruiting or talent acquisition, close to founders: fast-growing startup, VC fund, accelerator, studio, or founder and executive search
You know what makes a strong founder, and you have examples rather than generalities
A track record of closing senior or founder-level candidates, with numbers to back it
You build trust fast, and you can challenge a candidate without putting them off
You're as comfortable testing an agent or optimizing a workflow as building a relationship
You have the standing to disagree with a partner, and the judgment to know when not to
You are fluent in English and French
Our recruitment process
First call with Laure, Talent Partner
Introduction call with our CEO, to deepdive on the role
Case study on a live search: pipeline, gaps and your plan for the next two weeks
Interviews with two partners
References with hiring managers and candidates you've placed
What's in it for you:
Package: €62K to €68K gross/year (base salary of €52K-€57K + 20% annual profit sharing)
Opportunity to invest in all Hexa portfolio startups at a (very) preferential rate
Swile meal card
8 to 12 RTT days per year
Flexible remote work policy (up to 2 days/week)
Mobility budget: €500/year for green transportation (bike, metro, electric scooter)
Health insurance with 50% coverage for you and your family
1% Holiday bonus
MacBook laptop