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

Construction 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 pr...

As our Senior Talent Acquisition Manager – Commercial, you make sure every seat in Sales, Customer Success and Marketing goes to someone exceptional. You report to Fritz Cramer, Co-CEO, and work closely with our VP Sales, Head of SC Sales, Head of Customer Success and Marketing Lead. That means real ownership: you s...

What you will achieve in your first 12 months

You hire 25 people across Account Executives, Customer Success and Inside Sales Managers, owning every process from intake to signed contract.
You build warm pipelines before roles open, so we hire through sourcing and referrals instead of agencies.
You turn every role into a clear scorecard and give hiring managers structured interviews they actually use.
You relaunch our referral programme and turn our team into our best talent scouts.
You make hiring measurable with a monthly dashboard on time-to-hire, conversion and source of hire.
A large part of your week is active sourcing and candidate conversations. If you prefer managing agencies, this role is not for you.
You run several commercial processes in parallel, with ambitious hiring managers who want great people fast.
There is no large TA team and no finished playbook. You build the processes while you hire.
You push back when a profile or a decision is not right. We want you to.

At least 4 years of recruiting experience, of which at least 2 years in-house at a high-growth B2B SaaS company, hiring SDRs and Account Executives.
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.
Proven sourcing skills: you have filled roles through direct outreach and can show what worked.
Structured assessment: you run scorecard-based interviews and can tell real sales talent from a good pitch.
Strong closing skills: you win top candidates against competing offers and counteroffers.
Strong stakeholder management: you advise hiring managers and challenge them when it matters.
Fluent German and English, written and spoken.
Hands-on experience with Ashby, LinkedIn Recruiter, Clay or Lusha.
You use AI tools and automation in sourcing and outreach.
Curiosity about construction or other traditional industries.