Talent Partner (Part-time)

The Context

Banks still run their most critical, regulated work by hand; reading letters and emails, re-keying data between systems, chasing down missing info. It’s the kind of work that’s too important to get wrong and too tedious for anyone to want to do.

Porters fixes this. Our AI agents run these regulated processes end to end, with the audit trails and security banks actually require, so the work moves at the speed customers expect instead of the speed a backlog allows.

We’re just over a year old and already live with real customers, growing the product quickly, and were named Fintech of the Year 2026. The goal is to build the operating system for autonomous banking. We’re backed by Earlybird, one of Europe’s oldest venture firms, and Seedcamp, who wrote first checks into Revolut, Wise, and UiPath.

The Mission

You’ll own the outcomes. You’ll directly work with the founders to hire the best talent for the job. You’ll have the freedom to shape hiring culture at Porters, make the first call on who clears the bar, and carry each role through to an accepted offer. While the pipeline runs, you build a hiring process we can repeat and scale, and lay the groundwork for our people function. You stay a hands-on recruiter at heart while making hiring structured, measurable, and impactful.

This job is part-time (40–60% or 2-3 days per week). It’s remote within the EU, preferably in Barcelona (Spain). We’re open to employment or a freelance contract, no commission-basis.

Your responsibilities

Own roles end-to-end: Take each role from kick-off to accepted offer, covering sourcing and outreach, scheduling, first-round interviews and pipeline upkeep, and carry it all the way to a successful hire.

Build pipelines through active sourcing: Find and engage passive candidates across engineering and business roles, rather than relying on inbound applications, so hiring managers always have the right people to meet.

Set the first bar: Set the bar with the founders, screen candidates before they reach hiring managers and write clear, evidence-based evaluations that enable fast decisions.

Build a hiring process that scales: Shape the hiring process, including stages, scorecards and templates, and keep reporting up to date – exploiting what modern recruiting tools have to offer (Ashby, Juicebox, and more)

Wow our candidates: You enhance candidates’ experiences, you’re passionate to hire for Porters and engage people to feel the same. Write job ads, careers page content and LinkedIn posts that bring the right people to us. What would it take for a candidate to say “Porters made my day!”?

Your profile

Experience: Full-cycle recruiting, with a track record of hiring for tech in fast-paced startup or scale-up environments, in-house or agency. Fintech or VC-backed startup experience is a plus.

Sourcing strength: A hands-on recruiter who naturally builds pipelines through active sourcing, not only inbound.

Candidate assessment: Proven ability to give clear, evidence-based hire or no-hire calls and to write crisp candidate summaries for hiring managers.

Process and tools: Daily work in a modern ATS (Ashby, Greenhouse, Lever or similar) and sourcing tools. Experience setting up stages, scorecards or a hiring process from scratch is a plus.

Ownership: Self-driven and organised, you manage your own scope and deliver reliably without close supervision.

Communication: Fluent English and clear writing. German is a plus.

Going the extra mile: Be part of a high-growth phase, where we move fast and expect focused intensity. If you want to build something that matters with a team that ships, we are your people.

What We Offer

Ownership of how we hire and grow: Latitude to shape our hiring process and people function, with the trust to run it yourself.

Founder collaboration: Work directly with founders who have built and scaled fintech and analytics products before.

We win and lose together as a team: We expect people to leave their comfort zone on a daily basis, however, we work together as a team and support each other at any time.

Growth: A dedicated development budget, free to use for whatever gives you a level-up.

Culture: Strong focus on a healthy, high-performance team culture, ranging from regular team events and dinners to an inclusive, fast-paced team that grows together.