Recruiter | Remote-Europe

Koinly helps crypto investors in 100+ countries make sense of their crypto taxes. That's a problem that didn't exist a decade ago and now matters to millions of investors, accountants, and everyone in between. We're a small bootstrapped team that has become a category leader, and so we're leveling up on our recruitment efforts.

We're looking for a recruiter who treats and loves recruitment like the craft it is: part marketing, part sales, part customer service, part brand. Someone who can own hiring end-to-end, work autonomously, and is comfortable making decisions with incomplete information, without hand-holding.

We’re a fully remote-first, async-first startup with product-market fit. We’re a bunch of curious go-getters, dead-set on solving hard problems with smart tools. No bloated hierarchies. No pointless meetings. Our team structure is flat and focussed and everyone plays a crucial role in Koinly’s success.

If you value autonomy, technical excellence, and clear communication over meetings and process complexity, Koinly is the place for you.

Read on for responsibilities, requirements, and who we are.

Role at a glance

• Mission of the role: bring Koinly the people who clear our high bar on both hard skills and soft skills, and ascertain team fit, owning the full journey from intake to offer, candidate experience to employer brand, and never trading quality for speed.

• Role type: In-house recruiter.

• Location: Remote, in Europe.

  • If you're outside of Europe, don't apply just yet! At this moment we have a hiring restriction for applications outside of Europe and as such, we won't review your application.

• Employment: B2B, full-time commitment.

• Experience level: 4+ years full-cycle recruiting in SaaS.

What you'll own

Your mission: bring Koinly the people who actually clear the bar, and our bar is high. We pride ourselves on technical rigor across both hard skills (can they do the job, well?) and soft skills (do they think clearly, communicate cleanly, work well with the team?). Candidate quality wins over speed every time.

You'll partner directly with the CEO and hiring managers to build out the team across Marketing, Product, Engineering, and wherever else we grow next. You'll own the full lifecycle, from intake to offer, and you'll set the bar for what a great candidate and hiring-team experience looks like at Koinly.

What you'll own across the hiring journey

• Brief and calibrate: Run sharp async intake conversations. Pressure-test what the hiring manager actually wants using sample candidates and reference job ads before we go to market. Shape the JD alongside them.

• Source. Inbound from day one; outbound for senior roles.

• Screen. CV review and first-round calls against a clear scoring rubric you've built for the role.

• Calibrate with the hiring team. Share screening feedback, gather theirs back, and tighten the search as the role evolves. Spot gaps either in sourcing, conversion, calibration, and fix them.

• Project management. Multiple roles, multiple stages, multiple stakeholders, all moving at once. You keep the trains running on time without making it everyone else's problem. Give the CEO and hiring managers regular, useful updates.

• Own the experience. You're often a candidate's first human contact with the Koinly brand, so make that count. Candidates should walk away respecting Koinly whether they get the offer or not. At the same time, hiring managers should feel supported in the process.

• Show up as the brand. The careers page, the job ads, your LinkedIn presence, the posts you write, any candidate-facing content → you make sure Koinly reads like a place ambitious people want to work. Employer brand isn't a side project; it's how candidates decide whether to open the email.

Who you are

You bring experience in fyll-cycle recruiting and enjoy the challenge of a tough search and recognise the impact great hiring has on our success. It's for a mid-to-senior recruiter who already knows the craft and wants to do their best work with high autonomy and high ownership.

• 4+ years full-cycle recruiting in SaaS. You've hired for SaaS companies before. You know the talent pool, the comp norms, the vocabulary, and what good looks like for SaaS shared engineers, PMs, marketers, and others.

• A driver, not a passenger. You take the wheel rather than wait for someone else to. You're comfortable with ambiguity, you make decisions with imperfect information, and you're fine making mistakes as long as you learn from them.

• You understand what recruitment actually is. Marketing, sales, customer service, branding, and project management too. You can switch between those hats fluidly to get the best result. Plus, you've run real hiring at scale through one and you're comfortable with the structured-data side of recruiting: pipelines, stages, reporting, the lot.

• Clear, direct communicator. Descriptive, contextual, and direct. Meaning, you give people enough information to act, and you don't bury the point. You give and receive feedback clearly, and you'd rather say the awkward thing than let it fester.

• Curious and commercially minded. You want to learn the "why" behind every hire: what the role does, why the business needs it now, how it fits into the broader picture. The best recruiters are the ones who get genuinely interested in the work they're hiring for.

• A relationship builder. Inside the company and out in the market. You build trust with hiring managers, you keep warm relationships with great candidates you can't place today (because tomorrow you might), and you treat people well even when there's no immediate transaction in it.

• Europe-based, fluent / C1+ English. You write and speak English at a level that represents the Koinly brand well to candidates anywhere in the world.

  • Note, if you're not in Europe, don't apply just yet!

What success looks like

• You ramped up fast. Within your first month you're running searches independently and you're producing strong shortlists across functions.

• You filled the hard ones. Senior and specialist roles that others would have considered stuck but you found a way through, whether through outbound, market mapping, or creative sourcing.

• The quality bar was held. The hires you made are still the right hires six months in. Few or no regretted ones.

• Hiring managers want to work with you. They bring you in early, take your feedback seriously, and trust you with more autonomy as the year goes on.

Ready to apply?

We've come this far on best-effort hiring. Help us go further. If this is your kind of role, send us a CV and a short note on a hire you're proud of.