Talent & People Lead (m/f/d)

About VIA HealthTech VIA turns a therapy session into a finished session note, and session notes into a complete psychological report. That is work which used to cost therapists hours every week. We are the market leading AI assistant for psychotherapists. Over 4,000 psychotherapists across the DACH region use VIA every day, and we process hundreds of thousands of sessions per month. We are ISO 27001:2022 certified and hold a BSI C5 attestation. We are a multidisciplinary team of 12 in Berlin-Mitte. Being the market leader in AI documentation is our starting position, not our goal. We are going much deeper, into the therapeutic process itself and into how a practice is run, with products that will be regulated as medical devices under EU MDR. The role We are 12 today and plan to roughly double in the next year, across engineering, our clinical team and go-to-market. We are bootstrapped. Every salary is paid from revenue, not from a funding round, and a wrong hire costs us a year we cannot buy back. We cannot afford that mistake, so we do not hire good. We hire exceptional. Today, hiring lands between three founder calendars that are already full, or with agencies. Both fill roles. Neither builds anything that stays. We would rather internalise it: one person who knows our bar, owns the whole pipeline and builds the people function around it. You are not joining an HR team. You are becoming it. Recruiting is the core of this role, and the measure in year one is simple: every role we open, filled on time with someone excellent, closed by you. Everything else in HR is yours to build lean behind that. What you'll own • The whole funnel, for every role. Briefing with the hiring founder, the job ad, sourcing, screening, interview loops, references, offer, close. You are the first conversation a candidate has with VIA, and the one who gets them over the line • Sourcing that does not wait for applications. The people we want are rarely looking. Outbound on LinkedIn and beyond, our network, the places where therapists, engineers and salespeople actually are. We use agencies today. After you, we do not • The bar. A process that reliably separates excellent from good: structured interviews, take-home challenges with the hiring team, scorecards, fast decisions. You say no to candidates the founders like, and you say it with reasons • Candidate experience. Answers within days, not weeks. Every candidate, hired or not, leaves with a better opinion of VIA than they came with • Onboarding. A new engineer ships on day two, a new Sales Manager runs their first demo in week one. You build the path from signed contract to productive, together with the hiring lead • A lean people function. Contracts, probation reviews, feedback and performance cycles, compensation bands and the tooling behind them. Founders' time out, structure in. Our ISO 27001 and C5 frameworks carry HR controls, from joiner and leaver processes to security training, and you own those with the Security & Compliance Lead (who may be one of your first hires) • The team as it doubles. Rituals, offsites, the things that keep a company twice this size feeling like the 12-person one that got here Your profile Must-have • A track record of closing hard roles yourself, in-house or at an agency, with numbers you can show: hires per year, time to hire, offer acceptance. Senior engineers and salespeople at minimum • Real sourcing craft. You find people who are not applying and get them to take the call • Judgement about people. You can tell exceptional from polished in a first conversation, and explain the difference • Closing instinct. You know what moves a candidate who holds three offers, and you negotiate for us without losing them • Builder mentality. Processes, templates and