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At Joko, we help consumers shop smarter. Our mission is to revolutionize shopping, empowering people to find what they need, make informed decisions, and save money.

Founded in Paris, Joko is a tech company and certified B Corp with over 90 talents across Paris, Barcelona, and New York (and beyond). More than 6 million users already save money every day at 10,000+ merchants with Joko.

From cashback and automatic coupons to price alerts and carbon tracking, we keep expanding our products to make shopping smarter. We’re now building an AI-powered shopping assistant to help users find the best products by price, quality, and impact.

Having reached profitability in our core market, we’re now scaling globally, with a strong focus on the US.

It’s still day 1, come build the future of shopping with us!

🧲 Our Talent Team

At Joko, hiring has been a founding obsession since day one. Our founders have always been convinced that you don't crack a market with a big team, you crack it with a small team of exceptional people. That bet has worked: we've grown to 4 million users and become one of France's most recognized shopping apps with just 30 people in the early years, and we've kept the same bar as we've scaled past 90.

The Talent team exists because we believe talent is the single biggest asset of a company, and that identifying, attracting, and closing the best profiles is a craft worth investing in seriously. We are constantly experimenting with state-of-the-art techniques, tools, and processes to find the people who will build the future of shopping with us.

Today, the Talent team sits within the broader People function, which also covers People Ops, People Business Partnering, and Workplace across France, Spain, and our growing international footprint into the US. We are a small team with a big scope, and we move fast.

✨ Why this role is special

Recruiting is Joko's #1 company objective, which makes this one of the most strategic seats in the company. Three things make it genuinely rare:

• The team is exceptionally involved in hiring. From ICs to managers to founders, recruiting is treated as a first-class responsibility, not something delegated to TA. You will work with hiring partners who actually show up, give sharp feedback, and care about the bar as much as you do.

• You will have the tools, and the budget, to be on the frontier. We already work with a modern stack (Ashby, Claude, Claap, and more), and we keep investing to stay among the most performant and modern TA setups out there. You will not be fighting for basic tooling, you will be deciding what comes next.

• You will live a genuinely unique scale moment. Going from 100 to 250 (and more) with a real international component (France, Spain, US, and more to come) is the kind of stretch most TA leaders only get to do once. You get to do it here, with a company that has already proven it can build a recognized product with a tiny team.

🎯 What you will do

As Head of Talent Acquisition, your mission is to build and lead the TA function that will take Joko from 100 to 250 people, with the bar, craft, and intentionality that have defined Joko's talent density since day one. You will report to Déborah (VP People) and partner closely with founders, hiring managers, and the broader People team.

• Build and shape the team around you: We have a clear direction (5 recruiters by end of year) and an open mind on what else belongs in the function, whether that's Talent Marketing, Talent Ops, or sourcing specialization. Part of your job will be to make the case for what the team needs to look like, and then to recruit, coach, and grow it.

• Define how Joko recruits: Inbound, outbound, RPO management, agency relationships, tooling (Ashby), and process are all yours. You will set the standards, not just execute against them.

• Build a global AI strategy for recruiting: The way recruiting is done is going to change drastically in the coming years, and likely the coming months. You will define and roll out Joko's AI strategy for TA: which parts of the funnel to automate, which tools to deploy, how to keep human judgment where it matters most, and how to turn AI into a real competitive advantage in how we source, screen, and close. You will own this end to end.

• Drive an international employer brand: We are not well known enough yet, and that is costing us. You will build an employer brand strategy that reflects who we actually are, starting in France, scaling very soon to Spain, and preparing for the US and other markets. You will partner with Marketing on execution and make the internal case for the resources it takes to do this properly.

• Recruit senior and critical roles yourself: You will stay close to the hardest hires. You know when to delegate and when to own the desk.

👀 Who we're looking for

• Experience: You have stood up a TA function before, or rebuilt one, and you have also worked somewhere with best-in-class standards. You can operate in both 0-to-1 mode and best-in-class mode, and you know when to switch.

• Coaching mindset: You know how to develop the resourcefulness and drive of the people you manage. You see growing recruiters as part of the job, not a tax on it.

• High-bar mindset: Joko's culture is built on talent density. Our hiring managers are involved, exacting, and not afraid to pass on a 90% candidate. You find that energizing, not frustrating.

• Strong sense of craft in TA: You know the difference between a recruiter who has relied on inbound for years and one who genuinely knows how to source. You’ve done both, and you know which approach each situation calls for.

• Curious and experimental about AI: You don't claim to have it all figured out, the field moves too fast for that. But you have hands-on experience deploying AI tools into a TA function, you have strong opinions formed from real attempts (and real failures), and you genuinely enjoy figuring out what works.

• International scope: Paris, Barcelona, New York, our footprint is growing. You are comfortable recruiting across geographies and building an EVP that resonates in more than one market.

• Education: No specific requirement. Track record matters more than credentials.

• Languages: You are fluent in French and English (our working languages). Spanish is a plus.

💎 Our perks

(Some of the benefits listed below are available to full-time positions only)

At Joko, we believe that flexibility and trust are essential. Our work environment reflects this through:

• Flexible remote : If you live in Paris, you can choose to work from our office or from home with no constraints. If you live elsewhere, we can provide access to a coworking space and a coworking budget.

• Work from anywhere : Want to spend a month in Italy while working? You can work from most countries in the world for up to 3 months per year.

On top of that, we offer plenty of perks:

• 💸 Top-market compensation

• 📈 Equity for everyone with the chance to own a piece of what you build

• 🤖 Half-day each week dedicated to leveling up with AI by exploring new tools, iterating hard, and sharpening your skills

• 🌴 Yearly offsite in amazing locations and budget for team-building events & monthly in-person gatherings

• 💪 Contribution to your ClassPass subscription

• 🍼 8-week leave paid 100% for the second parent

• …and much more, check the full list here!

🤝 Our hiring process

1. Intro call: Quick screening with the Hiring Manager or the Talent team.

2. Step 1 – Team interview (45 min): Conversation with two Joko team members (could include the Hiring Manager, people from the team you’d join, or colleagues from other teams).

3. Step 2 – Role-specific assessments

   • For non-tech roles: Take-home case study followed by a 45 min interview. We assess both your output and how you think in real time. The exercise will be relevant to the role (e.g. analysis, strategy, or process design).

   • For tech roles: Live technical interviews:

     • Coding interview + System design interview

     • For research internships, an additional round may involve analyzing and presenting a research paper

4. Step 3 – Leadership interview (45 min): Conversation with a SteerCo member and a Founder.

5. References: Up to 3 calls with former colleagues or managers.

☕ You may also be invited for coffee with team members to get a feel for our culture.