ampere.cloud GmbHampere.cloud
Founder's Associate - Talent & Culture (m/f/d)
- Standort
- Berlin
- Remote
- Vor Ort
- Anstellungsart
- Vollzeit
- Erfahrung
- Senior
- Bereich
- Personalwesen
Anforderungen auf einen Blick
- Excellence (Erforderlich)
- AI daily use (Erforderlich)
- Automation literacy (Erforderlich)
- Sheets/Excel (Erforderlich)
- SQL basics (Wünschenswert)
- German C1+ (Erforderlich)
- English fluent (Erforderlich)
ErforderlichWünschenswert
Heute
Founder's Associate - Talent & Culture (m/f/d)
On-site
Berlin ,Berlin,Germany
People & Talent
Job description
We build the operating system for renewables: more than 10 GW across 8,000+ plants run on the Amperecloud Platform. Growing that requires energy expertise, and it requires exceptional people. Finding them, developing them and keeping them is what this role exists for.
As Founders Associate — Talent & Culture (m/f/d) you work directly with our founders. You work on who we hire, how we assess, how people grow, and the culture all of it runs on. Within your first year, the talent function becomes yours.
Lead: Frederik (CEO) & Florian Strunck (COO)
Contract type: Full-time, permanent
Start: November Location: Berlin
#The role
Think of it as the founders’ office with one clear spine: talent and culture. Two thirds of your time goes there. You drive searches end to end with the founders and help protect the hiring bar, founders included. You build and run our culture programs, feedback cycles and promotion rounds, and you keep our values a working standard that every interview and promotion actually scores against.
The other third is leverage for the founders: the strategic projects that have no department yet. The next planning cycle, an offsite that matters, a build-vs-buy question, the board update. You pick things up whole and put them down finished.
There is a People system in place: leveling, Berlin salary bands, structured interviews with an independent bar raiser. Keep what works, rebuild what doesn’t. It’s yours to shape.
#What you will do
Hiring: Full-cycle recruiting for few, senior, often technical roles. Outbound-first: you map markets and build pipelines from scratch rather than waiting for applications, and you run the culture screen as the first interview of every process.
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