People & Talent Lead

Remote from France or Germany · Full-time

Become Kestra’s first dedicated People hire. Help us grow from 50 to 100 people over the next 12 to 18 months, and strengthen the foundations that help a distributed team work well together.

You will own recruitment and People operations, working directly with the founders and hiring managers. This is a hands-on role with room to shape the function as we grow.

Reporting to: Emmanuel (CEO) and Ludovic (CTO), our co-founders
Working language: English

Why Kestra

Orchestrate everything, everywhere. From one control plane.

Data, infrastructure, business processes and AI agents. Build, run and govern them all, in the cloud or on your own servers. AI agents follow the same rules as everything else.

We believe orchestration is becoming a shared layer of enterprise architecture: the layer that coordinates what runs across tools, teams and environments. Kestra is building that foundation as an open-source platform, giving enterprises a common way to manage increasingly complex automation.

Founded in France, we are growing our enterprise business in Europe and the United States. In March 2026, we raised a $25M Series A led by RTP Global, with Alven, ISAI and Axeleo. Teams at JPMorgan Chase, Apple, TotalEnergies, Crédit Agricole, Leroy Merlin, Bloomberg and Deutsche Telekom run Kestra in production.

The opportunity

Our next stage depends on bringing in the right people and helping them succeed. We are hiring across Sales, Engineering, Product, Marketing and Customer Operations, with substantial growth planned across functions and all the regions where we operate.

You will bring dedicated People and Talent leadership to an established organisation, working with the founders, hiring managers and the Administration, Workplace Operations and Finance teams that already support our People processes.

With colleagues across more than ten countries and many recent joiners, the work goes beyond hiring. People need a good start, clear expectations and connections across teams. You will help make that experience consistent as we grow.

What you will own

• Recruitment from sourcing to signed offer. Find and engage candidates, run initial conversations, coordinate focused interview processes and keep the ATS reliable. Work with the founders and leaders across functions to prioritise roles and help hiring managers make well-supported decisions.

• People operations across countries. Work with our Administration, Workplace Operations and Finance teams to coordinate contracts, payroll partners, EOR providers, benefits, time off and employee requests. Keep records and deadlines clear, and work with local providers and advisers on employment requirements.

• Onboarding that gets people started well. Make the practical setup smooth and help managers give new joiners clear expectations, useful context and the right relationships from day one.

• Compensation and performance processes. Develop the framework with the founders, then run the cycles: salary reviews, levels, performance reviews and equity administration, including BSPCE where applicable.

• How we work as a distributed team. Organise all-hands and the company offsite, strengthen internal communication and build routines that help people collaborate across locations.

• A clear view of progress. Give the founders useful information on hiring, headcount and employment costs. Use it to identify bottlenecks and decide what needs attention.

What you bring

• Experience combining People and Talent in a growing company. You have worked through a period of significant hiring and know which processes become necessary as a team grows.

• Recruitment experience you have built yourself. You have sourced candidates, assessed them with hiring managers and closed offers. You can explain the difficult searches, the hires that worked and what you learned from those that did not.

• Experience recruiting across functions. You have hired technical and business profiles, understand how to adapt your approach to different roles and markets, and work with managers to assess evidence of performance beyond a convincing interview.

• Practical knowledge of international employment. You have worked with EOR providers, payroll partners and local advisers, and know when a situation needs specialist input.

• Strong operational judgment. You are comfortable in an ATS, HRIS and payroll platforms, handle sensitive information carefully and follow through on details.

• The ability to build and operate. You can introduce a useful process, run it yourself and improve it without adding unnecessary complexity.

• Fluent professional English. French or German is useful for working with local employees and providers.

Experience in developer tools or open source, a background in operations or consulting, or experience supporting US employment from Europe would be valuable.

How you will work

You will build on an established organisation, supported by the Administration, Workplace Operations and Finance teams that already carry our People processes. Your role is to bring dedicated expertise, coordinate this work and help it scale as the company grows.

We already use Kestra to automate business and administrative workflows, improving them as our needs evolve. You will continue this approach with the teams involved: simplify processes, automate repetitive work and keep human attention where it matters.

Managers remain responsible for their hiring decisions and teams. You will guide them, challenge them when necessary and agree priorities with the founders as recruitment and employee needs evolve.

What we offer

• Compensation discussed in the first conversation, based on the scope and level of the role rather than your current salary.

• Equity participation, through BSPCE where applicable.

• Remote work from France or Germany, with flexibility around team commitments.

• An annual company offsite.

• Equipment, conference and training budgets, with time to learn.

• Direct access to the founders and the opportunity to build a function that grows with the company.

How we hire

1. 45 minutes with Emmanuel and Ludovic: the role, your experience and your questions.

2. 60 minutes on your work: a hiring process you ran end to end and a complex international People situation you resolved.

3. 45 minutes with two future colleagues: one from the commercial team and one from the technical team.

Three conversations, no take-home exercise, and a decision within two weeks of the first call.

Send your CV or LinkedIn profile.

Originally posted on Himalayas