Coverflex
Human Resources Services
See how your profile stacks up against this role.
We compared the job requirements to your profile to show where you're strong and where you fall short.
Work changed. Pay didn’t.
Coverflex exists to make compensation work for everyone.
Pay is still rigid, fragmented, and hard to feel.
We turn compensation into choice: one platform, one card, one app, for benefits, meal allowance, insurance and more.
Our platform is simple for HR and meaningful for employees.
We provide choice, smarter compensation tools and empowerment.
Role: Talent Acquisition Partner
Seniority Level: Intermediate / Senior
Type: Individual Contributor
Languages: English (main) & Portuguese OR Spanish OR Italian OR German
Main Tools: Teamtailor, LinkedIn Recruiter, Notion, Slack, Google Workspace
Location: Remote (Portugal OR Spain)
Contract Type: Permanent
Compensation:
Base Salary: €30,000 – €42,000
Equity: Yes, Stock Options under our Equity Incentive Plan
Benefits: you can check them below at the end of the page
Hiring at a scale-up is a business problem, not an admin one.
You’ll own hiring across different areas of Coverflex, with a particular focus on go-to-market roles, helping us find and close the people we need while keeping the bar high as we scale.
Your mission is to turn hiring priorities into strong hires, owning the process from intake and sourcing through assessment, offer and close.
You’ll know you’re successful when, after 90 days, you’ve:
Taken full ownership of your roles and built credible pipelines without depending only on inbound applications
Built strong working relationships with Hiring Managers and can confidently calibrate profiles, challenge assumptions and unblock searches
Established a clear operating rhythm around pipelines, feedback, candidate communication and hiring data
Closed your first hires while maintaining a high bar for quality and candidate experience
How we’ll measure success:
Main KPI 1: Hiring delivery against agreed workforce priorities
Main KPI 2: Time to fill
Main KPI 3: Funnel quality and conversion
Main KPI 4: Offer acceptance and candidate experience
Let’s be real: recruiting in a scale-up means the target sometimes moves while you’re already running towards it.
Here’s what makes it challenging:
You’ll manage several roles at once, with different levels of urgency, seniority and complexity
Some searches will require real outbound work. Posting a role and waiting will not be enough
Hiring Managers will not always have the perfect brief on day one. You’ll need to help turn fuzzy requirements into something the market can actually deliver
Priorities can change quickly, so you’ll need to know when to push, when to reset expectations and where your time creates the most value
You’ll have support, but you’ll also have significant ownership. We’re looking for someone who can keep hiring moving without needing someone else to organise the work for them.
3+ years of experience owning recruitment processes in a startup, scale-up, SaaS, tech or similarly fast-moving environment
Hands-on experience managing full cycle recruitment, from intake and sourcing through interviews, offers and close
Experience hiring Go To Market or commercial profiles, such as Sales, Customer Success, Marketing or similar roles
Strong proactive sourcing skills and the ability to build candidate pipelines beyond inbound applications
Ability to manage several searches simultaneously and make sensible prioritisation decisions
Confidence in partnering with Hiring Managers, including challenging requirements or expectations when the evidence points elsewhere
Comfortable using recruiting data and funnel metrics to understand what is and isn’t working
Strong candidate communication and attention to candidate experience
Fluency in English, written and spoken
Experience recruiting across multiple European markets
Experience hiring both high-volume commercial roles and more specialised or technical profiles
Experience improving recruiting processes, assessments or hiring manager practices
Familiarity with AI and automation tools for sourcing, research, documentation or recruiting operations
Fluency in Portuguese, Spanish, Italian, or German
Ownership: Once you take a role, you drive it. You surface problems early and bring possible solutions
Commercial judgement: You understand that hiring exists to solve a business need. You want to know why the role matters, not just what the job title is
Curiosity: You dig underneath a hiring brief, candidate story or funnel problem rather than accepting the first explanation
Pragmatism: You care about quality, but you don’t confuse quality with perfection. You know when more process adds value and when it just adds process
Evidence over instinct: You’ll use judgement every day, but you’re comfortable testing that judgement against data, market feedback and structured assessment
You’ll probably find this frustrating if…
You prefer receiving a finished brief and executing it exactly as written
You rely mainly on applicants rather than proactively finding talent
You avoid challenging Hiring Managers when expectations and market reality don’t match
You need priorities to remain stable for long periods before you can make progress
Hiring Manager: Marisa Mercês, VP People
Location: Portugal
LinkedIn Profile: https://www.linkedin.com/in/marisamerces/
Profile Snapshot:
Energy: Calm, pragmatic and focused. When things get messy, I help create clarity around what actually needs attention.
Communication: Direct, transparent and context-heavy. I’ll share the why, be honest even when it’s hard, and expect you to challenge me too.
Feedback Style: Frequent and candid. You’ll know what’s working, what could be stronger and where you stand.
How to work with me - in the Manager's own words:
“I’ll give you context, trust and room to own your work. Bring me your thinking, the evidence you have and what you recommend we do next.
I care about quality and ways of working that create consistency, remove friction and help us move faster. If we keep running into the same problem, I’ll expect us to fix what’s behind it rather than keep solving it manually.
I’ll challenge you, give you honest feedback and expect the same in return. When things get messy, we’ll figure out what’s actually on fire and what just feels like it is.”
You’ll work day-to-day with:
The People team: Laura Moreira, Eleonora Tomatis, Mariana Ramos and Catarina Pardal.
Key Stakeholders:
Hiring Managers across Coverflex
Revenue and go-to-market leaders
Country and functional leaders
Finance / workforce planning stakeholders when relevant
Team Rituals:
Weekly team meetings
Weekly 1:1
Yearly team onsite
We hire for impact and potential, not pedigree.
We welcome applications from people with non-linear careers, career breaks, caregiving gaps, and those changing fields.
No discrimination on the basis of age, disability, gender identity/expression, marital or family status, pregnancy, neurodivergence, race/ethnicity, religion/belief, sexual orientation, or any other protected ground.
Assessment fairness:
We anchor on evidence of outcomes, what you shipped, moved, or influenced.
We actively de-bias by using structured rubrics, multiple assessors, and blind screening most of the time (we won’t know your name, gender, or personal info until the interview stage).
No cover letter required.
Apply with your LinkedIn or CV.
You may be asked a few short, relevant questions.
Total candidate time investment: ~2.5 hours end-to-end.
1. CV / LinkedIn Screen: Signal check vs must-haves
• Done by People
• You’ll hear from us within 10 business days.
2. Hiring Manager Interview: You + the role • 60 min
A structured conversation covering your experience, how you think about hiring, the decisions you’ve made, and how you work with stakeholders. We’ll look at both role-specific expertise and who you are.
3. Team Chat: Meet the People team • 60 min
A conversation with the team you’d be joining. We’ll explore how you collaborate, communicate and work through real hiring challenges together, while giving you a clearer picture of how the team operates day to day.
4. Your Turn: Choose who you’d like to meet • 30 min
You’ll choose someone from Coverflex you’d like to meet, based on what you still want to understand about the role, the company or how we work.
5. Final Conversation (CEO): Values, strategy, and growth • 30 min
A final conversation with our CEO about Coverflex, where we’re heading, and what the next chapter looks like.
We use a few tools to reduce bias and improve documentation, not to make hiring decisions.
Teamtailor anonymisation: profiles are reviewed without relying on names/personal identifiers.
Meeting recording tools (e.g., Talka.ai, Granola): may be used to capture interviews so we can focus on the conversation.
ChatGPT: may be used to turn interview notes/transcripts into clear, structured summaries.
Important: every application is reviewed by a human, and no decision or rejection is made by AI. If recording is used, we’ll be transparent and, where required, ask for consent.
Decision: within 4 weeks of your application.
Updates: weekly if the process runs longer.
Scheduling: interviews between 10:00–16:00 CET, flexible across Europe.
Feedback: from the Case stage onwards, you’ll always receive written or verbal feedback, what went well, and what to strengthen next time.
After you apply, unlock the direct contact details of the people who actually make the call. A quick follow-up makes you 5x more likely to land an interview.
Marcus Rivera
Chief Revenue Officer
CB Talents Academy
AVOMIND
Welo Global
Wellhub
Paymentology
Coverflex
Coverflex
Coverflex
