Junior Recruiter

Monumental is automating on-site construction with robotics and software. Our mission is to make construction software-defined and autonomous - a future where beautiful, bespoke buildings go up in a single day, with minimal labour. We're a growing team of engineers, operators and technicians from diverse backgrounds, including consumer tech, finance and media, and companies like Dyson, Shopify, Meta and Tesla. It's still the early days of building the company, and this is a chance to make an outsized impact on a problem that matters. From day one, you'll be working with an experienced founding team, backed by a $32M Series B led by Khosla Ventures and Plural, alongside other renowned investors. Monumental is based in the city centre of Amsterdam, in a beautiful facility with a fully equipped workshop and robot testing floor. We build the whole stack in-house, hardware and software. Our work involves building robots in our workshop and houses on real construction sites, so we're onsite five days a week. Read more on why we believe you should spend your time working on construction https://www.monumental.co/our-vision/, and learn about our vision and company https://www.monumental.co/about/. You might enjoy Based in Europe's film https://www.youtube.com/watch?v=2-Q2F0Fcx4A on how we're fixing Europe's housing shortage, or this video by Andreas Klinger https://www.youtube.com/watch?v=DOo8n19XEns of what our office looks like. ABOUT THE ROLE Hiring well is the single biggest thing that decides how fast Monumental can go, and the top of our funnel is where we most need horsepower. This is a role for someone near the start of their career who wants to learn to hire well, fast. You'll work alongside Dom and the recruiting team as a junior recruiter - the person who finds candidates, reads their CVs, and runs the first call that decides who moves forward. It's high-volume, high-judgment work: you'll interact with most of the people who enter our process, and the quality of what you pass up decides the status of our pipelines. To be clear about what this looks like day to day: you'll start with our highest-volume hiring, robot operators and technicians for our workshop and construction sites, and this is where most of your time will go, especially in your first months. Some of the work is unglamorous, and we won't pretend otherwise: expect lots of first-stage interviewing, chasing down leads, and doing what's needed to grow a high-performing team. It's also some of the highest-leverage work in the company. When our hiring engine runs smoothly, we have more hands free to build robots and brick walls on construction sites for our customers. As you build the instinct for it, you'll take on more of our hiring across the company over time. You'll get real ownership of the top of the funnel from the start, close support from people who are excellent at this, and a clear path to owning full searches as you grow. Get good at this and you'll become a recruiter who can be handed any role, however unusual, and fill it well. WHAT YOU'LL DO You'll own the top of our hiring funnel, plus whatever else the team needs a hand with. - Sourcing. Find candidates for the roles you're driving, mostly our field and operator hiring, across job boards, LinkedIn, referrals and inbound ad responses, and build strong shortlists worth the hiring manager's time. - CV and application screens. Read candidates against what "great" actually looks like for each role, not just a keyword match. You'll calibrate your judgment fast by doing this at volume. - First calls. Qualify candidates, get them excited about Monumental, and make an accurate first read on whether they clear the bar. This is the part that matters most, and the part you'll get better at fastest. - Keep the pipeline moving. Schedule interviews, keep Ashby clean and up to date, and make sure no candidate goes cold or waits on us. A fast, tight process is a competitive advantage and you own it. - Candidate experience. Give every candidate a fast, respectful experience whether they move forward or not. People remember how they were treated. - Recruiting events. Help plan and run a recruiting or team event every couple of months, a fun way to bring candidates and the team together and mix up the week. - Where it leads. The growth here is more judgment and autonomy, not just a longer to-do list. You start at the top of the funnel; soon you're running full searches end to end and making the call on who clears the bar. WHAT WE'RE LOOKING FOR - High energy, intrinsic curiosity, and hungry to get very good at hiring. This is the single most important thing. You want to become an excellent recruiter, and you run at feedback rather than away from it. - Near the start of your career - a recent graduate with strong internship experience, or up to a few years of full-time work in recruiting, sourcing, ops, or a role where you had to find things out and get things done with little hand-holding. We care more about raw ability and drive than a specific background. - A genuinely good judge of people, with high standards. You're curious about what makes someone tick and whether they'd be great here, you'd rather send three strong candidates than ten mediocre ones, and you're starting to be able to tell the difference. - Sharp, organised and completely reliable. You keep a lot of candidates and threads moving without dropping any, and people can trust that what you said you'd do gets done. - Strong written and verbal communication. Your messages are clear and human, and you're comfortable on a first call with a stranger, whether that's a technician on a building site or a robotics engineer. - Genuine interest in technology. You don't need to be technical, but you're curious about what our engineers and operators build and why it matters. - Ownership and comfort with ambiguity. We're scaling fast and priorities shift; you figure out what needs doing and do it rather than wait to be told.