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

Talent Partner (m/f/d) you work directly with our founders. You own everything talent: who we hire, how we assess, how people grow, and the culture all of it runs on.

Lead: Frederik (CEO) & Florian Strunck (COO)

Contract type: Full-time, permanent

Start: October/November

Location: Berlin

#The role

The focus is singular: talent density and the culture that sustains it. You make sure the few people we hire are exceptional, that our strong people stay and grow, and that our values remain a working standard rather than a poster.

Within that focus, you are the third voice beside the founders on people decisions: who we hire, who we promote, who we bet on, when we part ways. You read people precisely, see early where they are heading, and say it out loud in the room where it counts. No process replaces that; ours is built to support it.

The same logic extends beyond the founders: to our decision-makers you are an advisor, not an order-taker. You read the talent market and tell them what their plans will cost, you sharpen how we present ourselves to candidates, and you build pipelines for the roles we will need before we need them.

You will not start from zero. Over the past year we built our People Guild: values translated into observable behaviors, a leveling framework with Berlin salary bands, structured interviews with an independent bar raiser who holds a veto, a lean feedback cycle. You inherit the engine mid-build, documented, with deadlines and founder sponsorship. You finish it, run it, and make it yours.

#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. You run the culture screen as the first interview of every process and protect the hiring bar, founders included.
• Culture: Our ADEPT values as a working rubric. Every interview, feedback cycle and promotion scores against it, and you keep it sharp.
• Development and retention: Leveling, salary bands, a semi-annual feedback cycle, promotion rounds, VSOP administration, retention bets on key people.
• Tooling and automation: Our ATS contract ends next year; you pick and roll out its successor. You build automations across our ATS, Notion and Humaans so manual work keeps shrinking and your time keeps moving toward talent and culture.

#What we offer

• People decisions at a 40-person company are company decisions, and you make them with the founders
• VSOP participation like everyone here: if the Operating System for Renewables becomes what we are building, that stake is meaningful
• Salary band shared in the first conversation, not after four rounds
• Development: educational leave, a steep curve by design
• Team & culture: regular offsites
• Mobility & health: JobRad, up to 100% Deutschlandticket subsidy, pension plan, Wellpass/Urban Sports, childcare subsidies

Requirements