Job Title: Talent Acquisition & People Operations
Location: Switzerland (Remote-first)
About Silex :
Legal work is changing faster than it has in decades, and Silex is helping shape what comes next.
We are building the AI platform for legal professionals: a new way for lawyers, notaries, fiduciaries and in-house legal teams to research the law, draft and analyse documents, work with their organisation’s knowledge, and automate time-consuming legal tasks — with the accuracy, traceability and confidentiality their profession requires.
Built in Switzerland and deeply rooted in the Swiss legal ecosystem, Silex is now entering its next chapter. We are a team of around 25 people, growing across French- and German-speaking Switzerland and preparing to launch in France, with further international expansion ahead.
The next people we hire will have a huge impact on the company we become. We want to build an exceptional team and an exceptional place to work.
Your mission :
Build the team that builds Silex.
You will be the first person fully dedicated to People at Silex, with the opportunity to build this function from the ground up.
You will own the employee journey end to end: finding exceptional people, creating a hiring experience that makes them want to join us, building an onboarding that sets them up to succeed, and helping create the environment in which they can grow and do the best work of their careers.
This is not a role where you inherit a playbook and execute it; you will write the playbook.
The processes, rituals and standards you put in place will shape how Silex hires, welcomes, develops and retains its people — today at 25, and tomorrow at 100 and beyond.
What you will do :
Find and hire exceptional people
- Own our recruitment processes end to end, from defining the profile with the hiring manager to sourcing, interviewing, coordinating the process and closing the candidate.
- Build simple, rigorous scorecards so that we hire against clear criteria rather than intuition.
- Proactively find and engage great candidates across LinkedIn, universities, professional networks and our own ecosystem.
- Build long-term talent pipelines through law faculties, business schools, Silex Campus and other communities relevant to our growth.
- Organise our Talent Days and help build the cohorts of our Sales and Customer Success Graduate Program.
- Make every candidate interaction reflect the quality of Silex — whether or not that person ultimately joins us.
- Own our recruiting tools and data, and continuously improve the process using metrics such as time to hire, conversion between stages and source quality.
Make every new hire successful
- Own the onboarding journey from the moment someone signs their contract through their first months at Silex.
- ·Make sure every new joiner arrives on day one with everything they need to succeed: equipment, accounts, tools, documentation and a clear onboarding plan.
- Introduce newcomers to how Silex works: our product, teams, tools, company policies, staff regulations and ways of working.
- Help them understand not only what we do, but how we make decisions, collaborate and hold ourselves to a high standard.
- Work with managers to define clear expectations and milestones for each new hire’s first weeks and months.
- Regularly check in with newcomers and identify issues before they become problems.
- Build and run a structured internal certification process to ensure every new hire develops a strong understanding of Silex, our product, our customers and the legal industry we serve.
- Assess new joiners at key stages of their onboarding through practical exercises and internal certifications, and make sure everyone reaches the expected level before completing onboarding.
- Build and run an internal certification process to ensure every new hire masters Silex, our product.
Build the People foundations of Silex
- Build and continuously improve the People processes we will need as we grow from 25 people to 50, 100 and beyond.
- Own core HR operations, including contracts, employee administration and departures, in close collaboration with Finance and external partners where needed.
- Structure our performance review process and help managers set, review and follow up on clear objectives and KPIs.
- Keep our People documentation, policies and employee records clear, accurate and up to date.
- Help us create the right rituals as the company grows, from team moments and milestones to offsites and retreats.
- Be a trusted point of contact for the team: someone people feel comfortable speaking to, who listens well, spots issues early and handles sensitive situations with discretion.
- Help us preserve what makes Silex special while deliberately building the culture we will need for the next stage of the company.
- Own and continuously improve our performance management process, ensuring that every team member has clear objectives and measurable KPIs.
- Work with managers to regularly review progress against objectives, identify performance or development gaps early, and ensure appropriate follow-up.
- Coordinate performance reviews and help build a culture of regular, candid feedback, clear expectations and accountability.
What we are looking for :
- Experience in recruiting or HR, ideally with hands-on exposure to recruitment, onboarding or people operations with real ownership.
- You are exceptionally good with people. You listen, build trust naturally and genuinely care about creating a great experience for others.
- You enjoy finding and approaching people you do not yet know — whether on LinkedIn, by phone, at an event or through your network.
- You have good judgement about people and are curious about what makes someone exceptional at their job.
- You are highly organised and reliable. Several recruitment processes, onboarding plans and HR topics can run in parallel without things falling through the cracks.
- You take ownership. When something could work better, your instinct is to improve it rather than wait for someone to tell you how.
- You are comfortable operating in an environment where not everything has been built yet.
- You combine empathy with high standards. Being people-first does not mean avoiding difficult conversations.
- You have a degree in HR, psychology, business, law or a related field — or an equivalent background that has prepared you for the role.
- You are fluent in English. French is a strong plus.
How we work :
- High standards, low ego. We care deeply about the quality of our work, without making it about ourselves.
- Take ownership. If something needs to be done or improved, we expect people to act.
- Move fast, learn faster. We would rather test, learn and improve than wait for perfect information.
- Care about the people around you. We are ambitious about what we are building, and equally intentional about the team we build it with.
What we offer :
- A rare opportunity to build the People function of a fast-growing technology company from the ground up.
- Direct exposure to the founders and leadership team, with real ownership from day one.
- A role that will evolve quickly as Silex grows, with the opportunity to grow with it.
- Remote-first, with offices at the EPFL Innovation Park in Lausanne and Technopark Zurich for those who enjoy working together in person.
- Regular team events, offsites and retreats.
- An ambitious, international team working on one of the fastest-moving transformations in the legal industry.
Our hiring process :
- Intro call (30 min): Get to know each other and understand your background, motivations and what you are looking for.
- Practical case: Work through a real People challenge you could encounter at Silex. We care about how you think, not about producing a polished presentation.
- Interview with our CEO: Go deeper into how you think about people, recruiting and building a company.
- Offer
We keep the process fast and will be transparent with you at every step.
Start date: As soon as possible (ASAP).
Apply : https://wkf.ms/4rsMypD
We look forward to hearing from you!
