Talent & People Lead
About IN3
IN3 Technology is an Egyptian enterprise software company focused on its own products: Tarasol for enterprise correspondence management, Al-Diwan for document archiving, and Farabi for Document AI and complex Arabic OCR — where we believe we have set a new benchmark. Our platforms run the daily document and correspondence operations of some of Egypt's largest and most prestigious government and enterprise organizations —our growth is built on stability that shows: long-term contracts, a strong renewal history, and products that become embedded in how our customers work. AI is part of how we work every day, not just what we sell.
The role
We are hiring a Talent & People Lead to be IN3's entire people function — one senior, hands-on operator at a 30–40 person company in a real growth phase. Recruitment is the center of gravity, fully in-house from day one: you source, head-hunt, screen, and close — no agencies. Around it: employer branding earned in the community rather than bought, a structured onboarding and induction experience, a university internship program with a real intake, and the communication and culture rhythms of a growing company. Performance systems come later — built by you, right-sized.
What you’ll do
- Own recruitment end-to-end, fully in-house — role briefs with hiring leads, direct sourcing, structured screening (a ready screening kit exists), interviews coordination, and offers through to closing.
- Head-hunt the hard seats personally — passive senior candidates approached, engaged, and won — and keep a live bench of strong people for recurring profiles.
- Keep recruitment measurable and candidates well treated — simple tracking of how long hires take, where candidates come from, and offer acceptance; fast, honest, respectful process throughout.
- Build the community presence — university and academia relationships, meetups, employment fairs, hackathons, and a steady LinkedIn drumbeat — positioned smartly without sponsorship budgets, in alignment with marketing.
- Design and deliver the internship program — a structured university intake with real projects, mentors from our leads, and a conversion path into junior hires.
- Run onboarding, induction, and first-90-days monitoring — a structured landing for every new joiner, with milestone-based check-ins and honest probation evaluations.
- Own internal communication and culture — all-hands production, announcements, recognition, listening loops — with AI tools in your own daily workflow.
What we’re looking for
Experience
- 8–12 years in recruitment, talent acquisition, or people operations — with technology-sector experience as a must: you have personally recruited engineers, product, or AI talent.
- Full-cycle, in-house closing without agency reliance — with your own numbers: roles closed per year, through which channels, how fast.
- A community and events track record — meetups, fairs, university events, or hackathons you organized or represented an employer at, with artefacts.
- An internship or graduate program you built or ran, or substantial university-relations work.
Craft
- Head-hunting of passive senior candidates — outreach, long-cycle relationships, offer navigation.
- LinkedIn Recruiter (or equivalent) as a daily driver.
- Onboarding and induction program design — beyond first-day paperwork.
- AI tools used daily in your own recruiting and content work.
Language, location, and rhythm
- Arabic–English professional fluency, spoken and written.
- On-site Cairo daily, with field presence at universities and community events — and absolute discretion with sensitive information.
Nice to have
- Performance management or appraisal-system experience — a plus; we will build ours together, right-sized, later.
- Egyptian labour-law and HR-operations basics, Canva-level content production, or assessment-platform exposure.
Why IN3, why now
- Build the whole people function yourself — the pipeline, the community presence, the internship program, the induction — with genuinely interesting products to recruit for and your name on all of it.
- Growth-stage exposure — visibility, responsibility, and faster learning, with the stability of products embedded in customer operations.
