People & Talent Specialist

Rabbit is looking for our first People hire.

We are a small, technical company building cloud cost management for Google Cloud. Our engineers and product team are in Budapest, our customers and commercial team are in North America, and we are about to add people in the US and Brazil. There are no management layers here and no HR function at all. You would be it.

The job starts with recruitment, because that is the pressing need - we have several roles open and more coming, and right now founders are running those searches between everything else. You would take that over completely: sourcing, screening, candidate experience, offers, closing.

But recruitment is the entry point, not the ceiling. Within the first year, you would also own onboarding across three countries, our employment administration, and the people questions that currently have no owner. Within two years, the full employment lifecycle: performance, compensation structure, policy, culture.

We are looking for someone relatively early in their career who wants exactly this trajectory - breadth fast, real ownership immediately, and a path toward leading the People function as we grow. You will not be handed a playbook. You will be writing it.

What you will own

Recruitment, from day one

• Run open searches end to end - sourcing, screening, interview coordination, offer, close
• Build the hiring infrastructure: applicant tracking, scorecards, structured interview kits, careers page
• Be the candidate's main point of contact and make the experience good enough that people say yes
• Build our employer brand in the Budapest tech market, where we are competing against far better-known names

People operations, from month one

• Own onboarding for every new joiner, across Hungarian employment and our EOR relationships in the US and Brazil
• Employment administration: contracts, EOR coordination, payroll inputs, leave and absence
• Be the person people come to with employment questions, and get them real answers

Growing into

• HR-owned compliance controls within our ISO 27001 and SOC 2 scope: screening records, terms of employment, security awareness training, defined roles and responsibilities, offboarding evidence
• Policy: employee handbook, leave, remote and hybrid working
• A performance and feedback cycle proportionate to our size
• Compensation bands that hold up across three countries
• Culture, deliberately - rituals, onboarding experience, how we communicate across time zones

What we are looking for

Required

• 2–4 years in end-to-end international tech recruitment (engineers, data, or go-to-market roles, from requirement management to closing). We care more about what you have personally done than about the size of the company you did it in.
• Fluent English and Hungarian. You will work with candidates and colleagues on three continents.
• Entrepreneurial mindset & flexibility. You are resourceful, adaptable, and comfortable navigating ambiguity. You take ownership, move fast, and make things happen in an environment where priorities evolve, and there is no playbook.
• Discretion and judgment. You will handle confidential information about people early, and we need to trust you with it completely.
• Organised enough that nothing drops. Several searches, several onboardings, several countries, in parallel.

Preferred

• Experience in People Operations
• Exposure to multi-country employment: EOR arrangements, contractors, cross-border hiring
• Experience in an ISO 27001 or SOC 2 environment, or appetite to learn the people-side controls
• You have set up an ATS or hiring process from scratch before
• Fluent use of AI tooling for sourcing, screening, and drafting - we use it everywhere and expect you to

What we are not looking for

Someone who wants a defined HR role in an established function. This job is ambiguous by design. If that sounds exhausting rather than exciting, it will not be a good fit for either of us.

How to apply

Send us your CV or LinkedIn profile along with a short video (up to 3 minutes) in English, answering these three questions:

1. What caught your attention about this role? What excites you most about the opportunity?
2. Why do you think you'd be a great fit? What experience or strengths would help you succeed in building Rabbit's People function?
3. Tell us about a candidate you successfully closed who nearly said no. What was holding them back, what did you do, and why did they change their mind?

No need for a polished production - we just want to hear you think and communicate in your own words.