**Tirana · Hybrid · Full-time**
Arpya is the cybersecurity and AI division of Global Technologies Italia. We run a managed security service for regulated clients in Italy and the Balkans and we build two products: Wiket, a GRC platform, and Intercept, a threat intelligence platform.
You will headhunt for every role we open, in security, engineering, design, product, marketing, sales, delivery, operations and finance, and you will build the hiring framework that decides who gets in. The framework is the point. It must hold the same standard for a SOC analyst and a sales lead, rest on evidence rather than impressions, and prove itself against how people perform after they join.
You will be our first talent hire for Arpya. You report to the COO, you own the function, and what we build will be used in every country we expand to.
**A few examples of your responsibilities**
- **Build the hiring framework.**
One structured process for every role: scorecards, work samples, calibrated interviews, a written decision rule, and a feedback loop from performance and retention back into the bar.
- **Headhunt.**
Direct search is the default channel: talent mapping, outbound, communities, universities. You pre-screen before a hiring manager sees a CV, in security and outside it.
- **Run every hire end to end.**
Intake, pipeline, offer within bands, references, day-one handover, 30- and 90-day check-ins.
- **Keep a bench.**
Pre-qualified, warm candidates for the roles we open most, so open roles fill in weeks.
- **Make it work across borders.**
One hiring playbook per country: Italy and Albania now, more countries as we grow.
**What we look for**
- **Judgment about people.**
You have hired for technical and non-technical roles, and you can show with examples that the people you chose turned out as you predicted.
- **Outbound by default.**
You find people who are not looking. You can name the hardest roles you closed by direct search, and how.
- **Rigour.**
You have designed a structured selection process before, you measure your funnel, and you can read a security CV well enough to tell an L2 from an L1.
- **Range.**
You have hired in more than one country, you work in professional English and Albanian, and Italian is an advantage.
Years of experience and job titles do not drive our screening. If you can do the above, apply.
**What we offer**
- **Pay.**
Base salary plus variable pay on performance, tied to the speed, quality and retention of the people you hire.
- **Ownership.**
The function is yours from day one, with a weekly line to the COO and no layers. As hiring volume grows, the seat becomes Head of Talent.
- **Tools and learning.**
Your choice of ATS, a LinkedIn Recruiter seat, sourcing tooling etc...
- **Work.**
Hybrid in Tirana, 4 office days per week, 1 remote per week.
We consider every application regardless of gender, age, origin, religion, disability, sexual orientation or any other protected ground (D.Lgs. 198/2006, 215/2003 and 216/2003 in Italy; Law 10221/2010 in Albania), and we apply the same process to everyone.
Arpya is the cybersecurity and AI division of Global Technologies Italia. We run a managed security service for regulated clients in Italy and the Balkans and we build two products: Wiket, a GRC platform, and Intercept, a threat intelligence platform.
You will headhunt for every role we open, in security, engineering, design, product, marketing, sales, delivery, operations and finance, and you will build the hiring framework that decides who gets in. The framework is the point. It must hold the same standard for a SOC analyst and a sales lead, rest on evidence rather than impressions, and prove itself against how people perform after they join.
You will be our first talent hire for Arpya. You report to the COO, you own the function, and what we build will be used in every country we expand to.
**A few examples of your responsibilities**
- **Build the hiring framework.**
One structured process for every role: scorecards, work samples, calibrated interviews, a written decision rule, and a feedback loop from performance and retention back into the bar.
- **Headhunt.**
Direct search is the default channel: talent mapping, outbound, communities, universities. You pre-screen before a hiring manager sees a CV, in security and outside it.
- **Run every hire end to end.**
Intake, pipeline, offer within bands, references, day-one handover, 30- and 90-day check-ins.
- **Keep a bench.**
Pre-qualified, warm candidates for the roles we open most, so open roles fill in weeks.
- **Make it work across borders.**
One hiring playbook per country: Italy and Albania now, more countries as we grow.
**What we look for**
- **Judgment about people.**
You have hired for technical and non-technical roles, and you can show with examples that the people you chose turned out as you predicted.
- **Outbound by default.**
You find people who are not looking. You can name the hardest roles you closed by direct search, and how.
- **Rigour.**
You have designed a structured selection process before, you measure your funnel, and you can read a security CV well enough to tell an L2 from an L1.
- **Range.**
You have hired in more than one country, you work in professional English and Albanian, and Italian is an advantage.
Years of experience and job titles do not drive our screening. If you can do the above, apply.
**What we offer**
- **Pay.**
Base salary plus variable pay on performance, tied to the speed, quality and retention of the people you hire.
- **Ownership.**
The function is yours from day one, with a weekly line to the COO and no layers. As hiring volume grows, the seat becomes Head of Talent.
- **Tools and learning.**
Your choice of ATS, a LinkedIn Recruiter seat, sourcing tooling etc...
- **Work.**
Hybrid in Tirana, 4 office days per week, 1 remote per week.
We consider every application regardless of gender, age, origin, religion, disability, sexual orientation or any other protected ground (D.Lgs. 198/2006, 215/2003 and 216/2003 in Italy; Law 10221/2010 in Albania), and we apply the same process to everyone.
