Hunlink

Within the last month, Qevlar AI posted active openings for Head of Sales US, Head of Partnerships, and Staff Engineer. In the same period, its LinkedIn company page announced a strategic partnership with I-TRACING, which will deploy Qevlar AI across its SOCs and act as a regional deployment partner across France, Germany, Switzerland, and the UK. Qevlar AI is a Paris cybersecurity SaaS scale-up using AI for SOC automation. The opportunity is unusually concrete because it combines a new channel/distribution partnership with simultaneous senior hiring across Sales, Partnerships, and Engineering. That creates immediate need for coordinated hiring across revenue and technical functions, especially as the company expands internationally. Hunlink's Tech/Sales specialization is highly relevant for a founder-led team moving from traction to repeatable scale.

Lead with cross-functional hiring coordination: one partner able to help fill senior GTM and technical leadership roles under expansion pressure. Emphasize scorecards to align founders, product, and revenue leaders on what 'enterprise-ready' talent looks like for US expansion and MSSP ecosystem growth.

A currently active Welcome to the Jungle posting for Head of Marketing shows a start date of 2026-03-01 and states Mendo had 4.5x revenue growth and a marketing budget multiplied by 6, entering a new scaling phase. A separate active posting for Senior DevOps / Platform Engineer says Mendo is a 35-person Series A startup anticipating 10x to 100x API usage and needs SOC2-level scalability. Mendo is a French B2B SaaS company focused on AI adoption at work. The trigger is strong because it combines a fresh executive marketing search with an infrastructure-scaling hire tied to hypergrowth and security maturity. That points to simultaneous needs across Marketing and Tech, exactly where structured evaluation and fast shortlist quality matter. It fits Hunlink well because the company is small enough to feel recruiting pain, yet complex enough to need senior plug-and-play talent.

Approach from a dual-track angle: executive marketing leadership plus hard-to-fill platform/DevOps hiring under growth pressure. Lead with Hunlink's ability to standardize scorecards across founders, sales, and tech stakeholders so Mendo can move faster without lowering hiring quality.

A Welcome to the Jungle posting crawled two weeks ago advertises Vocca's 1st Revenue Operations Manager and explicitly says the company is hiring 40 people in 2026 and double that in 2027. Vocca's LinkedIn page, crawled within the timeframe, also announced a partnership with IMDEV and highlighted continued growth from its new Paris office. Vocca is a Paris healthtech AI company automating medical front-desk and patient-call workflows. The creation of a first RevOps role is a classic scaling signal: revenue complexity is outgrowing founder-led processes. Combined with a public 2026 hiring plan and a fresh enterprise partnership, this points to immediate recruiting pressure across go-to-market and likely product/engineering support functions. Hunlink is a fit because RevOps-adjacent growth often spills into AE, growth, product, and technical recruitment needs.

Approach around scale-readiness: help Vocca build the talent operating system behind its 2026 hiring ramp. Emphasize hiring-manager alignment, scorecards, and rapid calibration for GTM and product-adjacent leadership roles as the company formalizes processes.

Witco has an active Head of Product role with a 2026-02-08 start date and an active Head of Solutions Engineering role crawled two weeks ago. Both describe scaling needs across Product, Tech, Sales, Marketing, and Customer Success during the company's next growth phase. Witco is a Paris worktech software company serving hundreds of clients internationally. The trigger is not just generic hiring: it is simultaneous senior hiring at the intersection of product strategy and pre/post-sales technical delivery. That often signals process complexity, new stakeholder alignment needs, and risk around mis-hiring high-leverage leaders. Hunlink fits because both roles require sharp calibration across business, product, and technical expectations.

Pitch Hunlink as a specialist partner for high-impact leadership hires where role definition can drift between departments. Use the scorecard angle to align Product, Tech, Sales, and CS early, reducing cycle time and decision ambiguity.

An active BDR posting crawled four weeks ago states Qobra is ready to scale and needs to recruit 3 SDRs, after years building its outbound stack. A separate active finance-lead role says Qobra spent 2024 and 2025 in full-speed growth mode and plans to dominate Europe and launch in the US in early 2026. Qobra is a sales compensation software company with operations in Paris and international expansion underway. The signal is current and specific: multiple GTM hires plus explicit US-launch ambition. This is exactly the kind of scale-up moment where recruiting speed, assessment rigor, and alignment between founders and hiring managers become bottlenecks. It fits Hunlink because the company is building revenue capacity and likely also needs senior go-to-market talent as complexity rises.

Open with a revenue-scale narrative: help Qobra hire quota-carrying and pipeline-generation talent quickly without lowering bar quality. Position scorecards as the way to standardize evaluation for SDR/BDR/AE talent across Paris, Europe, and US expansion contexts.

A currently active Welcome to the Jungle posting crawled five days ago shows La Fourche hiring a Chief Technology Officer starting 2026-04-05. The posting describes an existing tech team of architects, engineering manager, infrastructure lead, developers, and QA, plus a structured product team, making this a senior critical hire rather than opportunistic hiring. La Fourche is a French e-commerce subscription retailer with meaningful scale and a real product-tech organization. A live CTO search is one of the strongest possible recruiting signals because the cost of error is high and internal alignment challenges are common. Even though the company has some internal recruiting activity, this is exactly the type of strategic search where specialist external support can still be justified. Hunlink's scorecard-driven process is directly relevant for calibrating leadership, execution, and cultural fit at executive level.

Approach as a partner for de-risking a high-cost executive hire, not as a volume recruiter. Focus on structured assessment for CTO candidates across leadership, architecture, delivery, and cross-functional influence with product and operations.

An active Group Product Manager posting saved eight days ago says Naboo has secured a €20M Series B, is expanding to the US and UK, and is transitioning from startup mode to a structured world-class technology company. The role includes leading five Product Managers and scaling the team. Naboo is a Paris tech-enabled marketplace for corporate events with a meaningful product and ops footprint. The funding-plus-organization-design signal is strong because it directly ties capital, international expansion, and the need to add product leadership. Companies at this stage often need external recruiting support to fill strategic managers who can scale teams, not just execute tasks. Hunlink is relevant because this is a rare, high-cost-of-error hire requiring calibration with C-level stakeholders.

Approach as a product leadership partner for companies professionalizing after a major round. Stress structured evaluation for product leaders who must bridge C-level strategy, squad execution, and international scale.

An active Welcome to the Jungle posting crawled four weeks ago shows Escape hiring its first Offensive Security Lead, a central role for validating and improving its AI-powered security platform. The posting also states the company is backed by YC and is on the road for its Series A funding round. Escape is a cybersecurity software company with a product-heavy, technically demanding environment. The creation of a first security leadership role is a high-signal moment because it usually reflects both product maturity and increased customer/security expectations. This is the kind of specialized search where generic talent channels underperform and managers want deeply qualified candidates quickly. Hunlink's specialization in rare technical roles gives it a credible wedge here.

Lead with depth in scarce technical hiring rather than volume recruiting. Frame Hunlink as able to map offensive security talent precisely, structure technical/behavioral evaluation, and reduce mis-hire risk on a first-of-its-kind role.

A dated LinkedIn funding wire published four weeks ago reports GitGuardian raised $50M in a growth round to scale its platform amid rapid expansion of non-human identities. In the same timeframe, a GitGuardian executive shared a dated post stating the company closed multiple global enterprise customers in 2025, signaling current commercial acceleration. GitGuardian is a Paris cybersecurity scale-up with a strong product, engineering, and enterprise-sales profile. Fresh funding plus visible enterprise momentum creates a near-term hiring trigger even if every open role is not directly visible in this dataset. Companies at this stage often need to add senior sales engineers, product, security, and growth talent quickly to convert capital into execution. Hunlink is well positioned because cybersecurity hiring is niche and the stakes of bad hires are high.

Lead with the execution gap after a growth round: converting funding and enterprise traction into repeatable hiring outcomes. Position Hunlink as a specialist able to support scarce cybersecurity and revenue hires with tighter calibration and faster decision-making.

A Welcome to the Jungle posting crawled last week advertises a currently active Growth Marketing Manager role at Weglot. Weglot's LinkedIn page, crawled last month, also promoted a 2026 Spain expansion-focused event featuring its CMO and cross-functional commercial stakeholders, reinforcing current international go-to-market acceleration. Weglot is a Paris SaaS scale-up helping companies localize websites globally. The live hiring signal is directly within Hunlink's scope, and the broader context suggests international growth pressure on demand generation and commercial execution. Because the team is still relatively compact, every senior marketing hire has outsized impact on pipeline creation and expansion. This is a good fit for a specialist recruiter that understands growth-stage SaaS hiring.

Lead with impact on pipeline and international GTM execution rather than generic brand marketing. Offer a calibrated search for growth marketers who can work tightly with product and sales, and use scorecards to speed up stakeholder consensus.

An active Welcome to the Jungle Business Developer posting crawled last week states Otoqi is on an exciting growth trajectory, is expanding internationally, and continues enhancing its technology platform. Its LinkedIn company page, crawled last month, also highlighted 2025 growth and expansion into the Netherlands, with operations now spanning France, Germany, Italy, and the Netherlands. Otoqi is a Paris mobility/logistics platform with marketplace and software characteristics, operating across several European markets. The signal is current because it combines a live revenue hire with active international rollout. Cross-border expansion usually creates immediate pressure on Sales, Ops, and product-facing roles, especially in mid-sized companies without fully industrialized recruiting processes. Hunlink can credibly help on growth-critical commercial hiring in that environment.

Approach with an international growth angle: help Otoqi fill business-development talent that can execute in a fast-scaling, multi-market setup. Emphasize speed-to-shortlist and structured evaluation for commercially strong candidates who can operate in ambiguous scale-up contexts.