Product Manager - Total Recruiter Experience

Product Manager, Total Recruiter Experience

Hiring is broken. Most companies still screen candidates on gut feel, pattern matching, and whoever writes the best CV. Unfair to candidates, inefficient for recruiters. Alva exists to fix that: fairer assessments, better predictions, a better experience from first click to final offer.

We're around 60 people from 18 countries, based in Stockholm. Over 650 organisations use our platform, and more than a million candidates have been assessed through it. We're just getting started.

About The Role

We're hiring a PM to own the recruiter side of Alva — the tools, workflows, and integrations recruiters use every day. The squad is called 🦖 T-rex (short for Total Recruiter Experience).

The job is to make recruiters faster and better. That means three things, mostly: cutting friction from their daily workflows, sharpening how they communicate with candidates and hiring managers, and integrating Alva cleanly with the rest of the HR tech stack like HRIS or ATS systems.

You'll also push how the squad uses AI. We want someone already building with LLMs and agents - someone who sees a slow process and can't leave it alone.

Full-time, Stockholm, 3 days a week in the office.

What you'll work on

• Your squads roadmap end to end: discovery, prioritisation, scope decisions
• Writing scoped requirements engineers can build from
• Partnering closely with engineering and design through delivery
• Managing releases and enabling GTM teams to introduce them
• Working with legal on privacy and compliance
• Contributing to product strategy

What we're looking for

Fundamentally, we're looking for someone that can take a messy customer problem and turn it into something an engineer would want to build, and explain why it matters to someone in sales just as clearly. In practice, it means that:

You've done B2B SaaS product management before. You know what discovery looks like, you've owned a roadmap, and you have opinions about prioritisation frameworks (even if those opinions are "most of them are overthought").

You're comfortable with data of all kinds. Looking at funnels, customer interviews, figuring out why conversion dropped 12% last Tuesday. You don't need to be a researcher, but you should be able to find the signal yourself.

You get how APIs and integrations work at a conceptual level. Enough to scope a feature, ask the right technical questions, and know when something's going to be harder than it sounds.

You know GDPR basics — lawful basis, data subject rights, data minimisation. Enough to spot privacy implications early and have a real conversation with legal, not just forward emails.

You're hands-on with AI. You've built things with LLMs. You've tried agents. You want to figure out how this changes the way a product team works — not as a side project, but as a core part of how you operate.

You move fast without needing full clarity. You see the gap, you fill it.

Experience in HR tech or recruiting software is a plus, not required. If you've been in the space, great. If not, you'll pick it up.

Our hiring process

We try to make the process useful for both sides — you should leave with a real sense of what working here is like. Four steps:

• Psychometrics. A personality test and a logic test. The same ones we sell to customers.
• First interview with our TA team. We get to know you, your background, and core skills
• Hiring manager interview. Deeper dive into working as a PM
• Case exercise. A practical exercise to see how you approach the work

Interested?

Apply and tell us what you'd want to fix first.