Curoflow is building the operating system for European private healthcare. Our platform gives SME clinics everything they need to run their practice — from digital patient intake and video consultations to EHR, e-prescriptions, lab integrations, and AI-powered clinical support — in a single, CE-marked, GDPR-compliant solution.

We are 25 people today, operating customers across 9 geographic markets, with two (not yet public) partnerships that include European and Nordic giants. We are preparing to scale to ~70 employees across 5 core markets — and beyond — within ~18 months.

This is the most defining period in our company’s history. And you would be the person who get's the luxury of building that team!

Let's try to keep it simple. Curoflow is a start-up that will be having growth pains — with everything that it entails. You will be judged first and foremost by your character. If you are applying for this job, thinking it is just any other job, you are wrong.

We will demand a growth mindset and someone who is deeply committed to our goals. You will be compensated accordingly but we must stress that we are looking for the type of person who's motivation mostly comes from earning stock options and being part of building a great company!

In return you will get that rare, once in a lifetime opportunity that can mark a lifelong memory of what you were part of building!

So, if you've come this far and feel that you are the right person to take us from 25 to ~70 people in 18 months, we would love to hear from you! Below you'll find what we are looking for in more detail.

The role
You will work directly alongside the CEO to build the people infrastructure that enables us to triple our organisation in two years — without losing the culture, quality, or speed that got us here.

This is not a traditional HR role. For the first 6–12 months, you will be deeply hands-on: writing job ads, sourcing candidates, running recruitment processes end-to-end, and onboarding every new hire personally. You will be a recruiter, an HR generalist, and a culture builder all at once. You won't be alone — but you will be in charge!

Over time, as the organisation matures, you will shift toward strategic HR leadership — designing our people strategy, building performance frameworks, shaping organisational design across multiple countries, and ensuring Curoflow remains a place where exceptional people want to work.

What You’ll Do

(First 6-12 months)

• Own and execute the full recruitment pipeline for multiple hires across, product, commercial, and leadership roles — including several C-level searches

• Partner with executive search firms for senior hires while running mid-level and specialist recruitment directly

• Build our employer brand and recruitment presence — job ads, careers page, LinkedIn strategy, and outreach to healthcare and tech talent communities

• Design and implement structured interview processes that protect hiring quality under high-volume pressure

• Create onboarding programmes that get new hires productive quickly, especially in a distributed multi-market setup

• Establish foundational HR processes: contracts, compensation frameworks, benefits benchmarking, and compliance across Sweden and new European markets

(As we scale 12-24 months)

• Design the organisational structure that supports multi-market operations with platform, feature, and market-specific teams running in parallel

• Build performance management and career development frameworks suited to a fast-moving healthtech environment

• Develop a multi-country employment strategy — navigating local labour law, notice periods, benefits expectations, and cultural norms across countries

• Shape Curoflow’s culture intentionally as it evolves to a larger organisation

• Advise the CEO and leadership team on organisational health, team dynamics, and scaling risks

• Establish HR systems and tooling (ATS, HRIS, engagement surveys) that scale without adding unnecessary bureaucracy

Who You Are

• 7+ years in People/HR roles, with at least 2 years in a scaling tech or SaaS company that grew from ~20–30 to ~70–150 people

• Proven hands-on recruiter — you have personally sourced, screened, and closed technical and commercial hires, not just managed agencies

• Experience hiring across multiple European markets, with practical understanding of notice periods, employment law differences, and cross-border complexities

• Track record of building HR functions from the ground up, not inheriting and maintaining existing structures

• Experience partnering with executive search firms on C-level and VP-level recruitment

• Excellent communicator, written and verbally, both Swedish and English

• Used to working with AI-tools as a part of your day-to-day to help increase efficiency

Preferably

• Background in or strong connections to the healthtech, medtech, or digital health ecosystem — you understand the talent landscape and where to find engineers, product people, and commercial leaders who care about healthcare

• Experience in regulated environments (MDR, ISO 27001, GDPR) where hiring for compliance-awareness and quality mindset matters

• Familiarity with the Nordic startup and scale-up scene, ideally with a network you can activate from day one

• Experience with healthcare professionals transitioning into tech roles (clinical advisors, quality leads, market specialists)

As a Person

• You are hands-on first, strategic second. You don’t wait for a team to be built before you start delivering. You write the job ad, you call the candidate, you run the interview — and you do it well

• You thrive in ambiguity and can build process without over-engineering it. You know the difference between structure that enables and bureaucracy that slows

• You have high standards for talent quality and the conviction to say no to a hire even when the pressure to fill seats is intense

• You are culturally sensitive and understand that building teams across geographic markets requires more than translating a job ad

• You care about healthcare. You don’t need to be a clinician, but you understand why this industry matters and why the people we hire need to care about it too

Why This Role Matters

We are about to hire more people in 18 months than we have hired in our entire history. Every one of those hires will shape whether Curoflow becomes the category leader in European healthcare SaaS or just another company that had a good product but couldn’t scale.

The Head of People is not a support function at Curoflow. You are the person who determines whether we can execute our strategy. Every market entry depends on the right Country Manager being in place before launch. Every product milestone depends on senior engineers being found, hired, and onboarded. Every culture decision made in the next 18 months will compound for the next decade.

This role is our highest-priority hire. If you are the right person, you will start before anyone else — because many things depends on you.

What We Offer

• A seat at the leadership table from day one — direct partnership with the CEO on the most critical decisions of this growth phase

• The rare opportunity to build an entire People function in a company at its most pivotal moment

• A product and mission that genuinely matters — we are making healthcare more accessible across Europe

• Equity participation post probation period, reflecting the strategic importance of this role

• A collaborative, low-ego culture where people care deeply about what they’re building

How to Apply

Send your CV and a cover letter on why this role excites you. We value substance over polish — tell us what you’ve built, not just where you’ve worked.

We will review applications on a rolling basis. Given the urgency of this hire, we encourage you to apply as soon as possible.