Junior Recruiter

Hiring at Wellis is moving fast. We are growing across all departments. To keep up with that pace, we are looking for a Junior Recruiter to join Amir (Senior Recruiter) to run a smooth hiring process, and help us deliver a candidate experience that matches our ambition.

Wellis is a fast-growing healthtech scale-up reinventing one of the most traditional sectors: healthcare. We are the first truly integrated health platform in the Netherlands. We offer on-demand healthcare for everyday health needs such as weight loss, hair loss, sexual health and more. Our digital approach to healthcare covers everything from diagnosis to prescribing medication and delivering it right to our customer’s door. All accessible from the comfort of their own home.

As a Junior Recruiter, you support our recruiting process end-to-end. You will help do intakes with hiring managers, publish vacancies, source candidates, interview candidates, coordinate interviews, and keep our ATS up to date.

You will be part of the People & Culture team that make sure we hire the right people, quickly and thoughtfully as well as making sure that employees thrive at Wellis. You report to Veronica (People & Culture Lead), work day-to-day with Amir (Senior Recruiter). The team further consists of Sharine (People & Culture Intern) and the soon to be hired (People & Culture Officer).

• →

  Post and manage job ads across relevant channels (job boards, LinkedIn, etc.).

• →

  Source and approach candidates proactively (LinkedIn sourcing, Boolean search, talent pools).

• →

  Do first-line screening: review applications, do intake calls, and assess role fit and motivation.

• →

  Coordinate interviews end-to-end: scheduling, preparation, candidate communication, and feedback follow-up.

• →

  Partner with hiring managers: align on profiles, keep momentum, and ensure feedback is timely.

• →

  Maintain clean recruiting operations: pipeline updates, notes, and reporting in the ATS.

• →

  Support employer branding: help keep our vacancy texts, outreach, and candidate experience consistent with the Wellis tone of voice.

• →

  Work on improvement projects: automation, candidate experience, hiring manager enablement, etc.

• Monday: Align with hiring managers on priorities; refresh open roles; publish and update vacancies.

• Tuesday: Sourcing block: build shortlists, send outreach, follow up, and book screening calls.

• Wednesday: Screening calls; write clear summaries; move strong candidates forward; keep pipeline clean.

• Thursday: Coordinate interviews; prep candidates; ensure feedback is collected fast and consistently.

• Friday: Review funnel metrics and bottlenecks; improve job ads/outreach; share weekly hiring updates.