Mental Fulfillment
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People Operations, Talent Acquisition and Culture

Exploratory Collaboration: People Operations & Talent

Explore whether a later, written and appropriately compensated collaboration on Mental Fulfillment’s People Operations, recruiting and onboarding foundations could make sense.

Non-binding collaboration exploration

This is not a current employment vacancy, paid project or unpaid operational role. No development or other usable work product is requested at this stage.

Exploratory conversations onlyFuture collaboration considered worldwideNo operational work at this stagePotential future remote scope
Express interest

About Mental Fulfillment and AWALA

Mental Fulfillment is an early-stage, purpose-driven artificial intelligence software company being built in Germany. Our first product, AWALA, is a voice-first AI wellbeing assistant designed to support adults through short, structured sessions that help them pause, reconnect with themselves, gain clarity and identify a constructive next step.

AWALA is not intended to provide therapy, diagnoses or emergency support. We are committed to responsible artificial intelligence, psychological safety, privacy, human dignity and clear product boundaries.

Our broader vision is to contribute to a more conscious and compassionate world—one in which people are better able to care for themselves, other people, animals and nature.

The potential future scope

As our team grows, we need more than individual job postings and informal onboarding. We need a fair, reliable and human-centred People Operations function that can grow with the company.

We are not currently hiring for or commissioning this role. We would like to meet hands-on People and Talent professionals with whom a later paid collaboration could make sense.

Following a separate written and appropriately compensated agreement, a future scope could combine system building with day-to-day execution: defining roles, coordinating recruitment, supporting applicants, preparing onboarding and establishing clear, maintainable HR processes. It would not replace qualified employment-law counsel, payroll or tax advice.

What a later paid scope could include

  • Build our initial People Operations and Talent Acquisition function
  • Develop clear role profiles, responsibilities and candidate profiles with the founder and relevant team leads
  • Create structured and fair recruitment processes from application to final decision
  • Coordinate job postings, screening, interviews, candidate communication and follow-ups
  • Establish onboarding and offboarding for employees, freelancers, advisors and future team members
  • Prepare role-specific onboarding plans, materials, checklists and internal introductions
  • Coordinate employment, contractor and confidentiality documentation with qualified legal professionals
  • Maintain secure, privacy-conscious personnel records and document workflows
  • Develop lean remote-working principles, essential People policies and an initial employee handbook
  • Support role clarity, goal setting, feedback and healthy team collaboration
  • Introduce appropriate recruiting and HR automation while keeping important personnel decisions human-led

What we are looking for

Formal HR qualifications are welcome, but demonstrated ability, responsible judgment and relevant practical experience matter more than a specific degree.

  • Several years of practical experience in People Operations, Human Resources, Talent Acquisition or a comparable generalist role
  • Experience building or substantially improving HR and recruitment processes in an early-stage startup, scale-up or similarly unstructured organisation
  • Ability to work strategically and operationally without an existing HR department or large support team
  • Practical experience with role design, candidate evaluation, structured interviews and onboarding
  • Familiarity with employment and contractor documentation and responsible coordination of legal review
  • Awareness of German and European employment, privacy and data-protection requirements
  • Strong organisation, careful handling of confidential information and a fair, non-discriminatory evaluation approach
  • Excellent professional English; professional German is strongly preferred
  • Confidence with digital HR, recruiting and collaboration tools

The early-stage context

Mental Fulfillment is still in an early company-building and funding phase. Processes are incomplete, resources are limited and priorities may change as we learn.

A later role would combine strategic and hands-on operational work. It would suit someone who consciously wants to help build a startup rather than expecting an established HR department, fixed processes or a large support organisation.

What a later collaboration could offer

  • Potential to help build the People and Talent function of a purpose-driven AI company from the beginning
  • Potential for significant ownership under a written mandate and direct collaboration with the founder
  • Potentially 100% remote work from anywhere in the world, with agreed overlap during Central European working hours
  • Flexible working structures based on clear responsibilities and outcomes
  • A possible long-term perspective if financing, professional fit and a separate agreement allow it
  • A culture that values honesty, empathy, responsible decisions and constructive disagreement

The current exploration and funding reality

Mental Fulfillment and AWALA are in an early company-building and product phase. Institutional financing is not secured, and there is currently no approved budget for employment or productive services under this exploration.

This page is a non-binding collaboration exploration—not a current employment vacancy, paid project or unpaid operational role. At this stage, we may hold introductory conversations, review an existing portfolio or discuss existing materials in general. We do not request or accept unpaid development, consulting, design, strategy or any other operational work product.

Any productive contribution would begin only after a separate written and appropriately compensated agreement covering scope, compensation, contract type, confidentiality, intellectual property, data protection and acceptance.

Mental Fulfillment cannot currently provide an ongoing source of income. Interested people should not base their present professional or financial planning on compensation from us. We do not ask for private income, savings or family-finance information.

Funding, employment, salary, equity, a title, core-team status or a particular start date is not promised. Mission fit, vision fit and team/collaboration fit are important, but they do not replace professional evidence or a clear agreement.

How to express interest

Use the form below in English or German to express interest in a non-binding introductory conversation. Please provide a current profile or CV link, relevant evidence, your availability for an initial conversation and your expectations for any possible later paid engagement.

Different backgrounds and perspectives are welcome. We consider demonstrated ability alongside mission fit, vision fit and team/collaboration fit. An expression of interest does not create a role, engagement or commitment on either side.

Non-binding expression of interest

Explore Exploratory Collaboration: People Operations & Talent

You may answer in English or German. We do not ask for a file upload: a profile or CV link is sufficient, and documents can be shared later if needed.

This is not an application for a current paid position or a request for unpaid operational work.

Fields marked with * are required.

1. Contact details

2. Motivation and evidence

3. Five skill self-ratings

Rate your current practical ability from 1 star (basic familiarity) to 5 stars (expert, able to lead and teach). These ratings are context for human review—not an automated score.

People Operations *Lean, fair and maintainable people processes for an early-stage team.
Talent acquisition *Role profiles, sourcing, screening, candidate communication and follow-up.
Structured interviews *Consistent evidence-based evaluation and non-discriminatory decision support.
Onboarding and role clarity *Role-specific plans, documentation, goals and handovers.
HR privacy and remote collaboration *Confidential records, responsible automation and reliable distributed teamwork.

4. Role-specific questions

Please answer honestly. A “No” does not trigger an automatic rejection on this website.

1. Are you consciously interested in exploring a possible future People and Talent scope in an early-stage company where the function does not yet exist, without assuming that a current role or work assignment exists? *
2. Have you personally designed and implemented at least two of the following: recruitment processes, structured interviews, onboarding, role architecture, HR policies or contract workflows? *
3. Are you professionally fluent in English? *
4. If a later paid agreement is reached, could you offer approximately 10–20 hours per week with regular overlap in Central European working hours? *
5. Please share two brief examples of HR or recruitment processes you have built or substantially improved. *Describe your personal contribution and the practical result.
6. Do you understand that this is only a non-binding exploration, that no operational work is requested now, and that any future productive work would require a separate written and appropriately compensated agreement without any promise of funding, employment, salary, equity, title or core-team status? *

5. Privacy and submission

Your expression of interest is sent by transactional email to an access-controlled recruiting mailbox. It is not stored in a website applicant database. Please read our privacy notice (opens in a new tab) before submitting.