The Job, in a Nutshell

• You’ll get stuck into all things Talent from day one, rolling your sleeves up, diving into the data, spotting quick wins, and helping us sharpen what’s already working. But this isn’t just about today. We need someone who can zoom out and help us scale: the team, the processes, and everything in between.
• You’ll be leading a team and not just in name. You know how to coach, develop, and bring people with you. You hold the bar high but you do it with empathy. You get the best out of your team because they trust you and they know you’ve got their back.
• You’ll be the connective tissue between the Talent team and the Senior Leadership Team, reporting into the COO, partnering closely with senior leadership on everything from workforce planning to hiring strategy to bar-setting. You know how to manage up, across, and through complexity. You’re calm under pressure and bring clarity to the table.
• You'll play a key role in our US expansion. We opened a NYC office this year and are scaling fast - so we need someone who knows how to build talent strategies across markets, understands local hiring nuances, and can help us land well in the US
• We’ve done well scrappily, but scrappy won’t scale. You’ll bring structure and rigour to how we hire: fairer, faster, and more future-proofed. That means building inclusive, high-quality interview processes, streamlining tooling and reporting, and generally making things just work. (We’re rolling out Ashby this summer - so you won’t be starting from scratch.)

The Must-Haves (and a Few Nice-to-Haves)

We need someone with the right kind of chops. As a Talent pro, you’ll know that the clearer we are upfront, the smoother and faster the whole process goes. We’ve really put some thought into this, and we’re looking for at least 8 years of experience in recruiting overall.

• You’ve spent at least five years in hands-on recruiting roles. Proper sourcing, closing, navigating tricky hiring markets, you’ve been in the weeds and know what good looks like.
• You’ve led a team before. We mean actually led. Not dotted lines or dotted promises. You have managed at least 4 people and spent 3+ years in direct line management. Our team is a mix of Senior Talent Partners and embedded consultants/recruiters, so if you’ve scaled teams with a mix of perm hires and flexible contingent workers, that’s a big plus.
• You’ve scaled a business through a similar growth journey. Ideally, you’ve helped take a company from around 80 to 150 people in a year (or something close). You know what it’s like to scale at pace, across Product, GTM, and G&A roles, without compromising quality.
• You’ve lived (and survived!) the Series A to B stage and know how messy and brilliant it can be. You bring the right level of urgency, structure, and strategic thinking to help us get where we need to go.
• You’re no stranger to senior conversations. You’ve either sat on a leadership team before or reported straight into one. You’re comfortable setting hiring strategy, shaping workforce plans, and giving senior stakeholders the clarity they need to move fast and well.
• You’ve built engineering and GTM teams from scratch. Ideally in both the UK and US. We opened a NYC office earlier this year, so if you’ve got experience in that market, even better.
• You’re still hands-on. This isn’t a role for someone who’s been too far removed from the work in recent years. We’re a lean team and everyone mucks in. You’ll be as comfortable running a hiring process as you are designing the wider strategy.
• You really care about candidate experience. Not just as a line on a slide deck, you’ve actually built equitable, thoughtful, high-integrity hiring processes and can talk confidently about the impact they’ve had.
• You’re proactive, pragmatic, and thrive in ambiguity. We won’t always have a playbook, but we’ll trust you to help us write one.
• You know how to guide and elevate employer brand efforts. You won’t be running it day to day, but you’ll ensure it aligns with hiring goals, challenges the status quo when needed, and helps us attract the right people.

A few nice-to-haves...

• If you’ve worked with Ashby before, great! We’re rolling it out this summer, so if you’re a bit of a super user (or have implemented it in a past life), we’d love to hear about it.

What can you expect from our interview process?

1. Talent Screen - 45 mins
2. Talent Team Interview - 1 hr
3. Take Home Task
4. Task Review Workshop - 1.5 hrs & Culture Interview - 30 mins (in person at the London Orbital office)

• Compensation: We offer a competitive starting salary of £110–120,000, depending on experience. We share salary ranges upfront to build trust, reduce bias, and support an inclusive process, even as we continue developing our internal pay structures.
• Flexible Work: We believe in flexibility, but we’re also big on in-person collaboration. This role is based in our London office two to three days a week, with additional time in as needed - for things like all-hands, interviews, or team sessions. It’s about being present when it matters, and balancing autonomy with impact.
• Preparing for your future: We match your pension contributions to help you build long-term financial security, and provide ownership in the company through options.
• Rest and Recharge: Everyone gets 25 days of paid annual leave, plus bank holidays, so you can rest, recharge, and take care of what matters most to you
• Equipment & Development: As you bring value to our mission, we’re committed to bringing value to you. We want everyone who works here to leave stronger than they came in—whether that’s in skills, confidence, or career direction. That’s why we provide top-quality equipment, a personal development budget of £1000 per year, and ongoing training opportunities to support your growth from day one.
• Cycle to work: Reduce your carbon footprint and stay active while commuting. We know it’s an oldie but a goodie, and we’re proud to support it through our Cycle to Work scheme.
• Belonging & Community: We’re in the process of building an inclusive, welcoming culture where everyone feels seen and valued. Expect regular team off-sites, shared lunches, and social events, with something for everyone.