Talent Partner, Beyonk

• You're probably 18 months - 4 years into recruitment, embedded via an agency or in-house at a startup, and you've been well managed enough to learn the craft properly
• You've seen someone build a hiring function from scratch, you've become a genuinely reliable executor, and you're ready to do it yourself
• Above all, you love talking to people
• The conversations, the relationships, the buzz of finding someone brilliant and getting them over the line - and it shows in how candidates rate the experience you give them
• Fast, reliable execution is your foundation - and it's how you learn
• Moving at pace puts your process under pressure quickly, shows you where it breaks, and tells you what to optimise next
• That's also what earns you the room to build the systems, process and AI that make hiring sharper
• Around 2-4 years+ in recruitment, embedded or in-house, at tech startups or scale-ups, owning roles end to end across more than one function. You’ve likely filled a minimum of 30 roles across GTM, back office and Engineering, and can talk confidently about how your first hire and your latest are day and night, and point to exactly what you now do differently on purpose
• You've thrived in ambiguity before - roles pivoting mid-process, experimental briefs, teams still forming - and delivered anyway. You don't need (or want) everything around you to be perfect to do great work
• You work at pace on purpose. You fill your week with quality conversations - think three to five good calls a day - read the conversion, and optimise fast when it dips. You know volume isn't the goal in itself: putting the wrong people in front of hiring managers is a failure, not activity
• Genuinely strong sourcing, fast - you find and engage passive candidates at pace, not just work inbound
• A real people person - you love the conversations, and candidates consistently rate the experience you give them
• An eye for potential, and the ability to translate that into CV signals, and/or interview questions as early as possible in the process
• The ability to sell a role on alignment around purpose and culture, from the first outreach message to extending an offer
• You naturally think in systems, and have a bias to build and optimise. You should have several examples of how you've mechanically improved conversion metrics
• Ideally AI is already in how you work - but we'll also back clear potential held back by a current setup that hasn't let you

Desirable

• Run live roles end to end across every function - intake, sourcing, screening, coordination, offer and close - and move faster than we do today
• Partner with hiring managers in the UK and US (Austin). US roles mean some of your day stretches into US hours
• Source actively. Our best hires may not apply to an ad - you go and find them
• Sell Beyonk on culture, purpose and the work. You'll spot potential in people whose CVs aren't the obvious headline choice, and negotiate offers that land
• Own candidate experience so everyone leaves with a good impression, hired or not
• Hold the line on quality. Push back when a hire isn't right rather than filling the seat
• Expected load is roughly 10-15 hires across your first six months, spread unevenly across functions and both markets
• Build employer brand and talent pools for roles we know are coming
• Design the process and systems - ATS setup, scorecards, interview kits, hiring manager guidance and training - AI-first and Notion-based
• Work with operations to support onboarding and wider people projects
• Own the hiring data: funnel, time-to-hire, cost-per-hire and pipeline diversity
• This is how everyone here is expected to work: own your output, improve the machine, and make the business better than you found it - not just when there's a role to fill