Head of Talent Acquisition, Kaluza

• You are a seasoned leader with a proven track record of building and scaling a talent acquisition engine in a fast scaling tech business
• You are a strategic thinker, a hands-on operator, and a natural ambassador who can navigate a complex business ecosystem with cultural sensitivity
• Strong experience in building and optimising a talent acquisition function and in a TA team; strong hands-on experience hiring across engineering, product, commercial and business functions
• Proven success building and executing hiring strategies in an extremely high-growth tech (ideally SaaS) environment
• Experience in building dashboards with incomplete data sets. Skilled with ATS systems, hiring metrics, workforce planning, and continuous improvement
• Fluency in deploying AI during the TA cycle
• Strong people management skills with experience coaching recruiters, setting goals and improving team performance
• Comfortable advising senior leaders, influencing hiring decisions and managing competing priorities
• Excellent verbal and written communication; confident interviewer and negotiator

Desirable

• Team: People
• Reporting To: VP Talent
• We’re hiring a Head of Talent Acquisition to build and lead the recruitment engine for Kaluza across all levels and functions
• You’ll build and execute a strategic, data-driven hiring plan, lead a recruitment team, own end-to-end hiring processes, and partner closely with senior leaders to attract, evaluate and hire exceptional talent who will accelerate our mission to reach net-zero
• Talent acquisition strategy & leadership:
• Develop and implement a company-wide talent acquisition strategy aligned to business priorities and growth plans
• Develop and implement the AI strategy which will enable the organisation to attract the best talent, optimise the candidate experience and hire the best people
• Set recruiting goals, metrics and KPIs; track progress and report regularly to the VP Talent and senior leadership
• Build a strong external employer brand and candidate value proposition tuned to engineering, product, commercial and operations audiences
• Data & Tooling:
• Build dashboards from diverse and sometimes incomplete data sets
• Use data to identify bottlenecks, reduce time-to-hire, improve diversity outcomes and optimise cost-per-hire
• Implement tools and processes (ATS, sourcing platforms) to scale hiring effectively
• Implement AI in the recruitment process to optimise interviewer and candidate experience
• Team management:
• Line-manage a team of recruiters, providing coaching, performance management, prioritisation, and career development
• Create effective resourcing models and workflows to maximise recruiter productivity and candidate experience
• Full-cycle recruitment:
• Own end-to-end hiring for roles across levels (entry to executive), including sourcing, interviewing, offer management and onboarding handover
• Design and maintain robust, inclusive interview processes and assessment techniques for technical and non-technical roles
• Stakeholder partnership:
• Act as a trusted partner to hiring managers/ people partners: forecast hiring needs, advise on organisational and role design, and drive cross-functional hiring rhythms
• Train hiring managers in interviewing best practices, diversity hiring, and candidate experience
• Candidate experience:
• Ensure a high-quality candidate journey, timely communication, and excellent offer acceptance rates
• Compliance & operations:
• Ensure hiring practices comply with local employment law (UK / Australia/France/Japan)and internal policies. Oversee offer approvals, salary benchmarking and background checks