Head Of Talent, Partly
UK/EU
+ equity
2-5 days a week in office
Building digital infrastructure for automotive parts supply
Be an early applicant
Building digital infrastructure for automotive parts supply
101-200 employees
Be an early applicant
+ equity
2-5 days a week in office
101-200 employees
Company mission
To connect the world's parts, making it easy for repairers to find and buy the right parts.
Role
Who you are
- Proven ability to own and deliver a regional hiring plan in a fast-scaling tech environment. You’ve run end-to-end hiring across multiple functions, delivered against ambitious headcount targets, and built processes that balance speed with consistently high quality
- Exceptional sourcing and assessment capability across technical and non-technical roles. You know how to find, engage, and evaluate top talent in competitive markets, and you’re comfortable personally owning senior or hard-to-fill searches
- Strong systems and process design skills. You’ve built or improved recruiting operating systems — introducing structure, clarity, metrics, and tooling that improve decision quality and remove noise for hiring managers
- High-judgment stakeholder management. You work effectively with senior leaders, drive clarity and alignment, and are comfortable pushing back, challenging decisions, and holding people accountable to maintaining a high hiring bar
- Data-driven operator. You use funnel metrics, conversion data, and quality signals to diagnose issues, prioritise work, and make reliable recommendations. You understand how to turn insights into operational improvements
- Deep commitment to candidate experience and talent brand. You know how to represent a company with professionalism, build trust quickly, and ensure every candidate (successful or not) becomes an advocate for the brand
- (Preferred) Experience hiring in both UK and EU markets. You understand regional nuances, talent availability, compensation patterns, and network dynamics across Europe
- (Bonus) Experience scaling from Series B → Series D+. You’ve seen how hiring evolves as companies grow, and you know where to introduce process, where to maintain flexibility, and where to push for bar-raising change
- (Bonus) Leadership experience. You’ve supported or led recruiters, sourcers, or coordinators, and understand how to build a high-output, high-judgment talent function
- Please note: if you don't have all the skills/experience listed above but believe you could be outstanding in this role, please still consider applying
What the job involves
- The Head of Talent Acquisition, UK/EU
- Is responsible for owning and delivering all hiring across the UK and Europe during a period of rapid scale
- They will report to Harry Uffindell (Chief People Officer)
- This role is part operator, part builder, and part bar-raiser, building a hiring engine in the UK/EU to help support growing our global team from 100 to 400+ over the next two years (we envisage our UK/EU team growing from ~12 to 100+ during this time)
- They will run the UK/EU hiring plan end-to-end, shape how we assess talent, influence and coach regional leadership, and ensure we maintain exceptional talent density as we expand
- They will help build a repeatable, data-driven hiring system for the region while delivering high-stakes roles themselves and partnering closely with the Talent Cultivation Lead, UK/EU, to ensure long-term pipeline coverage
- This is a role for someone who can both execute and elevate — someone who thrives in ambiguity, makes sharp judgments, and knows how to build a recruiting function that moves fast without compromising quality
- Reporting to our Chief People Officer, this role will play an instrumental part in scaling Partly across Europe post-Series B — ensuring we hire exceptional people at pace, maintain high talent density, and build a recruiting engine that scales with the business
- They will work hands-on to deliver key hires while building the systems, processes, and partnerships that enable long-term growth
- Own and deliver the UK/EU hiring plan. Translate headcount goals into a clear execution plan, run the end-to-end funnel for priority roles, and ensure we consistently hire exceptional people across all functions at pace
- Run high-judgment, hands-on recruitment for critical roles. Lead intake, sourcing, assessment, and closing for senior, complex, or business-critical hires. You will personally own the toughest searches
- Build and enforce a high-quality, data-driven hiring engine. Embed frameworks, clear decision pathways, and visibility on key metrics (funnel health, conversion, velocity, quality of hire). Use data to identify bottlenecks, drive accountability, and continuously improve how we hire
- Coach and upskill hiring managers and interviewers. Strengthen judgment across the region, improve interviewing capability, and ensure every hiring decision is grounded in Partly’s philosophy, values, and quality expectations
- Partner deeply with regional leadership. Work closely with UK/EU leaders to understand business priorities, define talent needs, sharpen role clarity, and ensure there is tight alignment and shared ownership of hiring outcomes
- Elevate our talent brand and market presence. Represent Partly in talent communities, build relationships with high-calibre individuals and networks, and ensure candidates experience a world-class, high-trust process from first touchpoint through to close
- Manage and develop the regional Talent team. Provide direction, coaching, and performance management for regional recruiters, sourcers, and coordinators (solid or dotted line). Ensure high output, disciplined operating rhythms, and excellent judgment
- Collaborate tightly with the Cultivation Lead. Align on long-term pipeline strategy, share market intelligence, and ensure proactive coverage for repeat or hard-to-hire roles. You’ll inherit warm, high-signal pipelines and turn them into hires
- Lead offers and closing for high-stakes hires. Own the final mile for exec-level, senior, or mission-critical candidates — crafting compelling offers, navigating constraints, and ensuring we secure the best people in the market
- Continuously optimise how we hire. Identify broken processes, remove friction, propose new systems, and help build a scalable Talent function that can support the company’s next stage of growth (Series B → Series D+)
Salary benchmarks
Our take
Partly is a fast-growing tech company quietly tackling one of the biggest challenges in the automotive industry — finding the right auto parts. In a world where nearly everything is digital and automated, the parts industry has been lacking innovation. Partly is changing that by building the AI-powered infrastructure that connects the global auto parts supply chain.
Think of it like this: what Visa does for financial transactions, Partly does for auto parts. It doesn't sell parts but automates the complex, behind-the-scenes processes, ensuring that buying and selling parts is seamless and near error-free. With a massive database of over 50 million vehicle parts, it offers modular tools, allowing businesses to build their own systems without starting from scratch.
In 2024, the company was named New Zealand's fastest-growing startup and has expanded to the US and UK. CEO Levi Fawcett took home top honours at the New Zealand Leadership Awards as well. It's no surprise either, with the company raising the country's largest-ever Series A ($36M) and continuing to scale at pace. With big-name investors, a growing team, and a product solving a real global problem, Partly is very much on its way to becoming a true industry giant.
Freddie
Company Specialist at Welcome to the Jungle
Meet the team
Levi Fawcett, CEO
Company
Funding (last 2 of 3 rounds)
Dec 2022
$21.4m
SERIES A
Oct 2021
$2.2m
SEED
Total funding: $25.3m
Company benefits
- High trust, low process and no bureaucracy: We hire exceptional people whose judgment we trust. This means we proactively remove any process or rules that slow us down (for example, our expense policy is simply the “red face test”).
- Competitive base salary + equity: We offer competitive salaries and generous equity options for all full-time employees, ensuring everyone shares in the financial upside when we win.
- Flexible working hours: Choose when to work based on what time you’re most effective (no mandatory or set hours). We combine flexibility with an office-first approach (in cities where we have critical mass, i.e. London, Christchurch, Auckland).
- Focus Days: Two days per week, with zero meetings, dedicated solely to uninterrupted deep work.
- Take time when you need it: We don’t ask questions or care if people have a negative leave balance. We work extremely hard and trust our team to take the time they need to recharge.
- Learn from the best: Whether it’s during a ‘Lunch n Learn’ or hearing from a unicorn CEO at a Fireside chat, you’ll have the opportunity to constantly learn from the world’s best.
Company HQ
71 Central Street , London , UK
Articles
Leadership
Levi Fawcett
(Co-Founder & CEO)Previously worked as a Guidance, Navigation and Control Engineer at Rocket Lab USA.
Tony Austin
(Co-Founder & CSO)Previously the founder of Metamotiv. Tony also spent 7 years at Amazon, joining as the Head of Automative Europe before becoming the General Manager of Amazon Australia & New Zealand (Retail). He also spent some time as a Country Leader at eBay Motors Group and as a UK Category Manager at AS Watson.
Harry Uffindell
(CPO)Previously a Startup Advisor (Growth, Operations, People, Fundraising) at Growth Engineer. Prior to that, Harry was a Country Manager & Head of Growth at Tilt until it was acquired by Airbnb where he then became the Head of BizOps & Strategy, APAC at Airbnb.
Tim Grunshaw
(Vice President of Engineering)Tim previously spent 7 years at Microsoft in various Engineering roles. Prior to that, he co-founded TradeIntel where he worked as a Software Engineer for 3 years.
Nathan Taylor
(Co-Founder & COO)Nathan previously co-founded AllGoods where he served as the Head of Operations. Prior to that, he was an Editor & Translator at Chengdu TV and a Chinese-English Translator at HS Translation.
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