Founding Talent Partner, Healthtech-1

• We think of talent as having 3 streams: Public magnetism. Great candidate experience. Great hiring manager
• The ideal person is able to balance the art and the science of talent acquisition
• The art = great communication and emotional intelligence to create a fantastic candidate experience
• At times you need to inspect, and other times persuade
• The science = the operational efficiency of running a smooth talent process
• That includes planning, keeping on top of all communications, coordinating between candidates and hiring managers and staying on track with the longer term hiring plan
• You're an operator who can run multiple roles concurrently without anything slipping through the cracks
• Both agency and startup experience - 3+ years of working in a fast-paced recruitment agency environment and made the leap into an in-house or startup environment
• Know the full life cycle - from attraction, assessment, offer to onboarding
• A brilliant communicator and storyteller - your outreach gets replies. Candidates leave conversations more excited. You understand that every touchpoint is potentially a magic moment
• Operationally excellent - you can run 6+ roles at once without things slipping. You track the funnel, know your numbers, and know which parts of the system to fix
• Aim for best - when you consider candidate and hiring manager experience, you consider what excellent looks like and drive change towards that
• Hired both tech and non-tech roles - you’ll be doing both here, so existing experience helps you hit the ground running
• Care deeply for the mission - you’ll be the front face and first impression of our company. So, your passion can only transmit if you personally deeply care about opening up access to the NHS

Desirable

• Healthtech-1 exists to unlock appointment access in the NHS. We're already in a quarter of GP practices in England, and we're not stopping there
• To get to 100%, finding and hiring great people is vital. Right now, hiring is one of the most important levers in the business
• You'll be our first dedicated talent hire, reporting directly to Pete (cofounder)
• You're joining at a pivotal moment. We’re growing rapidly and looking to hire 20+ roles in the next 6-12 months
• Some of the foundations for the hiring function are formed, but we’re looking for someone to add process, expertise and fuel to the engine so we can take it to the next level
• We’re balancing multiple streams of work and would like someone to take it to the next level
• This is a founding role in a function that will grow. As we scale beyond hiring into onboarding, culture, and retention, this becomes a full People function. You'll have the opportunity to build and lead it. Whilst our preference is always for people who stay for the long term, we’re also open to 9-12 month FTC
• By Month 1: Get up to speed
• Deeply understand the company, our hiring managers, our roles, and what great looks like for each role
• Take ownership of 5 roles, running CV screening and intro calls
• Run a hiring manager experience retro, implement 3 changes
• Get our outbound motion firing: LinkedIn messaging, referrals, warm intros, sourcing tools
• Set up clean, trustworthy reporting on funnel conversion at every stage
• 🎯 Get 5 candidates into final stages
• By Month 2: Sharpen everything and start thinking ahead
• Take full ownership of new role creation
• Run hiring manager kickoffs for new roles and then maintain weekly syncs
• Built an effective headhunting playbook
• Run a candidate experience retro with recent joiners, implement 3 changes
• Run a bold top of funnel project to increase company exposure
• 🎯 Get 10 candidates into final stages, make 5 offers
• By Month 3: Operating at full pace, inbound is growing
• 20% of applicants are from inbound channels
• Candidate NPS ≥ 4/5
• Hiring manager satisfaction ≥ 5/5
• 🎯 Get 15 candidates into final stages, make 8 offers
• You fully own:
• End-to-end hiring process across all functions
• Market research and benchmarking
• Outbound strategy & sourcing
• Hiring manager relationships: kickoffs, weekly syncs, and candidate quality reporting
• Candidate experience from first contact to offer
• Employer brand touch points: posts, job descriptions, how we show up publicly
• Reporting and results

• Deadline to Apply: March 30, 2026 at 9:00 AM GMT+1
• 👋 Intro chat - we want to understand how you think [20 mins]
• 🤿 CV deep-dive - we'll go through your background in detail [45 mins]
• 💼 A paid in-office work trial - you'll work on a real problem with us [6 hours]
• ⛩️ Principles interview - to understand your value system [1 hour]
• 🎉 Offer - celebrate and get you set up for success!