People and Talent Manager, MirrorWeb

• Proven success in talent partnering or HR generalist roles within a SaaS scale-up environment (pace + ambiguity + high ownership)
• Strong judgment in high-stakes environments where trust matters (regulated, risk-sensitive, security-oriented, or mission-critical contexts are a plus)
• End-to-end recruitment capability: You've owned hiring processes across technical and non-technical roles, can source proactively, assess rigorously, deliver excellent candidate experience, and close strong candidates
• Experience supporting managers through people challenges: You've coached managers through performance conversations, development planning, and team dynamics—and they trusted your judgment
• Clear communicator who can simplify complexity and drive decisions across functions. You're comfortable being direct while remaining supportive
• Bias to action and follow-through: you don't let important work stall—whether it's a stuck hire, a performance issue, or a broken process

Desirable

• In this role, you will own the full recruitment lifecycle and partner with managers to build people capability across MirrorWeb
• You'll ensure we're making smart hiring decisions, delivering excellent candidate experiences, and supporting managers to develop their teams—helping MirrorWeb scale the people systems that turn compliance into a competitive advantage, not an operational bottleneck
• What success looks like in 6–12 months:
• Built a scalable recruitment engine: Established proactive talent pipelines, consistently delivered high-quality hires with excellent candidate experience, and equipped managers to make smart hiring decisions across Austin and Manchester
• Become a trusted advisor to managers and employees: You're the go-to person for performance conversations, development questions, and people challenges—managers know you'll help them navigate complexity with clarity and pragmatism
• Supported talent development at scale: Identified high potentials, supported manager capability building, and ensured our people have clear paths to grow without creating bureaucracy
• You'll own end-to-end recruitment while supporting managers to build capability and develop their teams
• This role balances tactical execution (running hiring processes, managing performance conversations) with partnership (coaching managers, identifying development needs, improving decision-making)
• You'll spend most of your time sourcing and assessing talent, coaching managers through people challenges, and ensuring our people systems work in practice - not just on paper
• You'll report directly to the Head of People, executing the people strategy while bringing insight from the ground to shape how we evolve our approach
• Own recruitment end-to-end: define role requirements with hiring managers, build talent pipelines, source proactively, assess candidates rigorously, and deliver hires that perform
• Build work that holds up in a trust-first environment: reliability, defensibility, and auditability matter here—whether it's hiring decisions, performance documentation, or development plans
• Partner with managers to drive performance and development: coach managers through performance conversations, support development planning, identify capability gaps, and ensure accountability without bureaucracy
• Operate with a "signal over noise" mindset—prioritize what moves the business and people forward: the right hires, the critical development interventions, the performance issues that need addressing now
• Raise the bar: improve the quality of hiring decisions, candidate experience, manager capability, and employee development outcomes
• Communicate clearly and close loops—especially across a distributed team (Austin ↔ Manchester)
• Contribute to a culture of ownership: when something breaks, we fix it
• Recruitment & Talent Pipeline: Own hiring for priority roles across functions. Build and maintain proactive talent pipelines. Drive direct sourcing strategies. Manage candidate experience end-to-end—ensuring every candidate interaction reflects MirrorWeb's standards. Equip hiring managers with the tools and frameworks to make smart, defensible hiring decisions. Track recruitment data, pipeline health, and hiring outcomes
• Employer Branding: Shape and communicate MirrorWeb's employer value proposition. Work with Marketing and Leadership to tell a compelling story about working here. Support content, messaging, and outreach that attracts the right talent
• Performance & Manager Support: Be the trusted advisor managers turn to for performance challenges, development questions, and team dynamics. Coach managers through difficult conversations. Support effective performance management and feedback practices. Identify performance risks early and help managers address them constructively
• Talent Development: Identify high potentials and development needs across the organization. Support manager capability building through coaching and practical guidance. Contribute to development initiatives that accelerate performance without adding complexity. Ensure onboarding accelerates performance and engagement
• People Systems & Compliance: Execute core people processes (performance reviews, onboarding, offboarding, documentation) in line with the Head of People's strategy. Ensure compliance across jurisdictions (US, UK, Argentina). Flag issues and propose pragmatic solutions when systems aren't working