Founding Talent Partner

Mission statement

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).

The role

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. 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.

Opportunities for progression: 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.

Hybrid office culture: at least 3 days in our office in Stratford. Our anchor days are Mon, Tues and Fri. Homemade breakfast and lunch are on the house every day when you're in the office, ensuring you're fuelled for success!

Comp: £50-65k

If building the talent function that unlocks access to the NHS for millions in the country excites you — get in touch

Objectives & Key Results in your first 3 months

Objective: Build a hiring function that attracts top talent

Key results:

• 10 offers accepted across active roles
• Glass door 4/5
• Candidate NPS ≥ 4/5
• Hiring manager satisfaction ≥ 5/5
• Time-to-hire on desired candidates ≤ 4 weeks

Projects and milestones in your first 3 months

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

Scope of the role

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

You do not own, but will contribute to:

• Role creation, interview process
• Onboarding beyond the pre-start experience (that comes later)
• Content creation (we’ll have a marketer to do this)

Must haves

• 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

Nice to have

• Experience working in health tech
• Deeper experience beyond onboarding, into People (probations, performance, retention, promotions)
• Experience using Ashby
• An interest in AI

✨ Hiring process

• 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!