anima - Talent Lead

• However, we think you’re most likely to be successful in this role if: • You have sourced and hired technical roles into a company with a high technical bar. • You have excellent written communication, and can write cold outbound that senior technical candidates actually reply to. • You have stood up and run a hiring function as a system, and know how to configure an ATS (for us, Ashby) with consistent stages, scorecards and interview plans. • You have experience closing senior candidates against competing offers. • You have selected and managed third-party search partners,. • You are comfortable with numbers and can create dashboards and reporting that will build the compounding hiring engine. • What a great first 12 months looks like • Every open role has a live pipeline, with no roles starved of top-of-funnel (ToFu). You’ll own every job’s pipeline, ensuring that each has ≥5 qualified candidates with scheduled intro conversations with the hiring manager at any time; ≥2 in technical / non-technical interview stages at all times, and zero open roles with zero active candidates for more than 7 days. • The best candidates reach our pipeline through every channel available to us. • Direct outbound. You consistently get the attention of the greatest candidates on the market and bring them into a live job process. • Referrals & external advocates. You’ve set up a successful first- and second-order referral programme, with every employee's professional network mapped and tapped at least once. • 3rd-party talent partners. You have identified and established strong partnerships with the very best search partners and recruiters in every one of our target hiring geographies for our most important roles, and have a network of high-performing recruiters for other roles. • Events. You’ll have hosted Anima- or co-branded events, such as hackathons, conferences, dinners or meetups, and have made impactful appearances at career fairs at major universities in the UK and US. • Inbound. Every open role appears in all the right job boards, and our externally-facing employer brand attracts the best candidates to apply for Anima. • Our pipeline runs as a well-oiled machine. • System built. You have tuned our ATS (Ashby) with consistent stages, interview plans, stages, scorecards, and reporting. • Triage. Direct applications triaged fast: the top 10% identified and moved to first conversation within 48 hours. • Hiring managers own their pipelines. Each hiring manager is trained on - and reliably runs - a written playbook designed to maximise F1 score without compromising candidate experience. They own their candidates’ progression through the hiring pipeline. • Active. You keep hiring managers accountable, and ensure that no role sits in a single funnel stage for ≥48 hours without a known direct next step or follow-up. • Closing is consistently high. • Offer acceptance ≥95%. Every final-stage candidate has a written sell plan before the offer is made, and executed on reliably, such that almost every offer gets to yes. You are relentless and creative about how we achieve this. • Time-to-fill fast enough to win against other offers. Median time-to-fill is ≤55 days (engineering), ≤45 days (business). Median time-in-stage ≤7 days. ≥90% of candidates get a decision within 2 business days of their last interview. • You have built a compounding hiring engine that gets better with every hire or rejection. Anima has mastered the discovery of power laws that result in exponentially improving functions. • Analytics. Alongside our Growth team, you will have set up live hiring dashboards and analytics which bring performance-marketing practices to hiring pipelines, so that we learn from every yes and every no. • Learning loop is alive. You run 90-day reviews on every hire, and regret-hire rate Salary: an exceptionally competitive base salary + variable on-target-earnings, based on candidates you successfully hire. We compensate talent like a sales role, because we think it is as important to hire A-graders here as it is in sales. • Equity: very meaningful equity, because every crew mate should share in the outcome of delivering personalised medicine. • Leave: 25 days + 8 UK public holidays, however we are very flexible with anyone who needs to take more time off during the year. We treat everyone like adults who know how to do their best work sustainably. • Parental leave: 12 weeks maternity at full pay (rising to 24 weeks after 2 years' tenure) and 4 weeks paternity at full pay, on top of any statutory entitlements. • Health: private health insurance covering medical, dental, vision and mental health, with most pre-existing conditions covered. • Pension: 4% employer pension contributions (Nest in the UK, Guideline 401(k) match in the US, local equivalent elsewhere) + full salary sacrifice offered, with 100% of NI savings passed to employees. • Learning budget: $1,000/year (or local equivalent) to spend on books, courses, conferences, or anything else that sharpens your craft. • Wellness: 50% subscription matching up to £50/month (e.g. gym), plus Cyclescheme in the UK. • Childcare: access to the UK workplace nursery scheme, saving up to 45% on nursery fees via pre-tax salary. • Remote setup: a high-spec MacBook plus budget for monitor, desk and chair — and up to £250/month for a co-working space if you're not near our office. • Hybrid work: a beautiful, modern office in Farringdon, with at least 2 days a week (preferably more) in person. • Offsites: at least 2 full-team offsites a year, plus smaller regional meet-ups and hackhouses. • UK visa sponsorship: the best talent is global, and we'll sponsor visas for exceptional candidates to live and work with us in the UK.