fleek - Senior Technical Recruiter
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Requirements
• 3+ years of in-house technical recruiting experience at a startup or scale-up where you were building process as well as delivering hires • A track record in an early-stage business where the brand was unknown and you were working at pace. This is a hard requirement, not a preference. If your entire career has been at established companies with strong inbound pipelines, this is not the right role. • A proven track record of sourcing and closing technical talent in competitive markets without relying on employer brand recognition • Experience hiring for Engineering roles (backend, frontend, full-stack, infrastructure/platform). Other non-tech roles are a plus. • Strong calibration instincts: you have partnered effectively with technical hiring managers and helped them define and standardise what good looks like • High comfort with ambiguity: you have operated in environments where roles shift, priorities change, and you still close • Demonstrable experience building with AI tools, not just using them. You have created workflows, tools, or systems using AI. Bonus if you have used Claude Code or similar AI coding tools. • Experience working with a tier one ATS like Ashby, Greenhouse, or Pinpoint • Excellent communication and stakeholder management: direct, organised, and easy to work with at pace • A genuine interest in building talent systems, not just filling seats • Ready to build the engineering team behind one of the fastest-growing AI startups in Europe? If you want to own high-impact technical hiring, build real tools with AI, and shape how a post-Series B company scales its technical talent function, we would love to hear from you. • HOW WE HIRE FOR THIS ROLE • We run a structured, intentional process. Here is what to expect: • 1. Apply (applications close 17 April 2026). We review every application. • 2. Hiring Manager Screen (45 min video call with Matthew Parker, Head of Talent). • 3. CTO Interview (45 min video call with Sanket, CTO). • 4. Case Study (take-home over a few days, then a 60 minute live presentation at our London office). • 5. Founder Final (30-45 min in-person with Abhi, CEO). • We aim to move fast. From application to offer, the process typically takes 2-3 weeks. • Fleek is an in-office company. We believe the best work happens when people are together: the quick decisions, the cross-functional energy, the ability to solve problems in real time. Most of the team works from our London HQ 3-4 days a week. • We are not prescriptive about it. Performance and trust matter more than attendance. We hire adults and treat them accordingly. • THE PRACTICALITIES • Location: London HQ, Heneage Street, E1 (Shoreditch / Aldgate East) • Work model: In-office, typically 3-4 days per week • Salary: Up to £75,000 (flex for the right candidate) + equity • Level: Senior • Stage: Post-Series B, hyper-growth • Team: 100+ across London, India, and Pakistan (~20 in London office) • Culture: High ownership, non-hierarchical, fast-moving. Founder-led with strong opinions loosely held. • Applications close: 17 April 2026 • Five values shape how we work at Fleek: • Dream Big and Disrupt Yourself: Push the most ambitious version of what you are building. Step out of your comfort zone. Nothing is out of reach. • Absolute Ownership: The buck stops with you. Drive initiatives to completion. Experiment, learn, persevere. The job is not done until the job is done. • Curiosity Leads the Way: Do not accept anything at face value. Ask questions you do not know the answer to. That is how you innovate. • Talk to the Customer: Deeply understand their challenges, motivations, and ambitions. Every decision starts with the customer at the centre. • Embrace Diversity: A global team building for a global supply chain. Bring your authentic self and embrace the diversity of everyone you encounter.
Responsibilities
• Own Technical Hiring End-to-End: Drive end-to-end recruitment for Engineering and Product roles in London, from role design through offer close. You will own the full pipeline with accountability for both quality and velocity. • Source Where Others Can't: Build cold outreach strategies, community pipelines, and creative sourcing approaches to find exceptional technical talent in markets where Fleek does not yet have brand recognition. • Calibrate Hiring Managers: Partner with Engineering and Product leaders to define what great looks like for each role, challenge vague or inconsistent briefs, and build structured scorecards that make hiring decisions faster and more defensible. • Build the Talent Architecture: Help design and implement the hiring infrastructure at Fleek: role frameworks, interview structures, levelling guides, approval workflows, and process standards that scale as the team grows. • Build Recruiting Products with AI: Use Claude Code and other AI tools to create real tools and systems for the talent function: sourcing automation, referral infrastructure, pipeline analytics, candidate evaluation tooling. This is building, not prompting. • Support Strategic Talent Projects: Contribute to employer branding, hiring events, talent community building, and the development of Fleek's external presence in the London engineering market. • Own Candidate Experience: Maintain a fast, respectful, and high-quality candidate experience at every touchpoint. In a market without a strong inbound brand, every candidate interaction is brand-building.
Benefits
• I am a UK/Irish Citizen or have Indefinite Leave to Remain (I already have the permanent, unrestricted right to work). • I hold a valid visa that grants me the legal right to work without sponsorship (e.g., Skilled Worker under another employer, Graduate Visa, Ancestry Visa). • I will require visa sponsorship from the company to obtain the legal right to work in the UK. • Please share one example of how you have used AI to 10x your output. We want to see how you actually work, not just that you know the buzzwords.
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