light-inc - Senior Talent Partner, Customer Success & Technology
Requirements
• 6+ years in Talent Acquisition, mostly in-house or in embedded or RPO-style roles, in high-growth B2B SaaS or fintech, including senior and leadership hires • You switch gears fast. You can move from a backend engineering search to a customer engineer hire in the same afternoon, picking up the language, the market and what good looks like in each. • Deep knowledge of the London and European markets for engineering and CS talent. Without opening LinkedIn, you could tell us which companies have the strongest teams, what they pay and who’s likely to move. • You’re a guardian of the bar. You hold it under pressure, including telling a hiring manager “not this one” when the deadline is tight. • You step back before you dive in. When a search isn’t working, your first instinct is to work out why, before you screen more CVs. • You work at pace and bring structure to chaos. When priorities shift and reqs pile up, you set a clear plan and keep everyone moving. • A track record of proactive sourcing: hires you found and engaged before the role opened, rather than hires that applied • Hands-on experience building with AI to improve recruiting, with examples you can walk us through • Hiring solutions or customer engineers • Hiring people with finance or accounting backgrounds into customer-facing roles • Hiring across borders, including visa sponsorship and relocation • Experience with Claude, Codex, Lovable, Noon or similar tools • 🏢 In-office culture, high talent density.
Responsibilities
• Own Customer Success hiring end to end, from account managers to technical customer engineers and partner enablement, up to leadership • Own Product, Engineering and Design searches, including senior and hard-to-fill technical roles • Partner with leaders from the start: shape the role, challenge the brief, and build the scorecards and calibration that keep the bar high • Work out why a search is stalling, whether it’s the brief, comp, location, assessment or the market, and fix it. Sometimes the answer isn’t an external hire at all. • Map the markets for our core CS and technical profiles and build talent pools, so the pipeline exists before roles open • Bring great people to London from across Europe and beyond, with visa sponsorship and relocation support • WHAT SUCCESS LOOKS LIKE IN YOUR FIRST 6 MONTHS • CS and Engineering leaders bring you in early because you make their hiring decisions better • Hiring managers know what they’re getting and when, because you’ve told them, with data • We have mapped markets and warm talent pools for our most common CS and engineering profiles • Senior and leadership hires are closing, and every one makes the team stronger • At least one AI workflow you’ve built is part of how the whole team works • HOW OUR TALENT TEAM WORKS • We protect talent density. Every hire should raise the average. We’d rather hold a role open a little longer than fill it with the wrong person. • We source proactively. Most of our best hires won’t apply, so we don’t wait for a role to open. We map the market, build relationships early and have a pipeline ready when the need arrives. • We use data. We know where candidates come from, where they drop out and what predicts a good hire. We use that to challenge hiring managers with evidence. • We build with AI. We don’t mean writing job ads with ChatGPT. We mean sourcing workflows, research agents and automations that change how much a recruiter can get done. • WHAT YOU’LL GET FROM US • Most Talent teams are bolting AI onto the way they’ve always worked. We’re building ours AI-first, from the ground up. • A team built AI-first. AI does the searching, research and admin, so you can spend your time on judgement, relationships and closing. You’ll help design how that works, rather than having it handed to you. • The tools and the time to build. You’ll have Claude, Codex, Lovable, Noon and Ashby from day one, plus a regular team build session to test new workflows. When something works, it becomes how the whole team operates. • A strategic role. You’ll help shape workforce plans and location decisions, bringing leadership evidence on where talent sits and what it costs. • Room to grow. As our People function scales, so does the scope of this role.
Benefits
• 🏝 25 days annual leave plus public holidays. • 🚀 Shape how Light hires as we double the team. • 🥳 Off-sites twice a year. The last 2 were in Tuscany & Provence! • EQUAL OPPORTUNITIES • Light is an equal opportunities employer. If you need any adjustments during the hiring process, just let us know.
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