deducta - Strategy & Operations - People
Requirements
• We're looking for a former management consultant who wants to build a career in people and operations, with at least two years at a top-tier consulting firm, up to Senior Consultant level or equivalent. A traditional HR background isn't required. • Top-tier consulting experience: At least two years at MBB or a Tier 2 strategy firm (such as Oliver Wyman, L.E.K. or OC&C), up to Senior Consultant level or equivalent. • Structured problem solving: You can take an ambiguous problem, such as how to hire ten people in a quarter, and turn it into a clear plan with owners and milestones. • Interest in people leadership: You want to build a career leading a people function and care about helping others do their best work. • Strong execution: You follow through on details, keep many workstreams moving at once, and build processes that run without you. • Judgement and discretion: You handle confidential matters with care and earn the trust of leaders and individual contributors alike. • Nice to have: Startup or in-house experience, exposure to recruiting, performance management or HR operations, and familiarity with tools like Ashby. • We care most about how you think, the quality of your work and how you approach unfamiliar problems. Previous startup experience isn't essential, but the pace, initiative and judgement to thrive in one are. • We believe in freedom and responsibility. We set clear priorities, share the context and trust people to decide how to deliver. You'll thrive here if you value: • Ownership: You own the outcome, not just the task. You deliver what you commit to, follow through when things get difficult, and own your mistakes. • Unreasonable hospitality: You treat prospects, clients and teammates with exceptional care as a default. You anticipate needs, communicate with clarity, and help others succeed. • Bias for action: We don’t have every answer upfront. You move things forward without waiting to be asked, take calculated risks, and adapt as you learn. • Craft: Moving quickly matters, but so does doing work that stays clear, reliable and useful as we grow. • System building: You create leverage beyond your own output, building processes, tools and documentation that others reuse and that keep working without you. • Candor: You tell the hard truth early, give and receive feedback thoughtfully, ask for help when you need it, and push back when priorities need to change. • Curiosity about AI: You’re excited by what applied AI makes possible, and you look for ways to use it in your own work. • As an early team member, you'll help shape our culture, our processes and where Deducta goes next. We're growing quickly, and this role will grow with us. • 2. Background interview • 3. Technical exercise • 4. Final interview • 5. Offer, referencing and start • Help the world's biggest businesses finally see themselves clearly.
Responsibilities
• Hiring strategy: Build and maintain the hiring plan with the leadership team, defining each role and its interview process so every search has a clear profile and timeline. • Hiring engine: Run hiring day to day with our recruiters and external partners, own Ashby, and keep pipelines moving and candidates well looked after. • Performance: Run our quarterly review cycles, then design the next layer, including peer feedback, a levelling framework and the link to compensation and promotion. • Onboarding and training: Create an onboarding programme that gets every new joiner productive quickly, and build the training that helps the team keep growing. • Compensation and HR operations: Benchmark pay and equity, administer equity grants, maintain HR policies and compliance, and manage payroll and benefits providers. • Culture: Advise managers on people issues, run engagement surveys such as our eNPS pulse, and organise team events and offsites. • Hiring runs smoothly: Roles are filled on plan with strong hires, and candidates have a great experience whether or not they join. • Performance is fully built out: Expectations are clear, reviews are consistent, and they link directly to compensation and promotion. • Onboarding works: Every new joiner knows what good looks like and contributes from their first weeks.
Benefits
• Every decision a business makes, from the suppliers it trusts to the risks it accepts, eventually shows up as spend. This makes spend data the most honest record of how a company operates. Not the strategy deck or the org chart: spend describes what really happened. • This record exists, but it's scattered across dozens of systems and decades of legacy technology. Companies spending billions a year still can't easily answer: Who are our suppliers? Where are we exposed? What are we paying for twice? • We believe a business that can't see itself clearly can't make great decisions. Deducta exists to give the world's most complex organisations a true picture of how they operate, and the intelligence to act on it. Our ambition is to become the category-defining platform for enterprise data intelligence. • We're well funded, growing fast, and have already processed more than £1 trillion of spend for some of the world's largest and most recognisable companies. Our partners use Deducta to deliver major business transformations orders of magnitude faster. • We plan to grow the team substantially over the next year, and the people we hire will decide how far Deducta goes. This role builds the systems that let us hire, develop and retain exceptional people as we scale, without lowering the bar. You'll report to the Chief of Staff. • You'll own Deducta's people function end to end, from hiring strategy to performance, onboarding, training and compensation. This is a strategy and operations role with a people focus, and a path to leading Deducta's people function, including our recruiters, as the company grows.
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