Interim Talent Partner, GTM

Go Fractional; Greater London; Hybrid; GBP 90,000 - 120,000; Full time

Benefits offered by this job

Competitive salary

25 days annual leave + public holidays

Off-sites twice a year

In-office culture, high talent density

Job summary

Go Fractional in London is seeking a Talent Partner for GTM to own Marketing and Sales hiring end-to-end. This 12-month fixed term contract emphasizes shaping roles, briefs and scorecards with leadership from day one, while building proactive pipelines.

You’ll hire across GTM, including enterprise, product marketing and demand gen, and work with the Sales Talent Partner on Sales to expand internationally with visa sponsorship.

Qualifications

• This role requires 4+ years in Talent Acquisition, with in-house or embedded experience.
• You’ll operate across GTM domains including Marketing and Sales.
• You’ll use AI-enabled tools and data to improve hiring outcomes.

Responsibilities

• Own Marketing hiring end to end, from individual contributors to leadership.
• Work on Sales searches alongside the Sales Talent Partner, including AEs, SDRs, and partners.
• Partner with Marketing and Sales leaders to shape roles, briefs, and scorecards.
• Diagnose why a search stalls and fix it with process, not just resume screening.
• Map GTM markets and build talent pools for ongoing needs.
• Hire internationally with visa sponsorship and relocation support.

Skills

Talent acquisition

Sourcing

Stakeholder management

AI in recruiting

Tools

Claude

Codex

Lovable

Noon

Ashby

Job description

Talent Partner, GTM

Location: London, onsite 4 days a week.

Duration: 12-month fixed term contract

The Role

We plan to double the team in 2027. Most companies that grow this fast dilute the talent density that made them good. We won’t.

You’ll hire across GTM: the teams that win our customers and tell the world about Light. One week that might be an enterprise account executive, the next a product marketer or a demand generation lead. You’ll lead Marketing hiring and work alongside our Sales Talent Partner on Sales. It will be fast and at times messy, and you’ll be the person who brings structure to it.

This isn’t a role for someone who wants to sit and screen all day. We want a guardian of the bar: someone who steps back, looks at the whole hiring problem and fixes what’s actually in the way. AI and good process handle the volume. You bring the judgement, and relationships with great people long before we need them.

What You’ll Do

• Own Marketing hiring end to end, from individual contributors to leadership


• Work on Sales searches alongside our Sales Talent Partner, including account executives, SDRs and partner sellers


• Partner with Marketing and Sales 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 the GTM profiles we hire most often and build talent pools, so the pipeline exists before roles open


• Hire internationally, with visa sponsorship and relocation support, as our GTM team expands into new markets

What Success Looks Like In Your First 6 Months

• Marketing and Sales 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 Marketing and Sales profiles


• Hires are closing at pace, 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 GTM hiring plans and market-entry decisions, bringing leadership evidence on where talent sits and what it costs.


• Real ownership. Marketing hiring is yours to build from the ground up.

What You’ll Bring

• 4+ years in Talent Acquisition, mostly in-house or in embedded or RPO-style roles, hiring GTM teams, including Marketing, in high-growth B2B SaaS or fintech


• You switch gears fast. You can move from an enterprise sales search to a product marketing 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 GTM talent market. Without opening LinkedIn, you could tell us which companies build the best Marketing and Sales teams, how they structure comp and OTE, 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

Bonus Points

• Hiring GTM teams for new markets


• Building a Marketing team’s hiring from scratch


• Experience with Claude, Codex, Lovable, Noon or similar tools

The Good Stuff

In-office culture, high talent density.

Competitive salary.

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! ### Retire The ERP.

Light exists to replace factory-era ERPs with software that feels alive. Our Smart Financial Platform gives modern, global companies superpowers: automated accounting, real-time reporting, and financial flows that move at the speed of the business.

We build with our customers, ship fast, and obsess over craft. In a short time, Light has gone from idea to the operating core for leading companies like Lovable, Legora, and Keyshot. People don’t just use Light, they enjoy it.

We’re an early team defining a new software category. Think engineers who love debits and credits, designers who care about reconciliation states, and operators who treat finance as a product. If you’re excited to modernise how the world runs money, one workflow at a time, you’re in the right place.

Backed by world-class investors and advised by industry titans, we’re building category-defining products with the freedom to ship ambitiously and own outcomes.

Come help us make Light the global default for next-gen finance.