lavori da Direction in località Germania

London, United Kingdom

Full time

On-site

People

Note: Partly is headquartered in the UK, with a Product and Engineering base in Christchurch, and an early presence in San Francisco. If you are not based in London, we will fly you to our London office for 1 week per quarter for our "Season Openers" (we pay for your travel and accommodation).

Partly's mission is to connect the world's parts and we're doing that by building the first global platform for replacement parts, starting with auto parts. Our big vision is to accelerate the world towards a sustainable future where waste is eliminated and all replacement parts are universally searchable, accessible and available to all.

Founded by ex-Rocket Lab engineers, we utilise cutting‑edge technology to solve challenging but exciting problems that make a huge impact in a $1.9 trillion industry. We've more than tripled our team over the last 12 months and expect to double in size again over the coming 12 months. We're a global team spanning both Europe and Australasia.

We provide a scalable digital infrastructure solution to some of the world's largest businesses and the most exciting startups. Partly's solutions are integrated across hundreds of companies globally, providing the backbone for cataloguing and managing parts online.

Our investors in Blackbird Ventures (Canva, CultureAmp etc.), Square Peg, Octopus Ventures, Hillfarrance, Icehouse, Peter Beck (Rocket Lab), Akshay Kothari (Notion Co-Founder) and Dylan Field (Figma Co-Founder).

We're continuing to build a world‑class team and ensuring Partly is a place where people can do the best work of their lives. We're proud of the culture we've built at Partly, and our values are lived throughout every experience.

The Head of Talent Acquisition, UK/EU is responsible for owning and delivering all hiring across the UK and Europe during a period of rapid scale. They will report to Harry Uffindell (Chief People Officer).

This role is part operator, part builder, and part bar‑raiser, building a hiring engine in the UK/EU to help support growing our global team from 100 to 400+ over the next two years (we envisage our UK/EU team growing from ~12 to 100+ during this time). They will run the UK/EU hiring plan end‑to‑end, shape how we assess talent, influence and coach regional leadership, and ensure we maintain exceptional talent density as we expand. They will help build a repeatable, data‑driven hiring system for the region while delivering high‑stakes roles themselves and partnering closely with the Talent Cultivation Lead, UK/EU, to ensure long‑term pipeline coverage.

This is a role for someone who can both execute and elevate — someone who thrives in ambiguity, makes sharp judgments, and knows how to build a recruiting function that moves fast without compromising quality.

Reporting to our Chief People Officer, this role will play an instrumental part in scaling Partly across Europe post‑Series B — ensuring we hire exceptional people at pace, maintain high talent density, and build a recruiting engine that scales with the business. They will work hands‑on to deliver key hires while building the systems, processes, and partnerships that enable long‑term growth.

• Own and deliver the UK/EU hiring plan. Translate headcount goals into a clear execution plan, run the end‑to‑end funnel for priority roles, and ensure we consistently hire exceptional people across all functions at pace.

• Run high-judgment, hands‑on recruitment for critical roles. Lead intake, sourcing, assessment, and closing for senior, complex, or business‑critical hires. You will personally own the toughest searches.

• Build and enforce a high‑quality, data‑driven hiring engine. Embed frameworks, clear decision pathways, and visibility on key metrics (funnel health, conversion, velocity, quality of hire). Use data to identify bottlenecks, drive accountability, and continuously improve how we hire.

• Coach and upskill hiring managers and interviewers. Strengthen judgment across the region, improve interviewing capability, and ensure every hiring decision is grounded in Partly’s philosophy, values, and quality expectations.

• Partner deeply with regional leadership. Work closely with UK/EU leaders to understand business priorities, define talent needs, sharpen role clarity, and ensure there is tight alignment and shared ownership of hiring outcomes.

• Elevate our talent brand and market presence. Represent Partly in talent communities, build relationships with high‑calibre individuals and networks, and ensure candidates experience a world‑class, high‑trust process from first touchpoint through to close.

• Manage and develop the regional Talent team. Provide direction, coaching, and performance management for regional recruiters, sourcers, and coordinators (solid or dotted line). Ensure high output, disciplined operating rhythms, and excellent judgment.

• Collaborate tightly with the Cultivation Lead. Align on long‑term pipeline strategy, share market intelligence, and ensure proactive coverage for repeat or hard‑to‑hire roles. You’ll inherit warm, high‑signal pipelines and turn them into hires.

• Lead offers and closing for high‑stakes hires. Own the final mile for exec‑level, senior, or mission‑critical candidates — crafting compelling offers, navigating constraints, and ensuring we secure the best people in the market.

• Continuously optimise how we hire. Identify broken processes, remove friction, propose new systems, and help build a scalable Talent function that can support the company’s next stage of growth (Series B → Series D+).

Want to learn more about the problems we're solving and the culture we're building at Partly? Hear directly from our team here: https://shorturl.at/iAFUX

• Proven ability to own and deliver a regional hiring plan in a fast‑scaling tech environment. You’ve run end‑to‑end hiring across multiple functions, delivered against ambitious headcount targets, and built processes that balance speed with consistently high quality.

• Exceptional sourcing and assessment capability across technical and non‑technical roles. You know how to find, engage, and evaluate top talent in competitive markets, and you’re comfortable personally owning senior or hard‑to‑fill searches.

• Strong systems and process design skills. You’ve built or improved recruiting operating systems — introducing structure, clarity, metrics, and tooling that improve decision quality and remove noise for hiring managers.

• High‑judgment stakeholder management. You work effectively with senior leaders, drive clarity and alignment, and are comfortable pushing back, challenging decisions, and holding people accountable to maintaining a high hiring bar.

• Data‑driven operator. You use funnel metrics, conversion data, and quality signals to diagnose issues, prioritise work, and make reliable recommendations. You understand how to turn insights into operational improvements.

• Deep commitment to candidate experience and talent brand. You know how to represent a company with professionalism, build trust quickly, and ensure every candidate (successful or not) becomes an advocate for the brand.

• (Preferred) Experience hiring in both UK and EU markets. You understand regional nuances, talent availability, compensation patterns, and network dynamics across Europe.

• (Bonus) Experience scaling from Series B → Series D+. You’ve seen how hiring evolves as companies grow, and you know where to introduce process, where to maintain flexibility, and where to push for bar‑raising change.

• (Bonus) Leadership experience. You’ve supported or led recruiters, sourcers, or coordinators, and understand how to build a high‑output, high‑judgment talent function.

Please note: if you don't have all the skills/experience listed above but believe you could be outstanding in this role, please still consider applying. Many folks, especially those from underrepresented or marginalised groups, often count themselves out. Please allow us to learn more about you and why you're exceptional!

• High trust, low process and no bureaucracy. We hire exceptional people whose judgment we trust. This means we proactively remove any process or rules that slow us down (for example, our expense policy is simply the “red face test”).

• Competitive base salary + equity. We offer competitive salaries and generous equity options for all full‑time employees, ensuring everyone shares in the financial upside when we win.

• Flexible working hours. Choose when to work based on what time you’re most effective (no mandatory or set hours). We combine flexibility with an office‑first approach (in cities where we have critical mass, i.e. London, Christchurch, Auckland).

• Focus Days. Two days per week, with zero meetings, dedicated solely to uninterrupted deep work.

• Take time when you need it. We don’t ask questions or care if people have a negative leave balance. We work extremely hard and trust our team to take the time they need to recharge.

• Learn from the best. Whether it’s during a ‘Lunch n Learn’ or hearing from a unicorn CEO at a Fireside chat, you’ll have the opportunity to constantly learn from the world’s best.

• Quarterly season openers across the UK and EU. Connect regularly at the nearest centralised location for a week of collaboration, big‑picture planning and team events.

• Annual global offsite in New Zealand. Travel with the rest of the UK and EU team as we gather and connect for 1‑2 weeks at our product and engineering hub in Christchurch.

• Team connection. Monthly team lunches, celebrating our wins, happy hours and more!

• Parental leave and flexible return to work. Do what works for you. Primary carers can return with 4‑day weeks (on 100% pay for the first 12 weeks). Secondary carers get 10 days full pay.

• Payroll Giving: We encourage generous giving and donate to the high‑impact charities you support.

• CycleSaver: UK employees can now save up to 47% on Lime, Forest, Beryl, or Santander cycle subscriptions through CycleSaver, enjoying the health benefits of cycling to work with flexible, hassle‑free monthly plans instead of bike ownership.