Talent Partner

Build the team that builds Conveo. As our London Talent Partner, you'll source and close top talent across the UK, US and Belgium as we scale past 100 people. Conveo is a Y Combinator-backed company in an active growth period. We're scaling past 100 people and delivering our 2027 hiring plan. The people who join now have an outsized chance to shape how this company is built. We raised a $50M Series A led by DST Global, giving us the fuel to move even faster. We're investing in our product, growing an exceptional team, and taking on bigger challenges as we enter our next stage of growth. What We’re Building Conveo is the AI research platform enabling fast, affordable, and high-quality consumer and B2B research. Global brands like Unilever, Google, and Canva use our AI video interviewer to generate insights across marketing and product teams. Traditional research is slow, expensive, and superficial. Running it well requires expertise most teams don't have. That gap affects how well companies understand their customers and how well they can serve them. We're closing it.

The Role

As Talent Partner at Conveo, you will build the team that builds the company. You'll join a small, lean talent team and play a big part in how we scale. You'll play a key part in how Conveo attracts, assesses, and ultimately hires talent across the US, UK, and Belgium, helping us scale past 100 people and deliver our 2027 hiring plan. You'll close exceptional talent across engineering, product, go-to-market, and operations, while contributing to hiring strategy and talent decisions. You won't be limited to one area. You'll work with stakeholders and leadership across departments. If your experience leans towards one area, such as product and engineering, go-to-market, or operations, that's fine. We're open to candidates with a variety of backgrounds. This isn't a transactional recruiting role. You'll shape how candidates experience Conveo and help build a team with high talent density for the long term. Proactive sourcing and strong execution will be central to your success. Talent operations plays a small part in this role. Lots of foundations are already in place, and you'll help build on them as we scale. If you like to experiment and work with the latest tech, especially AI, you'll find this role really interesting. We're growing fast, so priorities shift and you'll often make calls with imperfect information. What You’ll Do Own hiring outcomes end-to-end Partner closely with hiring managers and leadership Own roles from kickoff to close, including sourcing and closing Maintain speed without sacrificing quality Develop strong hiring judgment Build proactive talent pipelines Develop centralised talent pipelines across key disciplines, enabling the business to take a broader and more proactive approach to hiring Create innovative sourcing strategies for particular searches, incorporating AI-enabled sourcing, targeted outbound campaigns, market mapping, events, and external communities Proactively source top-tier talent using LinkedIn, Juicebox, and other tools. Our toolkit isn't fixed. We're always looking at new tools, and deciding whether to build them internally or use them externally, to level up our sourcing and recruitment capabilities. Provide external talent intelligence, including candidate availability, competitor activity, compensation, and wider market trends Build a high-signal candidate experience Be the main point of contact and advocate for candidates Every candidate hears back from us quickly, whether it's a yes or a no. Pitch Conveo with real conviction, because you understand the product, the market and why people join. Grow our employer brand Contribute to employer branding content that shows what it's like to work at Conveo Support events that put Conveo in front of top talent Build scalable hiring and people systems Improve interview loops, scorecards, and decision-making Track funnel health Maintain clean hiring and people data in Ashby (our ATS) and internal tools Build repeatable playbooks and templates What Success Looks Like Hiring managers see you as a true partner and want you on their searches: you've added key players to their teams quickly and efficiently. Hires that work out: you bring in the right people, and we can see who was hired and why they did well in the organisation. Ownership of our hiring goals: you understand the hiring plan and your contribution to it. When blockers come up, you flag them and proactively work to fix them so we hit our goals. Gaps found and closed: you work autonomously, but take time early on to understand what gaps exist and why, then work with the team to close them. Better decisions over time: you make decisions in the moment with the best information available, even when the data isn't perfect, and push to gather more data so future decisions are better informed. A better way of doing things: you challenge the status quo when something could be done in a way that's better for the business, drawing on your experience and backing it up with data and resources. Your First 3 Months You've taken ownership of a set of live roles and closed your first few hires. You've built a pipeline for our hardest-to-hire discipline, so we're ahead of demand, not chasing it. Hiring managers trust you as a partner and come to you early when they're planning hires. What You’ll Bring You're truth first, not fluff first: opinionated and thoughtful, with high standards and low ego. You're structured, fast, and iterative, and you build things once and make them reusable. You'll also bring: Minimum 4 years of recruiting or high-performance hiring experience across in-house teams, startups, scale-ups, or agencies Excellent proactive sourcing, headhunting, and market-mapping skills, with the ability to engage high-performing passive candidates who aren't actively seeking a move Strong execution and high ownership: you run several roles and priorities at once, keep every proce