Head of Talent Acquisition (6-month contract)

The fight against Climate Change is evolving rapidly. Climate tech is changing. The first wave was reporting. The next is treating carbon the way companies treat money:as a way todecide what to buy who to sell to and which incentives to claim.

Around the world carbon is becoming a condition of trade. Border taxes free allocations green premiums cheaper capital. It looks a lot like the post-warrebuild:governments put capital and tax incentives on the table and the companies that could keep the books moved first. The missing piece then was bookkeeping. The missing piece now is the same carbon accounting.

CarbonChainis that bookkeeping. We turn messy real-world supply-chain data into numbers a trader a sustainability lead or a CFO willactually use.

We want people who are agents of change who feel the impact of climate change and know there is no way around it to create a better future for every being.

People who know the customer is the truth of how a company thrives. People who treat data as the fuel for how fast society can change. People who use AI to accelerate the cause for good by working through an AI lens first to automate repetitive tasks and analyse data. Finally people who enjoy working with people.

We help the worlds largest commodity producers and traders measure and cut emissions with verified primary data where we can get it and defensible defaults where we cannot. The platform turns operational and supplier files into decision-grade carbon and compliance insight: sourcing CBAM product and corporate footprints reporting customers and regulators will stand behind.

We organise carbon accounting around the user in four contexts at once:

• Immediate:the tools in front of them
• Internal:how they work with colleagues
• External:how they work with suppliers and customers
• Societal:how they work with society governments and disclosing bodies

The data we hold is only useful if it makes all four of those jobs easier.

Reporting to the Head of Operations and partnering closely with the founders and technical leadership the Head of Talent Acquisition will assume full ownership of the talent acquisition function during a critical period of growth. This is a hands-on appointment combining strategic responsibility for the hiring roadmap with direct delivery against a defined setof vacancies.

The role carries a clearly defined mandate: the successful appointment will lead the recruitment ofapproximately 5-8senior engineeringand product hires over the contract term while simultaneously professionalising therecruitmentsystems processes and capability that will underpin the companys hiring beyond it.

Key responsibilities

• Developing and delivering a talent acquisition strategy aligned to the organisations growth ambitions and headcount plan
• Partnering with the senior leadership team and hiring managers to define role requirements success profiles and structured scorecards for each vacancy
• Taking direct ownership of senior technical recruitment including proactive sourcing candidate engagement assessment and offer management
• Designing and embedding a consistent structured interview process including interviewer training and calibration for hiring managers across the business
• Reducing reliance on external recruitment agencies through the development of direct sourcing capability and a sustainable talent pipeline
• Championing an outstanding candidate experience and acting as a credible ambassador for the CarbonChain brand in a competitive technical market
• Leading offer negotiation and closing activity including compensation benchmarking and equity discussions appropriate to the companys stage
• Optimising the applicant tracking system and establishing meaningful reporting on pipeline health time to hire source effectiveness and cost per hire
• Delivering a documented talent acquisition playbook and comprehensive handover to enable the business to operate the function effectively at the conclusion of the contract

Measures of success

• Delivery of the agreed engineering and product vacancies within the contract term
• A reduction in median time from first candidate contact to offer to under 45 days. A demonstrable reduction in agency expenditure with the majority of hires delivered through direct and referred channels
• Structured scorecards and interview loops in place and in active use across all open roles
• A documented playbook an accurate applicant tracking system and a warm pipeline in place at handover

The Successful Applicant

The successful candidate will be an accomplished in-house talent acquisition professional with a strongtrack recordof senior technical hiring in a high-growth venture-backed environment.

You willlikely bring

• Proven ownership of engineering and product recruitmentfor 5ywithin seed to Series B technology businesses including successful delivery of seniorstaffand lead-level appointments
• Demonstrable direct sourcing expertise with the ability to personally generate and convert pipeline for hard-to-fill technical roles
• Experience of designing and implementing structured interview processes and scorecards in organisations where these were not previously established
• Excellent stakeholder management skills with the credibility and confidence to challenge and shape hiring manager requirements
• Comfort operating as a standalone function balancing strategic responsibility with hands-on operational delivery
• A strong working knowledge of the UK technology talent market including compensation benchmarking notice periods and visa sponsorship

Desirable

• Prior experience within climate technologyB2B SaaS datainfrastructureor financial technology
• A background in recruiting full stack engineers and product managers
• Previous contract or interim experience with a proven ability to mobilise quickly and hand over effectively
• Experience of successfully transitioning an organisation from agency-led to direct hiring
• Track record of taking/developing job specs and role briefs quickly and generating candidate pipeline quickly. Not having 30 days to build beautiful processes and then recruit.
• Familiarity in as an ATS weve been using it for 6 years and have lot of existing data to leverage
• Willingness to support the ad hoc sourcing of non-tech roles from time to time together with the Head of Operations.

As a hybrid co-located teamwereinspired by ourvaluesand anchored in hubs across the UK and US. This role would be located 3d/week in our London LABS Camden office space.The in-office requirement reflects the collaborative nature of the appointment: the successful candidate will work in close partnership with hiringmanagerslead interview debriefs in person and host candidates on site throughout the process.

• A day rate of 550 650 outside IR35 dependent on experience
• An initial 6-month contract with a potential opportunity to extend to 12 months
• A newly created appointment with full autonomy and a clearly defined mandate
• Direct exposure to the founders and senior leadership team of a well-funded high-growth business
• The opportunity to contribute to a business with a substantive and measurable climate impact
• A collaborative London-based culture including quarterly team offsites regular team lunches and a well-established social calendar

The recruitment processcomprises:

• an initialcompetency-based discussion coveringprevioushiring deliveryconversation with the Head of Operations
• a working session with a hiring manager based on a live vacancy and
• a final conversation with the founders

The business intends to conclude the process within two weeks and to provide feedback within 48 hours of the final stage.

CarbonChain values diversity and inclusion and welcomes applications from candidates with diverse backgrounds.

If you think your skills and experience match what were looking for and youd like to join the next Climate Tech industry unicorn please get in touch!

You can find out more about interviewing at CarbonChain at Experience:

Director