• Key responsibilitiesLead the headhunt, this is where most of your time will be spent. You will run this like a billing desk. Define ideal recruiter profiles across Lateral, Senior, Director, Rookie, Affiliate and Rec-to-Rec tracks
• Build and own a live map of 100+ target individuals across priority markets
• Use intel-led search to find the top performers in every target firm
• Run weekly outbound sprints and nurture relationships over 6–12 months
• Know every £500k+ biller in the niche, who is restless and what competitors pay
• Move fast and close offers with conviction
• Run inbound without lowering the barBuild sharp and multi-angle advertising
• Design a screening scorecard, criteria and standardised rejection messaging
• Reject fast while keeping the candidate experience excellent
• Protect founder time from unqualified candidates
• Own the employer value propositionTurn the firm's performance culture into a story top billers cannot ignore, built on proof: production per head, mandate quality, platform leverage, equity upside and clear expectations.Own the ATS, scheduling, onsite and end-to-end interview process
• Track the full funnel weekly and kill drop-offs before they happen
• Present a weekly dashboard to the CEO: outreach, response, qualified, process, offer and hire projections

Build the brand (from month 9)Once the first hires land, you will shape the careers site, LinkedIn presence, CEO content and onboarding and turning the firm into a recognised niche authority. TA here is morale infrastructure. You will share pipeline momentum, celebrate milestones, drive senior referrals and help the team see every hire as growth.