Talent Partner

We believe no one should be a stranger just because they speak a different language. That's why we're building real-time translation for real-world conversations, so two people with no shared language can talk as easily as old friends.

It sounds like it should already exist. It doesn't.

We're a small, well-funded team in central London, backed by people who built the tech already in your pocket. We're right at the start, and no one has built this before.

The Role

You'll own hiring at Glot, working with our Chief of Staff and the founder. We are hiring engineers, AI researchers and business roles at the same time, and we assess everyone against the same qualities.

Your job is to find the people who have them, run a process that respects their time, and make our judgement better with every hire. You'll start with the searches already open and take on sourcing, screening and the pipeline end to end. This is a hiring role, not an HR role: contracts, policies and compliance sit with a separate part of the company.

Examples of what you'll do

Sourcing: find candidates directly on LinkedIn and through our networks, write outreach that gets replies, and track what works. We have found direct sourcing beats agencies; you will prove it.

• Screening: run first calls, write short, specific notes against our three qualities, and recommend who goes forward. Say no clearly and early.
• Pipeline: own Ashby, keep every candidate moving within a week, schedule interviews, chase feedback, close loops.
• Recruiters: brief and manage the agencies we use, hold them to the same criteria, and reduce our dependence on them.
• Judgement: compare what profiles looked like at screen with how candidates performed later, and sharpen what we look for.

What we're looking for

• A reader of people. You can tell the difference between a polished profile and a builder, and you can explain why in two sentences.
• Sharp and direct. You write plainly, ask good questions, and get to the point.
• A builder. You have set up or improved a hiring process yourself, not only run one someone handed you.
• Low ego. You are here to make the company work, not to be seen doing it. You take feedback on your calls and change your mind when the reasoning is sound.
• Experience. Five to eight years in in-house or agency recruiting (including technical roles), or an operations role where you ran hiring. Comfortable with volume and with high standards at the same time.
• Right to work in the UK. You must already have it; we're open to sponsoring a visa after a successful probation.

What you'll get

• Equity: meaningful equity as an early employee.
• Holidays: 25 days' annual leave, plus UK bank holidays.
• Benefits: workplace pension, private medical insurance, plus unlimited snacks and drinks in the office.
• Growth: own hiring from day one, and more functions as the company grows.

Hiring Process

The hiring process typically takes 2 to 4 weeks:

• A 30-minute introductory call with Violeta, our Chief of Staff
• A 60-minute call with Edan, our Founder & CEO
• A short thinking exercise (at home)
• A 60-minute in-person working session
• References.
• An offer.

Looking forward to meeting you.