Founding Senior Talent Partner

Odin · Londonsenior

In short

▸Contratar y formar el equipo fundador de Odin en roles clave y estratégicos.
▸Ser el principal defensor de la calidad del talento, con autonomía para desafiar a los gerentes de contratación.
▸Construir la marca empleadora de Odin antes de que las personas busquen trabajo, usando red, contenido y comunidad.

Fluent in English (required)

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What they ask for

✓Experiencia comprobada en reclutamiento de alto nivel, especialmente en roles estratégicos.
✓Capacidad para evaluar juiciosamente candidatos más allá del currículum, centrándose en razonamiento y valores.
✓Habilidad para construir relaciones y buscar activamente talento no aplicante (outbound sourcing).
✓Experiencia con herramientas de reclutamiento y uso de IA en procesos de selección.
✓Capacidad para diseñar procesos de entrevista estructurados y efectivos.
✓Fortaleza para tomar decisiones con independencia, incluso cuando contradicen a los gerentes.

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AshbyAIHiring documentationCandidate experience toolsSourcing platformsReferral programsContent creationEvent planningMarket mappingData-driven decision making

Who should you write to at Odin?

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About Odin Odin is building the investment infrastructure for the future of private markets. We believe capital is one of the most powerful tools for shaping the world - and more people should be putting it to work. Our mission is to make it radically easier to raise and deploy capital, so that anyone, anywhere, can back the companies and ideas they believe in. Our first product is a full-stack platform for launching and running private investment firms - think Shopify for VC and PE. We handle all the infrastructure: from legals and investor onboarding to KYC/AML, payments, tax, reporting, and exits. We’re already trusted by over 10,000 angels, VCs, and founders. We administer over $500m in assets, covering investments from pre-seed to series E. This includes household names like ElevenLabs, OpenAI, SpaceX, xAI, Anduril, etc. but also new companies creating everything from synthetic brains to small nuclear reactors. Why We're Hiring We're hiring across product, design, engineering, growth, legal and operations - and our US launch will add New York hiring on top of that. Hiring the right people is central to our success to not have someone focused on it entirely. You'll find exceptional people, but you won't just be the person holding everyone to a bar - you'll work with the founders and leadership team to shape what that bar actually looks like. This isn't a role where you speak to candidates and move them through a process. You'll understand the product, business and teams deeply enough to assess people properly, challenge hiring managers when needed, and hold the business to the same standard we expect from candidates. And because you'll often be the first person someone meets from Odin, you'll need to give exceptional people a reason to care about a company many of them haven't heard of yet. Employer brand is a core part of the role, not something you get to once hiring goes quiet. You'll help build the content, events and community engine that puts Odin in front of the best operators in tech before they're looking for their next job - and makes hiring easier over time. Responsibilities Run hiring end to end across senior and business-critical roles, from role scoping through to start date. Own pipeline. The people we most want to hire often aren't applying, so outbound, market mapping, network building and getting others involved in referrals are a core part of the week. Run hiring kick-offs that create real clarity around what the role is, what great looks like, and how we're going to assess it. Design interview processes that test reasoning, behaviours and capability rather than rehearsed answers, using challenges, scorecards and structured assessments where appropriate. Own candidate communication end to end, with the same level of care whether someone is progressing or not. Keep employer brand top of mind and be hands-on in shaping it. Whether through content, events or community, you'll find ways to put Odin in front of the right people before they're looking for a job. Use AI as part of how you operate across sourcing, research, screening, candidate experience, operations and employer branding. Use hiring data to change decisions, prioritise roles and coach managers — not simply to report on the funnel. Continuously improve how we use Ashby, our hiring documentation and the quality of our interviews. Give clear, well-reasoned hiring recommendations with limited oversight, including when your view isn't what a hiring manager wants to hear. Who You Are An experienced recruiter with an unusually high bar for quality and strong judgement across functions. You notice patterns, inconsistencies and signals others can miss, and assess reasoning, behaviours, capability and values rather than relying on experience on paper. Brilliant at asking questions and getting underneath people's reasoning.

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