Founding Talent Partner

We're unlocking access to the NHS, because healthcare is not truly free until it's truly accessible 💙The world’s best healthcare, for free. It's not a new idea, it's called the NHS. But the largest healthcare provider is fundamentally broken. Patient satisfaction is at an all time low, and the biggest reason cited is lack of access. So we’re on a mission to fix it with technology that actually works.We're building the front door of UK healthcare, creating a future where one billion NHS appointments are transparent and instantly bookable, and patients are guided to the right service first time using AI.We're developing critical national infrastructure. Today, 26% of GP practices in England use our patient registration software, while one in five GP practices in London use Bookable Search to help new patients find and book appointments seamlessly.Our latest product, Bookable Navigator, extends this vision by automatically booking appointments for existing patients.We operate from within a working GP practice in East London 🏥 We're backed by Y Combinator, Innovate UK and the NHS Clinical Entrepreneur Programme, and were previously ranked the 8th fastest-growing startup in the UK and 33rd fastest-growing in Europe 🚀⛩️ Our Principles Exciting challenges lie ahead. Guided by our principles, we’ll meet these challenges with a thoughtful and caring approach. These principles drive everything we do at Healthtech-1:💙 Care deeply🏋️‍♀️ Work hard🤝 Be your word💬 Trust in radical truth and transparency 🚀 Do your life's best work🥳 Find the funRead more about our principles and our "why" in the Healthtech-1 Handbook.Founding Talent Partner🎯 Mission statementHealthtech-1 exists to unlock appointment access in the NHS. We're already in a quarter of GP practices, and we're not stopping there. Right now, hiring is one of the most important levers in the business. You'll be our first dedicated talent hire, reporting directly to Pete (cofounder).💙 The roleYou're joining at a pivotal moment. We’re growing rapidly and looking to hire 20+ roles in the next 6-12 months. Some of the foundations for the hiring function are formed, but we’re looking for someone to add process, expertise and fuel to the engine so we can take it to the next level. We think of talent as having 3 streams:SourcingCandidate experienceHiring manager experienceThe ideal person is able to balance the art and the science of talent acquisition.The art = you're able to charm and persuade the best talent in the world to join us.The science = the operational efficiency of running a smooth talent process. That includes planning, keeping on top of all communications, coordinating between candidates and hiring managers and staying on track with the longer term hiring plan. You're an operator who can run multiple roles concurrently without anything slipping through the cracks.Opportunities for progression: This is a founding role in a function that will grow. As we scale beyond hiring into onboarding, culture, and retention, this becomes a full People function. You'll have the opportunity to build and lead it. Whilst our preference is always for people who stay for the long term, we’re also open to 9-12 month FTC.Hybrid office culture: 💪🏼 4 days in our office in Stratford. Our anchor days are Mon, Tues , Thurs and Fri. Homemade breakfast and lunch are on the house every day when you're in the office, ensuring you're fuelled for success!Comp: £65k to £75k and competitive founding-level equityIf building the talent function that unlocks access to the NHS for millions in the country excites you — get in touch 😊🎯 Objectives & Key Results in your first 3 monthsObjective: Build a hiring function that attracts top talentKey results:10 offers accepted across active rolesGlass door 4/5Candidate NPS ≥ 4/5Hiring manager satisfaction ≥ 4/5Time-to-hire on desired candidates ≤ 5 weeks📅 Projects and milestones in your first 3 monthsBy Month 1: Get up to speedDeeply understand the company, our hiring managers, our roles, and what great looks like for each roleTake ownership of 5 roles, running sourcing, screening and intro callsRun a hiring manager experience retro, implement 3 changesGet our outbound motion firing: LinkedIn messaging, referrals, warm intros, sourcing toolsSet up clean, trustworthy reporting on funnel conversion at every stage🎯 Get 5 candidates into final stagesBy Month 2: Sharpen everything and start thinking aheadTake full ownership of new role creationRun hiring manager kickoffs for new roles and then maintain weekly syncsBuilt an effective headhunting playbookRun a candidate experience retro with recent joiners, implement 3 changesRun a bold top of funnel project to increase company exposure🎯 Get 10 candidates into final stagesBy Month 3: Operating at full pace, inbound is growingCandidate NPS ≥ 4/5Hiring manager satisfaction ≥ 4/5🎯 Get 15 candidates into final stages, and hit your offer target🔍 Scope of the roleYou fully own:Outbound strategy & sourcingEnd-to-end hiring process across all functionsMarket research and benchmarkingHiring manager relationships: kickoffs, weekly syncs, and candidate quality reportingCandidate experience from first contact to offerEmployer brand touch points: posts, job descriptions, how we show up publiclyReporting and resultsYou do not own, but will contribute to:Onboarding beyond the pre-start experience (that comes later)Content creation (we’ll have a marketer to do this)👍 Must havesBoth agency and startup experience - 3+ years of working in a fast-paced recruitment agency environment and made the leap into an in-house or startup environment.Know the full life cycle - from attraction, assessment, offer to onboarding.A brilliant communicator and storyteller - your outreach gets replies. Candidates leave conversations more excited. You understand that every touchpoint is potentially a magic moment.Operationally excellent - you can run 6+ roles at once without things slipping. You track the funnel, know your numbers, and know which parts of the system to fix.Aim for best - when you consider candidate and hiring manager experience, you consider what excellent looks like and drive change towards that.Hired extensively in software engineering roles - you’ll be hiring both tech and non-tech roles, but we're looking for someone that is very experienced in hiring software engineers so they can hit the ground running!Care deeply for the mission - you’ll be the front face and first impression of our company. So, your passion can only transmit if you personally deeply care about opening up access to the NHS👌 Nice to haveExperience working in health techDeeper experience beyond onboarding, into People (probations, performance, retention, promotions)Experience using AshbyAn interest in AI✨ Hiring process👋 Intro chat - we want to understand how you think [20 mins]🤿 CV deep-dive - we'll go through your background in detail [45 mins]💼 A paid in-office work trial - you'll work on a real problem with us [6 hours]⛩️ Principles interview - to understand your value system [1 hour]🎉 Offer - celebrate and get you set up for success!💙 A bit about us💙 We’re all NHS staff. We’re inside-outsiders. Trusted with one of the biggest datasets in the world. 🏥 Our office is within a GP practice. This is our unfair advantage. Got a question? Pop down the corridor. Want to learn how your work affects real patients? Pop downstairs to reception. 💪🏼 4 days in the office and 1 day WFH (for most roles). We highly prioritise in-person communication and prefer candidates who want to work 4+ days a week in the office. Our anchor days are Mon, Tues, Thurs and Fri. Homemade breakfast and lunch are on the house every day when you're in the office, ensuring you're fuelled for success!🌀 We work in growth cycles. Every 8 weeks we do the same set of activities. 1 week outside of Business-as-Usual to research, strategise, plan our work. 7 weeks to knuckle down and deliver it. 🤝 We’re highly collaborative. One of the benefits of a high trust team is we often work autonomously, but as a team we’re very collaborative by nature. Two heads are often better than one, and we frequently lean on each other to solve problems together. 🤜🏽 We’re backed by industry leaders. We’re on the DigitalHealth.London Accelerator, backed by the NHS Clinical Entrepreneur Program, winners of the London Business School Healthtech Challenge, Innovate UK, and Y Combinator (S23).🚀 An opportunity for real upside💉 Paid volunteer days. We offer an additional 2 paid days off per year where you can give back to your mission of choice.🎢 Every 8 weeks we take a day off to socialise as a team. In the past we’ve hiked box hill, raved at All Points East and spent one rainy day at Thorpe park. This works out as 6 working days a year.📚 Learning budget of £250 annually and time off to spend it - we care about this; this is flexible and based on need but everyone will receive a yearly allocation towards their continual growth.🍽️ Homemade breakfast and lunch are on the house when you're in the office, ensuring you're fuelled for success!🥡 Team takeaways every Monday night🥗 Health and fitness budget of £60 per month - see more here🧘‍♂️ An additional 7 days of paid leave is available if you want to take time to learn how to meditate.💫 Tooling; You’ll have your choice of operating systems and any additional tools you need to do your best work (e.g. keyboard, additional monitors, mouse etc). If you’re on our Engineering teams you’ll receive the latest MacBook Pro and our Growth & Ops teams receives a MacBook Air.🩺 We know health and family come first which is why we have a generous sick leave policy with additional days that can be taken for mental health leave.✈️ We prioritise time outside of work to bond, once a year we’ll holiday together! Destination chosen by popular vote. In 2025, we spent 8 days in a surf camp in France!👎 No private medical insurance, because we believe in the NHS and we are here to improve it!🐥 Parental leave: Post passing probation it is: statutory - 6 weeks 90% pay then, SMP for 33 weeks; if you've been an employee for a year: 12 weeks 100% pay then, SMP for 27 weeks; and if you have been here for 2 years: 18 weeks 100% pay then, SMP for 21 weeks. This will improve over time. We also include up to £9,000 of childcare contribution for primary caregivers to support a five-day return where possible.👪 Fertility leave. We understand how difficult a fertility journey can be. This is why we give an extra 5 days off per year if you or your partner are going through fertility treatment.🐖 Pension - We operate a standard 3% employer contribution and employees auto-contribute 5% of their salary. We use Nest as our provider.🏡 Local living benefit - A one-off benefit to support living closer to the office: £5,000 if you live within a 30-minute walk, or £2,500 within a 30-minute bike. It is optional, available immediately on signing, and not linked to performance or progression.🚕 If you choose to work late in the office, you can expense dinner after 7pm and an Uber home after 9pm, or earlier if you feel unsafe travelling in the dark. This is optional and about wellbeing, not performance or expectations.⛵️And of course, an adventure of a lifetime!🌈 Inclusive & Diverse by DesignWe care about building a product that is loved and a culture that is rich in perspectives, experiences, and backgrounds.Our team represents more than ten different cultures. We come together every lunch time for a home cooked meal, rotated among team members!We want everyone in our team to know that they belong. We are purposeful about this and are proactively building a company that is inclusive of all people; from race, religion, sex, sexual orientation, gender identity, age, neurodiversity, disability, colour, and national origin - essentially every type of diversity. We don’t just want people who fit in, we want them to fit together. We're active in continually improving the way we make this happen.