Executive summary - Worldover needs a Head of Talent.

This is a rare opportunity to join a business that has found PMF and is currently growing 4–5x every year. We plan to grow from 30 to 110 people over the next 12-18 months, making talent one of the most important functions in the company.

The revenue curve is steep and we expect to grow to $100M over the next 30 months. We are already backed by some of the world’s best investors, including Index, Chalfen Ventures and Entrepreneur First.

We operate in one of the largest “niche” markets in the world. The global chemicals industry represents roughly 9% of global GDP and 1.5 million businesses globally. We sell a combination of database products, traditional software and AI agents to deliver what we call the operating system for chemicals.

We have built the company to date through highly founder-led hiring. That worked at 24 people. It will not get us to 110.

We are looking for someone to own talent end-to-end and build the recruiting machine that gets us there without lowering the talent bar.

This is not a traditional HR role and it is not a role where you manage agencies and wait for inbound applications. You will be expected to recruit directly, source exceptional people, close candidates, build systems, develop our employer proposition and create a data-driven talent function from the ground up. You will also work and be supported by an extensive recruiter network which we have built.

You should be an exceptional recruiter, operator and leader. You should be capable of personally finding and closing some of the hardest candidates we hire while simultaneously building the infrastructure and team required to recruit at scale.

We like individuals who are on a steep growth trajectory; the gradient of your slope matters more than the y-intercept. We tend not to be super impressed by logos. We favour a history of real work and demonstrable outcomes that you led.

You should be able to describe your contribution numerically: hires made, time-to-hire, sourcing conversion, offer acceptance, hiring-manager throughput, quality of hire and the teams you helped build. Ideally, you have experienced part of this scaling journey before and are now ready to go bigger.

You must be AI native in how you conduct knowledge work. We expect you to use AI aggressively across sourcing, research, candidate intelligence, process design, reporting and automation, and to push this culture throughout the company.

Key responsibilities - Own the journey from 24 to 110 people and the people culture alongside it

Build and execute the hiring plan required to more than quadruple the company over the next 12 months, across sales, engineering, product, operations and leadership.

Recruit from the front. You will personally source, interview and close candidates. Particularly for senior and difficult-to-fill roles, we expect the Head of Talent to be directly involved rather than simply managing the process.

Build an outbound recruiting engine. Develop the systems, data and processes that allow us to systematically identify and engage exceptional people rather than relying on inbound applicants or external recruiters.

Build the talent team. Determine the recruiting organisation Worldover needs, hire it and manage it. You should know when to add recruiters, sourcers and recruiting operations capacity as the company scales.

Build the end-to-end recruiting playbook. Create a rigorous process covering workforce planning, role design, sourcing, screening, interviewing, references, offers, closing and onboarding.

Make recruiting quantitative. Build extensive reporting infrastructure across the talent function. We want granular visibility into sourcing volume, response rates, funnel conversion, time in stage, time-to-hire, offer acceptance, source quality and hiring performance by function.

Maintain an exceptionally high talent bar while increasing velocity. Hiring 80+ people is not the objective by itself. Hiring 80+ exceptional people is.

Partner closely with founders and functional leaders. Translate company plans into hiring requirements, challenge poorly defined roles and hold hiring managers accountable for running fast, high-quality processes.

Own candidate closing. Worldover is competing for ambitious people with many options. You should understand candidate motivations, build conviction throughout the process and be exceptional at closing.

Build our talent brand. Develop the narrative for why exceptional people should spend the next phase of their career at Worldover and ensure that narrative reaches the right talent markets.

Build internal talent systems. Work with operations and product teams where appropriate to automate and improve recruiting workflows. We have a strong preference for building intelligent internal systems where they outperform off-the-shelf tooling.

Make Worldover AI native in recruiting. Continuously experiment with AI agents, automation and new workflows that allow a small talent team to operate with dramatically greater leverage.

Create an internal HR function that enables people to be the best in the world at what they do, progress and ensure Worldover retains the A* talent that you bring in.

Who you are - Above all, you want to build.

You have been an exceptional hands-on recruiter before becoming a talent leader. You can still personally source and close difficult candidates.

You have helped scale a high-growth technology company through a meaningful period of headcount growth. Experience going from roughly 20–50 people to 100–200+ is particularly relevant.

You have recruited across multiple functions. Experience hiring enterprise sales, engineering, product and senior leadership is highly valuable.

You are extremely data driven. You think about recruiting as a funnel and can diagnose exactly where it is working or breaking.

You are an outstanding sourcer. You know how to map talent markets, identify unusually strong people and create outbound approaches that generate responses.

You have exceptionally high standards. You understand that rapidly increasing hiring volume is useless if the quality bar falls.

You are commercially minded. You understand the business well enough to challenge hiring plans rather than simply taking headcount requests.

You are an excellent closer and communicator. The best candidates rarely need jobs; you know how to create conviction without resorting to generic recruiting pitches.

You are highly operational. You enjoy building processes, dashboards, systems and automations rather than inheriting them.

You are very technical and AI native in your knowledge work. You should already be using AI extensively and have strong opinions about how it changes recruiting.

Experience recruiting for enterprise software, AI, chemicals, manufacturing or other technical industries is a bonus.

Above all, you want to build. This is an opportunity to create the talent function that will underpin Worldover's next stage of growth, not to inherit one.

What we offer

We offer a competitive salary, significant equity in a rapidly growing company, huge autonomy and ownership, budget for learning and professional growth, and annual team retreats.

25 days holiday.

Working in the office 3 days a week - based in Camden.

A foundational role shaping the talent and culture from the ground up.

People first org - socials, trips - this is for someone who wants to invest in that side.

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