Head of Talent Acquisition (Hiring Director)

Who You Are

The only thing that matters in this role is the outcome. No matter your background—whether you're a technical hiring professional or a seasoned generalist—we’re interested in speaking to anyone who believes they can excel in this position.

However, we think you’re most likely to succeed if you meet the following criteria:

• You have sourced and hired technical roles into a company with a high technical bar.

• You possess excellent written communication skills and can craft compelling cold outbound messages that engage senior technical candidates.

• You have established and managed a hiring function as a system, including configuring an ATS (Ashby) with consistent stages, scorecards, and interview plans.

• You have experience closing senior candidates against competing offers.

• You have selected and managed third-party search partners.

• You are comfortable with data and can create dashboards and reporting to build a compounding hiring engine.

What a Great First 12 Months Looks Like

1. Every open role has a live pipeline, ensuring no role is starved of top-of-funnel (ToFu) candidates. You’ll own each job’s pipeline, guaranteeing:

   • ≥5 qualified candidates with scheduled intro conversations with hiring managers at any time;
   • ≥2 candidates in technical/non-technical interview stages at all times;
   • No open roles without active candidates for more than 7 days.

   The best candidates reach our pipeline through every channel:

   • Direct outbound: Consistently engage the greatest candidates on the market.

   • Referrals & external advocates: Establish a successful first- and second-order referral program, mapping and tapping into every employee’s professional network.

   • 3rd-party talent partners: Build strong partnerships with top search partners and recruiters in target geographies.

   • Events: Host Anima-branded events (e.g., hackathons, conferences, meetups) and participate in career fairs at major universities.

   • Community: Maintain a consistent presence in communities where top talent resides (e.g., research Slacks, niche Discords, X, GitHub).

   • Inbound: Ensure every open role appears on all relevant job boards and attracts top candidates.

2. Our pipeline runs as a well-oiled machine:

   • System built: Tune the ATS (Ashby) with consistent stages, interview plans, scorecards, and reporting.

   • Triage: Fast-track direct applications, identifying the top 10% within 48 hours.

   • Hiring managers own their pipelines: Train and ensure hiring managers follow a written playbook to maximize F1 score without compromising candidate experience.

   • Active: Keep hiring managers accountable, ensuring no role remains in a single funnel stage for ≥48 hours without a next step.

3. Closing is consistently high:

   • Offer acceptance ≥95%: Develop a written sell plan for every final-stage candidate, executed reliably to secure acceptance.

   • Time-to-fill fast enough to win against other offers: Median time-to-fill ≤55 days (engineering), ≤45 days (business). Median time-in-stage ≤7 days. ≥90% of candidates receive a decision within 2 business days of their last interview.

4. You have built a compounding hiring engine that improves with every hire or rejection:

   • Analytics: Collaborate with the Growth team to set up live hiring dashboards and analytics, applying performance-marketing practices to hiring pipelines.

   • Learning loop is alive: Conduct 90-day reviews on every hire, maintaining a regret-hire rate <10%. Log reasons for every decline, rejection, and offer-decline. Quarterly post-mortems feed into scorecards, sourcing, and close processes.

What We Offer

We are exceptionally selective about who we hire at Anima. As a result, we offer generous benefits to our team:

• Salary: An exceptionally competitive base salary + variable on-target-earnings, based on candidates you successfully hire.

• Equity: Very meaningful equity, as every crew member shares in the outcome of delivering personalized medicine.

• Leave: 25 days + 8 UK public holidays, with flexibility for additional time off.

• Parental leave: 12 weeks maternity at full pay (rising to 24 weeks after 2 years' tenure) and 4 weeks paternity at full pay, on top of statutory entitlements.

• Health: Private health insurance covering medical, dental, vision, and mental health, with most pre-existing conditions covered.

• Pension: 4% employer pension contributions (Nest in the UK, Guideline 401(k) match in the US) + full salary sacrifice, with 100% of NI savings passed to employees.

• Learning budget: $1,000/year (or local equivalent) for books, courses, conferences, or other professional development.

• Wellness: 50% subscription matching up to £50/month (e.g., gym) plus Cyclescheme in the UK.

• Childcare: Access to the UK workplace nursery scheme, saving up to 45% on nursery fees via pre-tax salary.

• Remote setup: High-spec MacBook, budget for monitor, desk, and chair, plus up to £250/month for a co-working space if not near the office.

• Hybrid work: Beautiful, modern office in Farringdon, with at least 2 days a week in-person.

• Offsites: At least 2 full-team offsites a year, plus smaller regional meet-ups and hackhouses.

• UK visa sponsorship: We sponsor visas for exceptional global talent to live and work in the UK.