Remote Talent and Agile Executive in Swansea

Location: London (Hybrid)

About Bolt Insight

Bolt Insight is a fast-growing consumer insights start-up building AI-powered research products, including BoltChatAI (AI-moderated qualitative research at scale) and quantitative capabilities via BoltQ – helping teams get high-quality consumer insight faster and across global markets. We’re scaling quickly, which means high hiring volume, pace, and loads of opportunities to learn, influence, and grow.

Role summary

As a Talent and Agile Executive, you’ll help deliver a high-volume recruitment pipeline across multiple functions while keeping candidate experience high and processes tight. You’ll also bring an Agile coaching element to the TA function – helping us run hiring like a well-oiled product team: visible workflow, smart prioritisation, fast feedback, and continuous improvement. You don’t need to be an “Agile Coach.” You do need to be organised, people-savvy, data-aware, and comfortable facilitating simple team ways-of-working.

Role and responsibilities

• Support end-to-end hiring across multiple open roles at once (often 10+ requisitions depending on business demand), from intake to offer
• Coordinate and optimise high-throughput scheduling: screening calls, hiring manager interviews, panels, and debriefs – keeping everything moving
• Source proactively (LinkedIn, job boards, referrals, talent pools) and deliver shortlists aligned to role needs
• Drive structured screening: consistent notes, scorecards, and efficient candidate summaries for fast decisions
• Maintain pristine ATS hygiene and on-time stakeholder comms (pipeline updates, next steps, feedback chasing)
• Keep candidate experience excellent: clear expectations, fast responses, thoughtful rejections, and smooth offer coordination
• Support employer brand activity (postings, events, messaging) in line with Bolt Insight’s mission and growth
• Maintain, quality-check, and regularly update Talent Acquisition tracking spreadsheets to ensure accurate, timely visibility of recruitment activity, pipeline health, and progress against hiring goals
• Consolidate inputs from relevant stakeholders, monitor key metrics and milestones, and highlight risks, blockers, and priority actions
• Produce clear summaries and present structured updates to the wider HR team, translating data into insights and recommendations to support workforce planning and decision-making

The Agile ways-of-working element (ways of working in TA)

You’ll help the TA team and hiring managers work in a more “Agile” way:

• Run lightweight weekly planning (role priorities, capacity, risks) and short check-ins to unblock the team
• Maintain a clear hiring workflow board to visualise roles, candidate stages, bottlenecks, and WIP limits
• Track and share simple flow metrics: time-to-hire, stage conversion, bottleneck stages, interview-to-offer time, candidate satisfaction signals
• Observe workflow