Talent & Aquisition Lead in London

What we do

Today most companies are reliant on their sales reps to find leads. The challenge? Reps struggle to find great prospects. Worse, they waste huge amounts of time disqualifying leads they can't sell to. This is a poor experience for reps, inefficient use of their skills and sunk cost for the business. GoodFit helps companies identify their leads programmatically and build a dataset based on their unique requirements. We only source the accounts that meet the company's qualification criteria and enrich them with the most useful data points. With the company's market mapped, they can more efficiently distribute & prioritise leads, while delivering compelling messaging based on their prospect's needs.

The opportunity

We're hiring our first Talent Acquisition Lead to own all commercial hiring across Sales, Customer Success, and GTM, while also overseeing our Product & Engineering (P&E) recruiting motion. Having closed our Series A last year, we're now focused on scaling thoughtfully - building strong teams, repeatable hiring processes, and a compelling employer brand that supports sustainable growth. This is a foundational role with real scope: you'll own commercial hiring end to end and ensure our Product & Engineering hiring runs smoothly through trusted external partners and well-designed processes.

As Talent Acquisition Lead, you won't just fill roles - you'll design how hiring works. If you're a strong SaaS recruiter ready to step into broader ownership and lead a function end to end, this role is built for you.

What you'll do

• Commercial Hiring (Primary Ownership)

• Own end-to-end recruiting for all commercial roles, including Account Executives, SDR/BDRs, Account Managers, Solutions and Marketing.
• Act as the single owner of commercial hiring, accountable for delivery, quality, and speed.
• Initially manage external recruiters and existing pipelines, then transition to fully owning sourcing and hiring delivery.
• Proactively source high-quality talent - this role will be 75%+ outbound in the early stages.
• Partner closely with Commercial leaders on role definition, calibration, and weekly pipeline reviews.
• Support compensation benchmarking and banding for GTM roles.

• Manage and optimise external recruiters supporting Product & Engineering hiring.
• Partner with Product & Engineering leaders to define role requirements and hiring priorities.
• Design and improve interview loops and scorecards.
• Ensure strong hiring manager alignment and candidate experience.
• Track progress, quality, and performance of agency partners.
• Ensure P&E hiring processes are scalable, consistent, and aligned with company standards.

• Design and implement lightweight, scalable hiring processes across all functions.
• Manage, configure, and continuously optimise our ATS.
• Work closely with the Head of Operations and Head of Marketing to build and evolve our employer brand, including messaging and positioning, LinkedIn presence and job content, candidate narratives and value proposition, events.
• Support onboarding to ensure smooth ramp-up for new hires.
• Establish and own recruiting metrics and reporting (time-to-hire, funnel conversion, quality of hire).
• Ensure an excellent candidate experience that reflects our culture, pace, and ambition.

What success looks like

• Commercial roles are filled quickly and with high-quality talent that performs and sticks.
• Product & Engineering hiring runs smoothly through trusted agency partners and clear, effective processes.
• Hiring managers across GTM, Product, and Engineering see you as a trusted advisor and owner.
• Hiring processes are clear, repeatable, and scalable - and support ongoing growth post-Series A.
• A strong outbound engine consistently produces engaged, high-quality commercial candidates.
• Our employer brand resonates clearly with top GTM talent.
• Hiring data is visible and used to drive better decisions.
• You confidently own 25-27 hires this year as we scale.
• Initial expectation is ~12–16 commercial hires in commercial 2026.
• You've laid the groundwork for a TA function that can scale beyond a single hire.

Ideal experience

• 3.5–6 years of recruiting experience.
• At least 2 years of in-house SaaS recruiting, ideally in a startup or scale-up.
• Prior agency experience focused on SaaS/commercial hiring (important for network strength).
• Proven experience sourcing and closing: Account Executives, SDRs / BDRs, Customer Success Managers.
• Experience managing external recruiters and agency partners.
• Very strong outbound and sourcing skills using LinkedIn, referrals, AI tools, and creative channels.
• Confident partnering with senior Sales, CS, Product, and Engineering leaders.
• Experience desirable building recruiting processes from scratch (ATS setup, scorecards, interview loops).
• Experience collaborating cross-functionally on employer brand initiatives.
• Experience hiring in the UK; US hiring experience is a bonus but not essential.
• Comfortable operating autonomously without existing infrastructure.
• Someone ready to step up into a Lead role (you might currently have 'Specialist' in your title).
• Experience in a fast-paced post-Series A environment is a plus.

Why join us

• Work closely with a leadership team who've built and scaled multiple revenue teams to $100M+ ARR (you'll learn more in 12 months than most do in 5 years).
• Quarterly off-sites in London and annual company offsite.
• Top-tier equipment & Shoreditch HQ.
• Private healthcare insurance.
• Gym access, monthly team events & more.

Recruitment Process

• Introductory call with the hiring team: mutual intro's and overview of the role, experience, motivation, and role alignment (1 hour).
• Take-home task review interview: presentation and discussion of the approach (1 hour).
• Team meet-and-greet: informal conversation with future team-mates (30 mins).

Inclusion at GoodFit Ltd.

GoodFit Ltd. is an equal opportunity employer and we strongly encourage people of all ages, colour, lesbian, gay, bisexual, transgender, queer and non-binary people, veterans, parents, people with disabilities, and neurodivergent people to apply. We're happy to make any reasonable adjustments that will help you feel more confident throughout the process, please don't hesitate to let us know how we can help.

Research shows that some candidates, particularly women and people from underrepresented groups, may hesitate to apply if they don't meet every listed qualification. If this role excites you, we encourage you to apply even if your experience doesn't align perfectly.