People & Talent Lead

MakeMyHouseGreen · Part-time, permanent · Mostly remote, with 1 to 2 days a month in our London office

What we do and where you fit

MakeMyHouseGreen puts solar panels, batteries and heat pumps on UK homes. We use our own software to work out what's right for each home, we install it, and we keep optimising the savings afterwards. We’ve installed on more than 1,000 homes so far, we’re rated 4.8 on Trustpilot, we're profitable and scaling rapidly.

Next year we plan to hire 10 to 15 people. At the moment our founders and managers run hiring alongside their own jobs, and it's the thing most likely to slow us down. This is a new role. You'll own how we find great people, how we choose them and how we set them up to succeed.

We started as a software company and still think like one. We built our own platform, AI agents already screen CVs and book first calls, and you'll be expected to build more. The founders care about hiring. We already use scorecards and structured interviews, and we want someone who can make all of it much better.

Around half of next year's hires will be in sales, so the people you bring in will show up directly in our numbers. You'll make each hiring decision jointly with the manager, and you'll be part of the management team.

It's a part-time, permanent role with share options in a profitable company. We want someone who is with us for the long term, on a pattern that leaves room for the rest of your life. And every good hire you make means more homes running on their own solar.

Your role

You'll be measured on three outcomes:

• Hiring keeps pace with our growth plan. We plan 10 to 15 hires next year, and each role is filled on schedule.
• We hire right first time. A high number of hires pass probation and the calibre of our hiring steps up significantly.
• The senior team gets time back. Founders and managers spend less time on hiring, and people admin no longer lands on them.

The team

You'll report to Llewellyn, our CEO and co-founder, and you'll be part of the management team. You'll work with hiring managers across sales, operations and our installation trades. We're a team of 30, including sales, tech, install operations, and central. You won't be managing anyone directly within the People or Talent team, other than Claude of course, but would have admin support.

Key responsibilities

• Own the hiring process from start to finish for every role.
• Define each role with its hiring manager: the outcomes, the scorecard and the interview flow.
• Build sourcing channels for sales, installers and operations roles.
• Manage pipelines and interview candidates, making the hiring decision jointly with the hiring manager.
• Train our interviewers and keep their assessments consistent.
• Own onboarding and probation, so every new hire gets a clear verdict by month five.
• Advise managers on performance. Take part in quarterly people reviews and push managers to make the right calls.
• Take responsibility for people admin such as contracts and right-to-work checks, and keep a read on how the team is feeling so that problems surface early.

A day in the life

You start with the CVs our AI reviewer has marked as strong and move the best forward. Their first calls are booked automatically. You hold two of those calls, then run a skills interview for a sales role alongside the hiring manager. Another manager wants to open a new role, so you spend an hour working out what it needs to deliver. You finish by agreeing with a hiring manager which candidate gets the offer.

What you'll bring

These are the capabilities we'll look for. No one will be perfect on all of them, so don’t worry about ticking every single one.

• Role & hiring definition. You can take a manager from "we need someone" to clear outcomes and a hiring scorecard.
• Assessment design. You build interviews and exercises that test what the job needs.
• Judgement of people. Your calls on candidates have proved right over time.
• Sourcing and candidate pull. You know where good people are and how to get them interested and excited.
• Influence and candour. You can tell a founder something they don't want to hear, and be listened to.
• Systems thinking and AI use. You can build processes that run well, and you can use AI to do it.
• Empathy and trust. People across the team tell you what is really going on.

What's in it for you

• Share Options. Share options in the business, so that you share in the growth as we scale!
• Flexibility. Part-time hours, mostly remote if you want that.
• Ownership. The function is yours to shape. The role can grow to full-time if you want that, or we can add admin support around you, if needed.
• The senior team. You'll work with the founders and senior team.
• Work and play. Quarterly strategy days and away days or parties.
• Development. We’re very keen on personal development and you’ll have a manager and development manager to help you.
• AI in practice. We're a tech company, and you'll build your use of AI in day-to-day work.
• Hours: 40% to 60% of full time (the equivalent of 2 to 3 days a week), spread across 4 or 5 days so that candidates and managers get quick replies. Fixed days, with some flexibility.
• Location: mostly remote. You'll need to be in our Clerkenwell office, near Farringdon in London, at least 1 to 2 days a month, and to join strategy days and quarterly away days.