At a Glance
- Tasks: Lead the recruitment process for Pivotal’s innovative programmes and select top talent.
- Company: Join a pioneering team tackling AI risks at Pivotal in London.
- Benefits: Competitive salary, potential for higher pay, and skilled worker visa sponsorship.
- Other info: Dynamic role with opportunities for growth and learning in a fast-paced environment.
- Why this job: Make a real impact by shaping the future of AI safety with talented individuals.
- Qualifications: Experience in recruiting or admissions, strong judgement, and outreach skills.
The predicted salary is between 86750 - 155500 £ per year.
You make sure the best people apply to Pivotal’s programs, and that we select the right ones.
Salary: £86,750–£155,500 per year, depending on seniority. We may be able to pay more for exceptional candidates.
Location: London, at our office at LISA
Hours: Full time
Visa: We can sponsor a Skilled Worker visa
Why work at Pivotal: Pivotal finds people who can work on the biggest risks from advanced AI and gets them working on them. Since 2024, 135 fellows have taken part in our fellowships, and alumni now work at METR, Apollo Research, UK AISI and GovAI. We have grown from 2 staff in 2024 to 10 today, and we plan to reach at least 16 in 2027. Read more about us at pivotal-research.org.
What you will own:
- You’ll own how people find Pivotal’s programs and how we select them. This runs from the first time someone hears about us to the final decision, which you make with mentors.
- In 2027 we plan up to 4 more application rounds, and for our Q1 2027 round we received 5,000+ applications.
- The primary focus will be to grow the number of strong applicants, including people from outside the usual AI safety pipeline, such as mid-career professionals.
- You’ll also run selection at scale, which is getting harder because AI-written applications make written answers a weaker signal.
- You’ll design each round, check afterwards whether it picked the right people, and change it when it did not.
Outreach and marketing:
- Grow the number of strong applicants for each program through channels, campaigns, partner organisations, and presence at universities and conferences.
Communications for applicants:
- Program pages, application guidance and messages to applicants.
The selection process:
- Design and run each round: forms, AI-assisted screening, contract reviewers, work tasks, interviews, and final decisions with mentors and Research Managers.
- Keep it fair, fast and compliant with data protection law.
Learning from results:
- Track which selection signals predict good fellowships and careers. This includes fellows who did worse than expected and strong applicants we turned down.
- Change the process based on what you find.
Who does well in this role:
- You have run recruiting, admissions, marketing or talent search for a selective program or organisation, and you can show results.
- You have good judgement about people, and you can make it explicit so that others can apply it consistently.
- You want to find out if your process works, and you change it when it does not.
- You are good at outreach & communications, including outside the AI safety community.
- You use AI tools well, for example to screen at scale, and you know where they fail.
- You care about reducing catastrophic risks from AI.
- You do not need a research background.
We don’t expect anyone to be strong in all of this.
How we hire:
- We review applications as they come in, so applying early helps.
- The process has these stages:
- Written application: A short form and your CV. It takes about 30 minutes.
- Automated video interview: About 10 minutes. You record short answers to a few questions, at a time that suits you.
- Work task: About 2 hours, based on real work in this role. We pay you for this time. You may use AI tools, as you would in the job. Tell us which ones you used and how.
- Personal interview: About 45 minutes. We discuss your work task and how you would approach the role. With your consent, we record it so that more of the team can review it.
- Work trial and references: Up to three paid days working with us at our office in London. We also speak to two referees, after asking you.
If you need an adjustment at any stage, such as extra time, tell us and we will arrange it. If you have questions, email team@pivotal-research.org.
Talent Lead employer: Pivotal Research
Pivotal Research offers competitive salaries ranging from £68,250 to £155,500 per year, depending on seniority, and provides opportunities for professional growth through its fellowships focused on advanced AI and biodefense. The company has a collaborative work culture, with a commitment to tackling significant global risks and supporting its employees in making impactful contributions. With plans for continued growth, Pivotal Research fosters an environment where employees can thrive and develop their careers.
StudySmarter Expert Advice🤫
We think this is how you could land Talent Lead
✨Dive into the Talent Acquisition Community
Get involved with communities specifically aimed at talent acquisition and recruitment. Follow popular forums, like the HR and recruitment threads on LinkedIn Groups or join Talent Acquisition Meetups in your area. Networking with fellow recruiters and industry experts can lead to hidden job opportunities and insider tips!
✨Show Off Your Expertise at Recruitment Events
Attend recruitment fairs and industry conferences where companies, including Pivotal Research, often showcase their hiring needs. Not only can you meet potential employers face-to-face, but you can also demonstrate your passion and knowledge about the field. Make sure you've got some thoughtful questions ready to impress!
✨Leverage Your University Connections
If you’re a recent grad or still connected to your university, tap into their career services. Many universities have exclusive job boards and connections with companies eager to hire fresh talent in recruitment roles. Plus, you never know who might be able to put in a good word for you at places like Pivotal Research!
✨Tailor Your Digital Footprint
Make sure your online presence reflects your passion for talent acquisition. Share articles, join discussions, and post about trends in recruiting to establish yourself as a knowledgeable candidate. Recruiters often check candidates out online, so use platforms like LinkedIn to showcase your insights and enthusiasm for discovering the right talent!
We think you need these skills to ace Talent Lead
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at Pivotal Research that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Talent Lead at Pivotal Research, tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at Pivotal Research
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch Pivotal Research to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
