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For Companies At a Glance
- Tasks: Lead the hiring strategy and build a high-performance recruitment system for Ryft.
- Company: Join a cutting-edge fintech company transforming modern commerce.
- Benefits: High ownership, direct impact on growth, and collaboration with founders.
- Other info: Opportunity to influence company trajectory and develop internal recruiting capabilities.
- Why this job: Shape the future of talent acquisition in a scaling fintech environment.
- Qualifications: 6-10+ years in talent roles with experience in high-growth tech or fintech.
The predicted salary is between 80000 - 100000 ÂŁ per year.
About Ryft
Ryft is a regulated payment facilitator and authorised payment institution building the infrastructure layer for modern commerce platforms. We enable marketplaces, SaaS platforms and multi-party ecosystems to embed and monetise payments natively. Our technology handles onboarding, compliance, orchestration, split payments and revenue sharing allowing our partners to focus on growth while we manage complexity.
The Role
We’re looking for a Head of Talent to build and own the hiring engine that will power Ryft’s next phase of growth. This role exists to create a high-performance, scalable hiring system. You will work directly with the founders, COO and leadership team to define how we hire, who we hire and when we hire. You will be responsible not just for filling roles, but for ensuring that every hire raises the bar. This is not a transactional recruitment role. It is a senior position with ownership of talent strategy, hiring infrastructure and candidate quality across the business.
What You’ll Own
- Talent Strategy & Workforce Planning
- Partner with founders and leadership to define hiring plans aligned to company goals
- Translate business strategy into clear, prioritised hiring roadmaps
- Challenge hiring decisions where needed to maintain quality and discipline
- Balance speed vs quality in a high-growth environment
- Hiring Infrastructure
- Design and implement structured, repeatable hiring processes across all teams
- Introduce scorecards, interview frameworks and consistent evaluation standards
- Train hiring managers to interview effectively and make high-quality decisions
- Create a hiring system that scales with the business
- End-to-End Hiring Execution
- Own critical and senior hires directly
- Build and manage top-of-funnel sourcing across engineering, operations, risk, compliance and commercial roles
- Reduce reliance on agencies while maintaining flexibility for specialist hires
- Ensure a high-quality, consistent candidate experience
- Talent Funnel & Performance
- Own and track key hiring metrics including time to hire, conversion rates and quality of hire
- Build visibility into the hiring funnel across all roles
- Identify bottlenecks and continuously optimise performance
- Report on hiring progress at leadership level
- Employer Brand
- Define and communicate Ryft’s value proposition to candidates
- Position the company effectively within fintech, payments and regulated environments
- Improve inbound candidate quality through brand, messaging and positioning
- Ensure consistency across all candidate touchpoints
- Team Building
- Hire and develop internal recruiting capability over time
- Act as a player-coach initially, balancing execution with strategy
- Build a lean, high-performing talent function as the company scales
What “Great” Looks Like in 12 Months
- A structured, scalable hiring system is in place across all teams
- Hiring managers are trained, consistent and accountable
- Quality of hire is visibly high across engineering, operations and compliance
- Time to hire is predictable without compromising standards
- Reduced reliance on external agencies
- A strong, credible employer brand within relevant talent markets
- Hiring decisions are data-informed and aligned with company priorities
Who You Are
- 6–10+ years in talent, recruiting or people roles within high-growth tech, fintech or regulated environments
- Experience building hiring processes and systems, not just filling roles
- Track record of hiring across technical, operational and regulated functions
- Comfortable operating at both strategic and execution levels
- Confident working directly with founders and senior stakeholders
- Data-driven, structured and highly organised
- Strong judgement with the ability to push back and challenge when needed
Why Join
- Opportunity to build the hiring engine of a scaling fintech from the ground up
- Direct impact on company trajectory through talent quality
- High ownership and visibility across leadership
- Work closely with founders during a critical growth phase
- Shape how Ryft scales from Series B to the next stage
Head of Talent in Warrington employer: Ryft
Contact Detail:
Ryft Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Head of Talent in Warrington
✨Tip Number 1
Network like a pro! Get out there and connect with people in the fintech and tech space. Attend industry events, join relevant online communities, and don’t be shy about reaching out to potential contacts on LinkedIn. You never know who might have the inside scoop on job openings!
✨Tip Number 2
Show off your skills! Create a personal website or portfolio that highlights your achievements and showcases your talent strategy expertise. This is your chance to stand out from the crowd and give hiring managers a taste of what you can bring to the table.
✨Tip Number 3
Prepare for interviews like it’s game day! Research Ryft thoroughly, understand their values, and think about how your experience aligns with their goals. Be ready to discuss how you can help build a high-performance hiring system that scales with their growth.
✨Tip Number 4
Apply through our website! It’s the best way to ensure your application gets seen by the right people. Plus, it shows you’re genuinely interested in being part of the Ryft team. Don’t miss out on this opportunity to make a real impact!
We think you need these skills to ace Head of Talent in Warrington
Some tips for your application 🫡
Tailor Your Application: Make sure to customise your CV and cover letter for the Head of Talent role. Highlight your experience in building hiring processes and systems, as well as your ability to work with senior stakeholders. We want to see how you can directly impact our talent strategy!
Showcase Your Data-Driven Approach: Since this role is all about optimising hiring metrics, don’t forget to include examples of how you've used data to inform hiring decisions in the past. We love candidates who can demonstrate a structured and analytical mindset!
Emphasise Your Leadership Skills: This isn’t just about filling roles; it’s about raising the bar with every hire. Share your experiences in leading teams or projects, especially in high-growth environments. We’re looking for someone who can coach others and build a high-performing talent function.
Apply Through Our Website: We encourage you to submit your application through our website. It’s the best way for us to keep track of your application and ensure it gets the attention it deserves. Plus, it shows you’re serious about joining our team at Ryft!
How to prepare for a job interview at Ryft
✨Know Your Stuff
Before the interview, dive deep into Ryft's mission and values. Understand their technology and how it impacts modern commerce platforms. This will not only show your genuine interest but also help you align your experience with their goals.
✨Showcase Your Strategy Skills
Be prepared to discuss your approach to building hiring systems and talent strategies. Share specific examples of how you've successfully implemented structured processes in previous roles, especially in high-growth environments like fintech.
✨Data-Driven Decisions
Since this role is all about metrics, come armed with data from your past experiences. Talk about how you've tracked hiring metrics, optimised performance, and made data-informed decisions that improved hiring quality.
✨Engage with Founders' Vision
As you'll be working closely with the founders and leadership team, demonstrate your ability to challenge decisions constructively. Prepare thoughtful questions that reflect your understanding of their business strategy and how you can contribute to their growth.