At a Glance
- Tasks: Lead recruitment for EMEA, sourcing top talent across diverse roles in a fast-paced environment.
- Company: Join Serval, an innovative AI-native automation platform transforming enterprise operations.
- Benefits: Impactful role with growth opportunities and a supportive team culture.
- Other info: Dynamic startup environment with a focus on innovation and accountability.
- Why this job: Be the founding recruiter in EMEA and shape the future of our talent strategy.
- Qualifications: 3+ years of recruiting experience in B2B SaaS, especially in enterprise roles.
The predicted salary is between 59400 - 72600 £ per year.
Serval is an AI-native automation platform transforming how enterprises operate. We build intelligent agents that understand real-world workflows and execute them end-to-end — replacing manual processes and rigid legacy systems with adaptive, learning software. Founded in early 2024, Serval is already trusted by companies like Fox, Notion, Perplexity, Vercel, and Brex to automate high-volume, high-friction operational work across their organizations.
At the core of Serval is an agentic AI platform that turns natural language into production-grade workflows. Our agents don’t just respond to requests — they reason, take action across systems, and continuously improve with usage. What began with operational use cases has quickly evolved into a horizontal AI automation layer used across IT, HR, Finance, Security, Legal, and Engineering.
Our mission is to eliminate repetitive, manual work across the enterprise and give teams leverage through intelligent automation. Long term, we’re building the universal AI operations layer — a system of agents that sits across business functions and runs the workflows that keep modern companies moving.
As Serval's first EMEA Talent Partner, you'll build and own recruiting for an entire region, starting from scratch. You'll be the founding recruiter on the ground as Serval expands into EMEA, running searches across both technical and go-to-market roles rather than specializing in one lane. Think full-stack recruiting: an engineer in the morning, an enterprise AE in the afternoon.
You’ll partner closely with the Head of Talent and EMEA hiring managers to define what good looks like in a market where Serval has no established presence yet, drive outbound sourcing into two very different candidate pools, and create a candidate experience that punches above what a company our size should be able to deliver. This role is ideal for someone who's recruited both engineering and sales talent in fast-paced SaaS environments and wants the ownership that comes with being employee one for a region.
What You’ll Do
- Design and Execute PS Hiring Strategy: Build sourcing plans and run full-cycle recruiting across Implementation Consultant, PS leadership, and specialist delivery roles.
- Partner with Leadership: Collaborate with PS hiring managers and the Head of Talent to forecast headcount, define ideal candidate profiles, and prioritize hiring needs as the org takes shape.
- Own the Candidate Experience: Deliver an exceptional experience from first touch to offer acceptance, particularly given how senior and consultative the candidate pool is.
- Develop Scalable Recruiting Systems: Build the processes, interview loops, and scorecards that don't yet exist for this function, since there's no established PS playbook to inherit.
- Drive Outbound Sourcing: Build pipelines from enterprise implementation and delivery talent at companies like ServiceNow, Salesforce, and their ecosystem of delivery partners.
- Influence Employer Brand: Partner with Marketing to craft authentic messaging that attracts candidates with real enterprise delivery experience.
- Track and Report Metrics: Analyze pipeline velocity, conversion rates, and time-to-hire to improve efficiency and hiring quality.
- Collaborate Cross-Functionally: Align with Sales and Recruiting peers to ensure consistent bar-raising and a clean handoff at the deal-to-delivery stage.
What You’ll Need
- 3+ years of recruiting experience, with direct experience hiring Professional Services, Solutions Consulting, Sales Engineering, Implementation, or Customer Success roles at a B2B SaaS company.
- Demonstrated success recruiting for enterprise motions specifically, not high-volume SMB or PLG hiring.
- Strong understanding of enterprise SaaS delivery and implementation work, and the ability to assess a candidate's real delivery experience versus a rehearsed story.
- Data-driven mindset: adept at using recruiting metrics to inform prioritization and process improvements.
- Excellent communication and storytelling skills, with the ability to convey Serval's mission and value proposition to a candidate population that gets pitched constantly.
- High agency and adaptability: comfortable building process where none exists, in a fast-moving, early-stage environment.
- Based in or willing to work from our San Francisco HQ, 5 days/week.
Nice to Have
- Experience as an early recruiter at a Series A–B startup.
- Familiarity with PS or consulting compensation structures and the competitive landscape.
What We Offer
- Impact: Be a key player in shaping the success of our product and company.
- Growth: Build a fundamentally new AI product offering with the support of our experienced team and investors. Grow rapidly with the company.
- Culture: Join a culture that values innovation, ownership, accountability, and fun.
EMEA Recruiter in London employer: Serval
At Serval, we pride ourselves on being an exceptional employer that fosters a culture of innovation and ownership. As the first EMEA Recruiter, you'll have the unique opportunity to shape our recruiting strategy from the ground up in a fast-paced, supportive environment, while enjoying growth opportunities alongside our cutting-edge AI platform. With a focus on delivering an outstanding candidate experience and the backing of leading investors, Serval is committed to empowering its employees to make a meaningful impact in the world of automation.
StudySmarter Expert Advice🤫
We think this is how you could land EMEA Recruiter in London
✨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 Serval, 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 Serval!
✨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 EMEA Recruiter in London
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 Serval 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 EMEA Recruiter at Serval, 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 Serval
✨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 Serval 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!
