Talent Partner

The role

Beyonk is a ticketing and marketing software company, and a marketing agency, for experience businesses – the farm attractions, Christmas events, zoos and historic houses people visit for a day out. We’re growing across two markets and every part of the business, from product and engineering to sales and marketing to customer success, support and operations, with most of our US hiring based in Austin.

We've grown well without a dedicated recruiter, and we already attract great people. Bringing this in‑house is a deliberate choice: the people who thrive here are chosen on potential, drive and how they think, not only on a CV that matches a brief – and our version of a great hire is hard to judge from the outside. You’ll take recruitment across the whole company and shape it from close to a blank sheet, owning everything from how we find people to how we bring them in.

Having little to inherit is the point. You’ll build the process and tooling the way it should be built, with AI and Notion doing the heavy lifting rather than expensive platforms we don’t need. If you’ve worked with great systems elsewhere, we want you to take what made them good and rebuild it leaner, in tools we already own.

NB:
This role will be based in our London office 2x days a week – applicants must have UK right to work.

• Run live roles end to end across every function – intake, sourcing, screening, coordination, offer and close – and move faster than we do today.
• Partner with hiring managers in the UK and US (Austin). US roles mean some of your day stretches into US hours.
• Source actively. Our best hires may not apply to an ad – you go and find them.
• Sell Beyonk on culture, purpose and the work. You’ll spot potential in people whose CVs aren’t the obvious headline choice, and negotiate offers that land.
• Own candidate experience so everyone leaves with a good impression, hired or not.
• Hold the line on quality. Push back when a hire isn’t right rather than filling the seat.

Expected load is roughly 10‑15 hires across your first six months, spread unevenly across functions and both markets.

Hiring won’t run flat out all year – we’re scaling with a view on profitability, so it will come in waves. In the quieter periods, we want someone who finds and fills a gap rather than waiting for the next requisition.

• Build employer brand and talent pools for roles we know are coming.
• Design the process and systems – ATS setup, scorecards, interview kits, hiring manager guidance and training – AI‑first and Notion‑based.
• Work with operations to support onboarding and wider people projects.
• Own the hiring data: funnel, time‑to‑hire, cost‑per‑hire and pipeline diversity.

This is how everyone here is expected to work: own your output, improve the machine, and make the business better than you found it – not just when there’s a role to fill.

You’re probably 18 months – 4 years into recruitment, embedded via an agency or in‑house at a startup, and you’ve been well managed enough to learn the craft properly. You’ve seen someone build a hiring function from scratch, you’ve become a genuinely reliable executor, and you’re ready to do it yourself.

Above all, you love talking to people. The conversations, the relationships, the buzz of finding someone brilliant and getting them over the line – and it shows in how candidates rate the experience you give them. Fast, reliable execution is your foundation – and it’s how you learn. Moving at pace puts your process under pressure quickly, shows you where it breaks, and tells you what to optimise next.

That’s also what earns you the room to build the systems, processes and AI that make hiring sharper.