Head of Talent Acquisition

Head of Talent Acquisition (6-month contract)

London, UK

The fight against Climate Change is evolving rapidly. Climate tech is changing. The first wave was reporting. The next is treating carbon the way companies treat money:as a way todecide what to buy, who to sell to, and which incentives to claim.

Around the world, carbon is becoming a condition of trade. Border taxes, free allocations, green premiums, cheaper capital. It looks a lot like the post-war rebuild:governments put capital and tax incentives on the table, and the companies that could keep the books moved first. The missing piece then was bookkeeping. The missing piece now is the same, carbon accounting.

Carbon Chainis that bookkeeping. We turn messy, real-world supply-chain data into numbers a trader, a sustainability lead, or a CFO will actually use.

We want people who are agents of change, who feel the impact of climate change and know there is no way around it to create a better future for every being.

People who know the customer is the truth of how a company thrives. People who treat data as the fuel for how fast society can change. People who use AI to accelerate the cause for good by working through an AI lens first to automate repetitive tasks and analyse data. Finally, people who enjoy working with people.

We help the world's largest commodity producers and traders measure and cut emissions, with verified primary data where we can get it and defensible defaults where we cannot. The platform turns operational and supplier files into decision-grade carbon and compliance insight: sourcing, CBAM, product and corporate footprints, reporting customers and regulators will stand behind.

We organise carbon accounting around the user in four contexts at once:

• Immediate: the tools in front of them
• Internal: how they work with colleagues
• External: how they work with suppliers and customers
• Societal: how they work with society, governments, and disclosing bodies

The data we hold is only useful if it makes all four of those jobs easier.

Reporting to the Head of Operations and partnering closely with the founders and technical leadership, the Head of Talent Acquisition will assume full ownership of the talent acquisition function during a critical period of growth. This is a hands-on appointment, combining strategic responsibility for the hiring roadmap with direct delivery against a defined setof vacancies.

The role carries a clearly defined mandate: the successful appointment will lead the recruitment of approximately 5-8senior engineering and product hires over the contract term, while simultaneously professionalising the recruitment systems, processes and capability that will underpin the company's hiring beyond it.

Key responsibilities

• Developing and delivering a talent acquisition strategy aligned to the organisation's growth ambitions and headcount plan
• Partnering with the senior leadership team and hiring managers to define role requirements, success profiles and structured scorecards for each vacancy
• Taking direct ownership of senior technical recruitment, including proactive sourcing, candidate engagement, assessment and offer management
• Designing and embedding a consistent, structured interview process, including interviewer training and calibration for hiring managers across the business
• Reducing reliance on external recruitment agencies through the development of direct sourcing capability and a sustainable talent pipeline
• Championing an outstanding candidate experience and acting as a credible ambassador for the Carbon Chain brand in a competitive technical market
• Leading offer negotiation and closing activity, including compensation benchmarking and equity discussions appropriate to the company's stage
• Optimising the applicant tracking system and establishing meaningful reporting on pipeline health, time to hire, source effectiveness and cost per hire
• Delivering a documented talent acquisition playbook and comprehensive handover to enable the business to operate the function effectively at the conclusion of the contract

Measures of success

• Delivery of the agreed engineering and product vacancies within the contract term
• A reduction in median time from first candidate contact to offer to under 45 days. A demonstrable reduction in agency expenditure, with the majority of hires delivered through direct and referred channels
• Structured scorecards and interview loops in place and in active use across all open roles
• A…