People and Talent Manager

Overview

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About Mirror Web

Mirror Web is an intelligent communications supervision platform built for regulated financial services firms that need to scale supervision safely, defensibly and without operational collapse.

Compliance teams today are dealing with a permanent shift: channel explosion (mobile, social, collaboration tools), volume that outpaces humans and regulators who didn't lower the bar. The result is simple: teams are drowning in data but starving for signal.

Mirror Web was built for this moment: AI-native supervision designed for regulated reality where AI helps prioritize risk and focus human attention, while preserving accountability regulators accept.

Our mission: help regulated firms communicate freely and confidently, knowing supervision stays scalable, defensible, and auditable as the world changes.

Why This Role Matters

At Mirror Web, roles aren t about shipping tasks. They re about building a platform that compliance leaders can stand behind in audits and regulatory scrutiny, while helping them modernize without increasing risk.

In this role, you will own the full recruitment lifecycle and partner with managers to build people capability across Mirror Web. You ll ensure we re making smart hiring decisions, delivering excellent candidate experiences, and supporting managers to develop their teams—helping Mirror Web scale the people systems that turn compliance into a competitive advantage, not an operational bottleneck.

What success looks like in 6-12 months:

• Built a scalable recruitment engine:
  Established proactive talent pipelines, consistently delivered high-quality hires with excellent candidate experience, and equipped managers to make smart hiring decisions across Austin and Manchester.
• Become a trusted advisor to managers and employees:
  You re the go-to person for performance conversations, development questions, and people challenges—managers know you ll help them navigate complexity with clarity and pragmatism.
• Supported talent development at scale:
  Identified high potentials, supported manager capability building, and ensured our people have clear paths to grow without creating bureaucracy.

You ll own end-to-end recruitment while supporting managers to build capability and develop their teams. This role balances tactical execution (running hiring processes, managing performance conversations) with partnership (coaching managers, identifying development needs, improving decision-making). You ll spend most of your time sourcing and assessing talent, coaching managers through people challenges, and ensuring our people systems work in practice - not just on paper.

You ll report directly to the Head of People, executing the people strategy while bringing insight from the ground to shape how we evolve our approach.

• Own recruitment end-to-end: define role requirements with hiring managers, build talent pipelines, source proactively, assess candidates rigorously, and deliver hires that perform.
• Build work that holds up in a trust-first environment: reliability, defensibility, and auditability matter here—whether it s hiring decisions, performance documentation, or development plans.
• Partner with managers to drive performance and development: coach managers through performance conversations, support development planning, identify capability gaps, and ensure accountability without bureaucracy.
• Operate with a "signal over noise" mindset—prioritize what moves the business and people forward: the right hires, the critical development interventions, the performance issues that need addressing now.
• Raise the bar: improve the quality of hiring decisions, candidate experience, manager capability, and employee development outcomes.
• Communicate clearly and close loops—especially across a distributed team (Austin Manchester).
• Contribute to a culture of ownership: when something breaks, we fix it.

Note: Role-specific responsibilities:

• Recruitment & Talent Pipeline:
  Own hiring for priority roles across functions. Build and maintain proactive talent pipelines. Drive direct sourcing…