Chief People Officer

About Us

sunday is building the fastest, simplest way to pay in restaurants. With a quick scan of a QR code, diners can pay, tip, and leave in about 10 seconds. We believe great products should feel obvious, not complicated, and we focus relentlessly on keeping things simple while earning trust from restaurants and guests at every interaction. Today, sunday powers payments in thousands of restaurants across the US, UK, and France, helping operators turn tables faster, increase tips, and unlock valuable insights.

We push ourselves to go beyond what’s expected, building with ownership, moving fast, and scaling with ambition as we tackle our biggest growth opportunity in the US.

This is not a traditional HR leadership role. As Chief People Officer, your mission is to be the guardian of talent density  will join the leadership team at a pivotal Series B → Series C inflection point, reporting directly to the Co-founder, with full ownership and a real voice at the table from Day 1.

sunday operates across two continents: in the US, the UK and France. You will shape how we recruit, develop, and retain exceptional talent across all of these markets, while ensuring our culture scales without losing what makes us great.

The People function at sunday is not about administration or compliance. It is about building an organization where every single person pursues growth and raises the bar. Every hire, every promotion, every exit, and every performance conversation should answer one question: does this increase the quality of our team?

Join early, grow fast, and shape the journey!

• Own talent density. Define and enforce the standard of excellence for every hire, promotion, and exit. Recruit people who raise the bar in every team they join. Promote exceptional performers fast. Act decisively, and with empathy, when someone consistently falls below the required standard.

• Build performance systems that drive excellence, not bureaucracy. Design compensation philosophies, promotion frameworks, probation processes, calibration mechanisms, and continuous performance reviews that genuinely hold people accountable and reward those who deserve it.

• Hold the leadership team accountable. Challenge leaders, push them to make difficult decisions, and stay in the trenches until those decisions are executed. When a leader hesitates because a situation is uncomfortable, the answer is never to lower the bar.

• Make sunday magnetic. Build sunday's Talent Acquisition muscle to close 150+ roles per year. Own employer branding, especially in the US, where sunday is still early-stage, and make us irresistible to top-tier candidates in a competitive market.

• Prepare the People function for scale. Design compliant, adaptable processes across US multi-state employment law (NY, GA, and beyond) and European markets. Partner with Finance on rigorous headcount planning ahead of Series C. Own and evolve the HRIS stack (currently HiBob).

• Develop sunday's next generation of leaders. Build the company's first structured L&D framework. Coach and upskill managers. Ensure every high-potential employee has a clear path and the support to take it.

• Bring a rigorous AI lens to People. Apply a coherent, evidence-based point of view on how AI will transform recruiting, performance management, learning, and organizational design, and actively implement it within the People function.

• Champion culture across two continents. Shape and protect what makes sunday special as we grow from 200 to 500+ employees, across US and European teams, time zones, and cultural contexts.

• You have operated at C-level or immediately below in a high-growth technology company. You know what it takes to build a world-class People function, because you've already done it.

• You are a builder, not just an operator. You have designed performance systems, compensation philosophies, and TA strategies from scratch, not inherited them. You have real 0→1 experience in a scaleup environment.

• You are US-based with international leadership experience across at least two countries. You can navigate US multi-state employment law and European work cultures without…