Founding Talent Partner

The world’s best healthcare, for free. It's not a new idea, it's called the NHS. But the largest healthcare provider is fundamentally broken. Patient satisfaction is at an all time low, and the biggest reason cited is lack of access. So we’re on a mission to fix it with technology that actually works.

We're building the front door of UK healthcare, creating a future where one billion NHS appointments are transparent and instantly bookable, and patients are guided to the right service first time using AI.

We're developing critical national infrastructure. Today, 26% of GP practices in England use our patient registration software, while one in five GP practices in London use Bookable Search to help new patients find and book appointments seamlessly.

Our latest product, Bookable Navigator, extends this vision by automatically booking appointments for existing patients.

We operate from within a working GP practice in East London 🏥 We're backed by Y Combinator, Innovate UK and the NHS Clinical Entrepreneur Programme, and were previously ranked the 8th fastest-growing startup in the UK and 33rd fastest-growing in Europe 🚀

Exciting challenges lie ahead. Guided by our principles, we’ll meet these challenges with a thoughtful and caring approach. These principles drive everything we do at Healthtech-1:

1. 💙 Care deeply

2. 🏋️‍♀️ Work hard

3. 🤝 Be your word

4. 💬 Trust in radical truth and transparency

5.  🚀 Do your life's best work

6. 🥳 Find the fun

Read more about our principles and our "why" in the Healthtech-1 Handbook.

🎯 Mission statement

Healthtech-1 exists to unlock appointment access in the NHS. We're already in a quarter of GP practices, and we're not stopping there. Right now, hiring is one of the most important levers in the business. You'll be our first dedicated talent hire, reporting directly to Pete (cofounder).

💙 The role

You're joining at a pivotal moment. We’re growing rapidly and looking to hire 20+ roles in the next 6-12 months. Some of the foundations for the hiring function are formed, but we’re looking for someone to add process, expertise and fuel to the engine so we can take it to the next level. We think of talent as having 3 streams:

• Sourcing

• Candidate experience

• Hiring manager experience

The ideal person is able to balance the art and the science of talent acquisition.

The art = you're able to charm and persuade the best talent in the world to join us.

The science = the operational efficiency of running a smooth talent process. That includes planning, keeping on top of all communications, coordinating between candidates and hiring managers and staying on track with the longer term hiring plan. You're an operator who can run multiple roles concurrently without anything slipping through the cracks.

Opportunities for progression: This is a founding role in a function that will grow. As we scale beyond hiring into onboarding, culture, and retention, this becomes a full People function. You'll have the opportunity to build and lead it. Whilst our preference is always for people who stay for the long term, we’re also open to 9-12 month FTC.

Hybrid office culture: 💪🏼 4 days in our office in Stratford. Our anchor days are Mon, Tues , Thurs and Fri. Homemade breakfast and lunch are on the house every day when you're in the office, ensuring you're fuelled for success!

Comp: £65k to £75k and competitive founding-level equity

If building the talent function that unlocks access to the NHS for millions in the country excites you — get in touch 😊

🎯 Objectives & Key Results in your first 3 months

Objective: Build a hiring function that attracts top talent

Key results:

• 10 offers accepted across active roles

• Glass door 4/5

• Candidate NPS ≥ 4/5

• Hiring manager satisfaction ≥ 4/5

• Time-to-hire on desired candidates ≤ 5 weeks

📅 Projects and milestones in your first 3 months

By Month 1: Get up to speed

• Deeply understand the company, our hiring managers, our roles, and what great looks like for each role

• Take ownership of 5 roles, running sourcing, screening and intro calls

• Run a hiring manager experience retro, implement 3 changes

• Get our outbound motion firing: LinkedIn messaging, referrals, warm intros, sourcing tools

• Set up clean, trustworthy reporting on funnel conversion at every stage

• 🎯 Get 5 candidates into final stages

By Month 2: Sharpen everything and start thinking ahead

• Take full ownership of new role creation

• Run hiring manager kickoffs for new roles and then maintain weekly syncs

• Built an effective headhunting playbook

• Run a candidate experience retro with recent joiners, implement 3 changes

• Run a bold top of funnel project to increase company exposure

• 🎯 Get 10 candidates into final stages

By Month 3: Operating at full pace, inbound is growing

• Candidate NPS ≥ 4/5

• Hiring manager satisfaction ≥ 4/5

• 🎯 Get 15 candidates into final stages, and hit your offer target

🔍 Scope of the role

You fully own:

• Outbound strategy & sourcing

• End-to-end hiring process across all functions

• Market research and benchmarking

• Hiring manager relationships: kickoffs, weekly syncs, and candidate quality reporting

• Candidate experience from first contact to offer

• Employer brand touch points: posts, job descriptions, how we show up publicly

• Reporting and results

You do not own, but will contribute to:

• Onboarding beyond the pre-start experience (that comes later)

• Content creation (we’ll have a marketer to do this)

👍 Must haves

• Both agency and startup experience - 3+ years of working in a fast-paced recruitment agency environment and made the leap into an in-house or startup environment.

• Know the full life cycle - from attraction, assessment, offer to onboarding.

• A brilliant communicator and storyteller - your outreach gets replies. Candidates leave conversations more excited. You understand that every touchpoint is potentially a magic moment.

• Operationally excellent - you can run 6+ roles at once without things slipping. You track the funnel, know your numbers, and know which parts of the system to fix.

• Aim for best - when you consider candidate and hiring manager experience, you consider what excellent looks like and drive change towards that.

• Hired extensively in software engineering roles - you’ll be hiring both tech and non-tech roles, but we're looking for someone that is very experien