Talent Acquisition

TL;DR : This is not a conventional recruiter role. You'll be our first recruiting hire at Conduct, defining how we think about talent acquisition from scratch, owning the process end-to-end across every role, and making sure we keep the bar high enough to build the strongest team in enterprise tech.

Why Conduct We believe the world's largest companies should move at the speed of their ideas, not the speed of the decade-old systems they run on. Today they don't.

Every process change, every new product line runs into SAP systems layered with decades of custom code and complexity no human mind can fully comprehend. New requirements take months to ship, system migrations cost $100M+ and years of pain.

We're building the AI operating system that absorbs this complexity and gives enterprises back their speed and ambition. Major enterprises already trust us with their most critical systems, we've closed game-changing SI partnerships, just raised a $60M Series A, and demand is outpacing what we can service.

We're a small, talent-dense team doing our life's work out of London and NYC. Extreme ownership, high velocity, low-ego collaboration. What you build here shapes the company and how the world's largest companies operate. We sponsor visas and are convinced diverse teams build better products, so we especially encourage underrepresented groups in tech to reach out.

What you'll own Recruiting at Conduct, fully. Every role, every stage, every candidate: from the first outreach message to the signed offer letter. You'll work directly with founders and hiring managers to define what great looks like, then go find it.

In practice that means:

• Own the full recruiting lifecycle across engineering, product, and GTM: sourcing, outreach, screening, scheduling, pipeline management, offers, and candidate comms

• Be the person candidates remember - you run a process that's fast, warm, and leaves people with an exceptional impression of Conduct, whether they get the role or not

• Partner closely with hiring managers to sharpen role definitions and calibrate on what we're looking for

• Build the infrastructure: ATS setup, scorecards, sourcing playbooks, templates. Building a systems that let us hire at pace without cutting corners

• Manage multiple complex searches simultaneously without sacrificing quality or candidate experience

• Manage external partners where needed and know when to use them and when not to

You'll also shape how we show up as an employer: how we write job specs, how we talk about Conduct to candidates, and how we build our reputation in competitive talent markets.

Who we hire This is a founding role, you'll build as much as you run. You'll fit right in if your former colleagues would call you one of the sharpest recruiters they've ever worked with - and if you care as much about quality as you do about speed.

In practice that tends to look like:

• 4+ years of hands-on recruiting, ideally in fast-growing tech environments. You've been the person who decided what good looked like, not someone who inherited a process someone else built.

• Strong technical recruiting chops. We're an engineering-led company, and technical hiring is a core part of this role. You've personally closed software engineers, staff engineers, and product designers — and you know what great looks like.

• Creative sourcing instincts. You build pipelines, not just job postings. You know where to find people who aren't looking, and you adapt fast when the first approach isn't working.

• Excellent communication. You build trust with (deeply technical) candidates and senior stakeholders alike, written and verbal.

• A genuine point of view on talent. You run intake conversations that produce a real, shared definition of the bar. You hold the broader team accountable to the process, push back when steps get skipped, and build credibility through outcomes.