Odin
Founding Senior Talent Partner
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About Odin
Odin is building the investment infrastructure for the future of private markets. We believe capital is one of the most powerful tools for shaping the world - and more people should be putting it to work. Our mission is to make it radically easier to raise and deploy capital, so that anyone, anywhere, can back the companies and ideas they believe in.
Our first product is a full-stack platform for launching and running private investment firms - think Shopify for VC and PE. We handle all the infrastructure: from legals and investor onboarding to KYC/AML, payments, tax, reporting, and exits.
We’re already trusted by over 10,000 angels, VCs, and founders. We administer over $500m in assets, covering investments from pre-seed to series E. This includes household names like ElevenLabs, OpenAI, SpaceX, xAI, Anduril, etc. but also new companies creating everything from synthetic brains to small nuclear reactors.
Why We're Hiring
We're hiring across product, design, engineering, growth, legal, and operations - and our US launch will add New York hiring on top of that. Hiring the right people is central to our success to not have someone focused on it entirely.
You'll find exceptional people, but you won't just be the person holding everyone to a bar - you'll work with the founders and leadership team to shape what that bar actually looks like.
This isn't a role where you speak to candidates and move them through a process. You'll understand the product, business, and teams deeply enough to assess people properly, challenge hiring managers when needed, and hold the business to the same standard we expect from candidates.
And because you'll often be the first person someone meets from Odin, you'll need to give exceptional people a reason to care about a company many of them haven't heard of yet.
Employer brand is a core part of the role, not something you get to once hiring goes quiet. You'll help build the content, events, and community engine that puts Odin in front of the best operators in tech before they're looking for their next job - and makes hiring easier over time.
Responsibilities
- Run hiring end to end across senior and business-critical roles, from role scoping through to start date.
- Own pipeline. The people we most want to hire often aren't applying, so outbound, market mapping, network building, and getting others involved in referrals are a core part of the week.
- Run hiring kick-offs that create real clarity around what the role is, what great looks like, and how we're going to assess it.
- Design interview processes that test reasoning, behaviours, and capability rather than rehearsed answers, using challenges, scorecards, and structured assessments where appropriate.
- Own candidate communication end to end, with the same level of care whether someone is progressing or not.
- Keep employer brand top of mind and be hands-on in shaping it. Whether through content, events, or community, you'll find ways to put Odin in front of the right people before they're looking for a job.
- Use AI as part of how you operate across sourcing, research, screening, candidate experience, operations, and employer branding.
- Use hiring data to change decisions, prioritise roles, and coach managers — not simply to report on the funnel.
- Continuously improve how we use Ashby, our hiring documentation, and the quality of our interviews.
- Give clear, well-reasoned hiring recommendations with limited oversight, including when your view isn't what a hiring manager wants to hear.
Reasons to use Rodeo
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No noise. No "maybe this fits." Just roles with a clear explanation of why they're right — and where to focus when applying.
Who You Are
An experienced recruiter with an unusually high bar for quality and strong judgement across functions. You notice patterns, inconsistencies, and signals others can miss, and assess reasoning, behaviours, capability, and values rather than relying on experience on paper.
Brilliant at asking questions and getting underneath people's reasoning. You surface the questions others are thinking but haven't said out loud, interrogate incomplete briefs, and keep digging until there's real clarity.
Comfortable bringing an original point of view rather than simply playing back what's already been said. You'll challenge founders and hiring managers when needed, and do it constructively.
Deeply care about candidate experience, even when things are moving quickly, and hold the same bar whether someone is progressing or not.
Operationally tight: you spot blockers early, keep processes moving, and improve the system while using it.
You've used AI in a meaningful way to improve how you hire and can give clear examples of what changed as a result.
Bonus if you have
- Experience as a first or early Talent hire, where you've had to build structure from scratch.
- Experience building employer brand or talent marketing that materially changed who engaged with or applied to a company.
- Experience using hiring funnel or market data to influence decisions, prioritise roles, or coach hiring managers.
This role is probably not for you if...
- You need a lot of structure before you can make progress. There's plenty here still to build, and you'll need to be comfortable creating clarity rather than waiting for it.
- You avoid making decisions when the context is incomplete. We need someone who can gather the right information, form a view, and make high-quality calls without escalating every grey area.
- You find it difficult to challenge senior stakeholders. You'll need to push back constructively, challenge assumptions, and drive clarity with people across the business.
- You don't enjoy outbound. Proactive pipeline building is a significant part of this role; relying predominantly on inbound won't work here.
- You tend to take briefs at face value. We want someone who reads between the lines, asks what's missing, and brings their own point of view rather than simply executing what they're given.
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Bottom line
This isn't about whether you've done 360 hiring before - it's about how you approach it.
We're not looking for someone to simply execute a hiring process. We're looking for a Talent partner who thinks deeply about the role hiring plays in the business, asks excellent questions, brings their own judgement, and isn't afraid to challenge when needed.
You'll often be the first person a candidate meets, and you'll have a meaningful influence on how our managers think about hiring.
You're not just moving people through a process. You're helping us decide what great looks like, finding those people, shaping their experience of Odin, and raising the quality of how we hire as we grow.
Salary
£70,000–£80,000 + equity options
Working at Odin
We're a London-based team, and this is a role where working closely with the founders and wider team in person makes a real difference.
We move quickly, hiring priorities evolve, and many of the best conversations happen by being close to the teams you're hiring for. We therefore expect this person to be in our London office at least three days per week.
Benefits
- Health: Private health insurance (Vitality), paid sick leave including support for pregnancy loss and fertility treatments, and access to Spill for mental health support
- Wellness: £1,000 annual budget for health, therapy, or fitness
- Parental Leave: Enhanced maternity, adoption, paternity, and partner leave
- Pension: 4% employer contribution with salary sacrifice options
- Time Off: 25 days annual leave, 2 wellness days, and flexible bank holidays (33 days total)
- Work From Anywhere: Up to 6 weeks per year working from anywhere globally
- Birthday Leave: An additional day of leave
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