Our Mission

Human time and effort is the rarest thing in the universe. The fact that so many people hate what they do for work is a disaster on so many levels. How many people live quiet lives of misery? How many generational talents do we miss due to circumstance?

Dex’s mission is to close the gap between Talent & Opportunity. We believe that work, and being productive, is part of the human condition, that regardless of AI, human passion, ingenuity and a desire to do things means that work will always exist.

We are building Dex to create a future where technology helps every individual to understand their strengths, interests and unique abilities, and to connect with opportunities where they can thrive, because more people doing things they love leads to a better, happier and more productive world.

We are starting by connecting the world's most ambitious software engineers with the companies that deserve them.

About the Role

We match over 90% of our candidates to relevant roles. Getting people through the door isn't the hard part anymore. What happens after is.

By year end we'll 5x our candidate pool. Every one of those people generates behavioural signal almost no one else in recruitment holds. Right now, our opportunity lies in how we use that signal to engage and re-engage candidates with the right message at the right moment.

This isn't traditional CRM. It's a growth role that lives in the inbox and the product.

You'll lead lifecycle inside the growth team: activation, onboarding, education, re-engagement, across email, notifications and in-product. Nobody owns this today. You'll build it from nothing.

In this role you will:

• Own the lifecycle stack end to end. Choose and implement the right tooling, then build the segmentation, triggers, and cadences that make it an activation engine, not a newsletter.
• Sequence candidate onboarding sensibly. Design the journeys that take someone from signup to their first valuable actions, faster — the early steps we know predict a candidate sticking around and converting.
• Turn behavioural signal into personalised journeys. We know things about our users that almost no one else in recruitment does. Make every message feel like it came from someone paying attention.
• Educate users on the product. Build the communications that help candidates understand and get value from Dex, and partner with marketing to keep the voice consistent across every channel.
• Own reactivation as a core metric. A lot of value sits in re-engaging users at the right moment in their journey. You’ll build the sequences that do it, and you’ll be measured on it.
• Build the reporting layer from the ground up. Define what good looks like, instrument it properly, and make lifecycle performance legible to the rest of the company.
• Keep tests in flight constantly. Kill what doesn’t work quickly, double down on what does, and keep a clear record of what we’ve learned.
• Report to the Head of Growth and build with product and engineering. The best lifecycle work at Dex lives inside the product, not just the inbox. You’ll shape both.