• Own our global talent strategy and pipelines across London, Dubai and San Francisco
• Make London a major talent hub, particularly across AI, engineering, product and senior leadership
• Find and recruit exceptional people who aren't actively looking for their next role
• Personally lead searches for critical and executive hires
• Build a recruiting process that is fast, rigorous and designed to find exceptional people, not fill vacancies

Talent density. Keep the bar exceptionally high as we grow. Define what exceptional performance looks like here, reward it, and catch underperformance early. Headcount growth is never the objective: we'd rather have a smaller team of exceptional people than a larger team of average ones.

Organisational design. Partner with the Founder on how Smart Bricks is structured as it scales: which functions we need, where they sit and when leadership hires become necessary. Build clear ownership, keep teams fast and intentionally small, and spot organisational bottlenecks before they become company bottlenecks.

Performance & leadership. Build lightweight but rigorous systems for goals, feedback, reviews and career development. Give managers the tools to have difficult conversations quickly and constructively. Coach leaders as they move from managing small teams to building organisations, and grow the next generation of leaders from inside Smart Bricks.

Compensation & equity. Develop our global compensation philosophy across salary, bonus and equity so we can compete for the best technology talent anywhere. Build clear bands with room for extraordinary candidates, help employees understand the value and mechanics of their equity, and reward impact over tenure.

Culture. Protect what makes an early-stage company powerful (speed, ambition, ownership, curiosity and extremely high execution standards) and keep it coherent across offices, countries and time zones. Build rituals that reinforce it without adding bureaucracy. Culture is shaped by who gets hired, promoted, rewarded and retained, not by words on a wall.

People operations & analytics. Build the foundation of a global company:

• Employment infrastructure, contracts, policies, benefits, immigration and mobility
• Professional, compliant operations in every jurisdiction where we employ people
• Automated processes that remove friction rather than add it
• Visibility across hiring velocity, quality of hire, retention, performance, compensation and engagement, so problems surface before they become obvious

What Success Looks Like

Within your first 12 months you'll have:

• Raised our hiring bar and materially strengthened our ability to recruit exceptional people.
• Filled critical roles faster without compromising quality.
• Given every manager clear expectations and the tools to meet them.
• Built a system where high performers know they can build extraordinary careers here, and underperformance is addressed quickly.
• Structured compensation and equity intelligently across markets.
• Given leadership real visibility into organisational health.
• Established London as a major talent hub for Smart Bricks.
• Made our culture stronger, not weaker, as we grew.

Success won't be measured by policies written or headcount added. It will be measured by whether exceptional people actively want to work here.

Who we're looking for

We're looking for someone who believes People should make a company perform better, not just more organised. You obsess over talent density, and you know when process creates leverage and when it just creates bureaucracy.

Specifically, you'll likely have:

• 7+ years across People, Talent or organisational leadership in high-growth technology companies.
• Built or materially scaled a People function at a fast-growing startup or scaleup.
• A strong track record of recruiting exceptional technical and commercial talent.
• Worked directly with founders and senior leadership teams.
• Deep understanding of compensation, equity, performance management and organisational design.
• Built teams across multiple countries or jurisdictions, ideally across the Middle East, UK and US.
• Excellent judgement on sensitive people decisions, with the emotional intelligence and willingness to have difficult conversations.
• Strong analytical instincts and comfort using data to make organisational decisions.
• You're comfortable challenging founders and executives when the organisation needs something different, and you move between strategy and execution without hesitation.
• Experience in AI or frontier technology companies is particularly valuable.

Compensation & Benefits

We believe exceptional people should share in the value they create. You'll receive a highly competitive salary and a meaningful equity package, private healthcare, an annual learning and conference budget, flexible working, and access to the latest AI models and tooling.

How We Work

We hold exceptionally high standards. We start with customer problems, not features, move quickly without compromising quality, default to ownership, challenge assumptions respectfully and stay relentlessly curious. We optimise for outcomes, not process and hierarchy.

Why Join

We move insanely fast, with real rigour and standards, to build a category-defining AI company for the world's largest asset class.

Building the technology is only half of it. We also need to build the organisation capable of delivering it. You'll work directly with the Founder & CEO and leadership team, and influence who joins, how teams are built, how leaders develop and how performance is measured. Few People roles offer that level of influence.

If you're the type to get out of bed to build the company, not just the People function, Smart Bricks is the place for you. We'd love to talk.