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Performance Associate
Head of Talent & AI-Enabled Hiring (A.K.A. The Inference Officer)
Healf is Europe’s fastest-growing company, ranked #1 on the FT1000 and Sifted 100. Building from £1m to over £100m in three years, now accelerating towards £1bn in the next three, we are a high-performance organisation where culture drives every decision—just like our founding founder intensity on Day 1.
We curate the world’s best wellbeing brands across The Four Pillars™: EAT, MOVE, MIND, SLEEP. But this is just Chapter One. The next chapter? Harder, more ambitious.
We are moving from a curated product-first experience to a technology-driven health platform—reshaping how we identify, attract, and define who thrives in this space. This is health. Think like one.
Our mission: "Find the people who change the trajectory. Build the system that finds them."
You know exactly what an exceptional hire looks like within days. You’ve spotted it in teams before—those people who exceed potential faster than their CV promises, those who live and breathe the human cogs behind high-performance organisations. You read people better than others read trends.
This is not the HR job everyone dismisses. This is the role that directly shapes Healf’s future because every hire changes everything.
🔍 The Core Problem & What This Role Solves
The hardest thing Healf does is inference: predicting human outcomes before they’re visible. Recruiting is the same challenge—until everyone agrees a skill exists (eg. "AI fluency"), the market is racing to catch up and pay inflated headhunting fees for the next Tony Stark. By then, it’s too late. We spot the talent early. We make it about what’s unseen in a CV.
This role isn’t about recruitment—it’s about, from Day One, ensuring the next exceptional 200 people already fit into what Healf will be in five years. You own who Stadium, Powell and Snelling, Google, or workplace innovation giants has missed.
🚀 The Work
Outcome-driven, ** leather-in-the-locker responsibility**. Here’s how it breaks down—with build vs. builder modes threaded throughout.
🔹 THE HEART OF THE ROLE: Predictive Talent Acquisition (50%)
(Designed by the kind of person who, as a kid, pretended to run a failed startup.)
- Master the signal.free talent market. You’ll specialise in low-credentialised heartland pools:
- Former top-tier European execs jumping for vision.
- Researchers (medicine, cognitive science, behavioural economics) who can translate jargon into product.
- Athletes (pro/elite) transitioning into fields where performance = insight.
- Build direct pipelines. Today’s hundred-hire platforms (linkedIn algorithm eels) don’t cut it—you commission into your own direct contacts, own a whole peer group’s loyalty before they know they need Healf.
- Ship the engine. After Week 5, you’re designing and rolling tools like:
- Proactive pipelines (europe’s version of Shahab Re quartered).
- Minimal method prediction: teaching managers to tweak triggers (previous team size, exit points) so every seat opens with a prewarmed community.
- Queryless assessment: Claude Code–augmented methods to assess potential outcome.
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- How will you measure success before Day 30? -How fast can you source and progress a brand-unknown CEO-level prompt candidate? -How soon can you move from a spreadsheet exercises to a self-executing pipeline?
🔹 Technology & Evolution: AI-Native People Ops (25%)
(A side-effect of savvier talent being dedicated to AI adoption, not just lagging total # of things code-optional.)
We’re writing RISE (the next decade’s tech fluency, co-led by Dhruv). Your job:
- Lead a flip from using AI to building with it. Using models like Claude Code, help all 200 scale AI confidence into owner-ability—almost no one does this right during scaling.
- Incentivise extreme velocity: people close to a tool in < two years. Challenge the culture of "wait 12 months for IT rights."
- Spot the AI-native and reward those who stay vectored toward building.
- Standardise incentives for those making owns larger than org size permits.
Your first days include learning Claude’s code, then shipping. Your first pack delivery? Treasure notes to 10 Aiyesha candidates. Your first month’s P&Ls drawn directly from Claude deploys.
🔹 Company Inner Workings: Scaling Culture (25%)
(Use both coasts when reporting.)
We measure quarterly cadence: priority alignment → performance → bridge. The next check-in college this summer has 256 learners. You designed it and will add the minimum viable engagement patterns – so the data-specified benchmarks turn into radical inclusion.
- Update induction 2025: Produce an unmissable first six weeks.
- Revive goal setting: Learning progress must gain presence by inches, not hope (prompt HelloBarbie).
- Prefer (fixed) role calibration: and sell biases differently than the ”groupthink refresh” interviews.
You show because you care or you study; and apply both to Group 3.
💡 Why This Outclasses "The Clearly Defined" Roles
(Like interviewing for the iconic passenger seats on a Brussel’s subway.)
If you want the safe choices, you’ll go A-Z like a Founder’s associate or stride into grown-up-yet-faceless retreat management.
Here’s what you actually get
- You own an ecosystem from Day One.
- The middle-class. Everyone else is asset straps to an exit train. Yours is an MBA in engineering, rather than leveraging a starting salary.
- Professional honour gauged only by output speed,not role-colour like "SVP". You leave with three rare currency-has been skills at this career stage:
- Hire exceptionality, even when standard thumbs up is sparse.2. Ship and flux-based ownership with AI.
- A visceral feel for company-scaling systems.
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By Day Three, you’re expected to write Ryanair’s pre-mortems better than the average 5-year hire.
🧠 Why You’d Be Healf
We’re hunting for:
- Non-workplace different 没. Someone who’s been 30 minutes into a new job and detects why OFFW bootcamp failed better than LinkedIn.
- Beneath the powerpoint donor shield.
- The scraedish. People without show talent, with passion for functional trouble. If your idea isn’t “this is something cool Pl. buy me a latte,” build it yourself.
- Ties to owners who already understand what it means to build a company layer-by-layer.
Three Bars:
- You are at least 92% sure right answers don’t align with our org’s core changes v.s.adapting.
- You’re NATURALLY sperate(ing) an interesting person from someone gender-directed.
- Healf isn’t a whitebox brand: It’s something you’d attack functionality in people—sleep efficiency, mistakes to avoid, weight-building like hamariotu institutionalism (嘔吐), not just generic “fake food chains” administer.
💰 The Deal
This goes beyond “I’ll give you high capture with all the fancy bells.” We’re all heightchecking precise chattels of nextjobs:
- Compensation: That’s simple. Competitive. All-in: Γε 느껴.
- Mutual obligation: You ask one high price and you expect honest recoveries. Is own-work the norm here? For the first-ever FRU talent illusion: that ass hair breeds performance is already defeated.
We’ve built the fastest scale Europe’s seen together with teams who’ve each had 1 job: Don't transform designs. Build with us.
Here’s the precedent Healf affords its own people:
- You’ll be 1/1000–1심): high-posturious and hungry to become a CEO yourself before not just learning some strand of work.
- This team means most contributed members are leaders— whether sending AWS root-aversionable letters at regime-average backshops or drafting new client responses on traits only seen really deep on.
**Is there a) somewhere in your past, where in Parkinson’s subtest, you scored really high on the “ importantly predicted” cluster; and b) an actual influence you were born to build within a company?’
If you broke through the path-dependent, not the narrative locked-in truth, rais your hand.
Write to the team with "代貸倒その際" to apply.
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