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About Volter
Volter is a top-tier climate VC-backed B2B energy tech platform building the products that make clean, renewable power simple for businesses everywhere. The energy transition is a huge and vital opportunity, but it's currently too difficult for commercial & industrial companies to achieve. Historically, the energy industry has been too opaque, complex and lacking in trust. We're fixing that. We aim to be the "Octopus Energy for industry": a modern tech platform providing new renewable energy products with radical transparency, accelerating deployment of renewables and helping customers cut costs and carbon without complexity.
We're excited to use technology to help our customers deploy & utilise more renewable energy and fast-forward the energy transition - and we need your help!
💼 Role: Talent Partner
We're about to more than double the team over the coming quarters, across engineering, product, commercial, ops, finance and marketing. You'll be our first in-house talent hire, owning hiring at Volter end-to-end: sourcing, pipeline, candidate experience, offer and everything in between. You'll replace our current patchwork of external agencies and build our talent function in house.
This is a hands-on, sleeves-rolled-up role. You'll be the first port of call for almost every candidate who meets Volter, our brand ambassador and cultural totem pole. And because recruiting ebbs and flows, we're looking for someone who wants more than a pure recruiting seat: someone curious to help lay our first people foundations too, from performance management to embedding our values across the employee lifecycle.
The role is a 6-month full-time contract with a clear path to a permanent position as the scope of the role grows with the company.
You are a self-starter who excels both independently and in a team. You dislike corporate structure and bureaucracy, and believe in a "best idea wins" culture. This is why you prefer a growth-oriented, flat, startup environment.
A desire to keep learning and having an impact is very important to you. You fear looking back in 10 years time and realising you never made a difference…that you were simply a tiny cog in a large machine that will churn on with or without you.
🛠️ Day-to-day responsibilities
- Own hiring end-to-end
- Run ~80% of our open roles end-to-end: brief definition, sourcing, screening, process management, offer and close, across engineering, product, commercial, ops and finance
- Outbound-first sourcing: build target lists, run creative outreach, and convert senior candidates without a big talent brand behind you
- Manage the ~20% of hyper-specialist searches we farm out: select and coordinate external agencies, and hold them to a high bar
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Design the hiring experience
- Design interview processes that assess rigorously while giving candidates a great experience
- Protect internal bandwidth: structure interviewer loops so our team assesses well without being dragged away from core work
- Coach and enable hiring managers and interviewers as the team grows
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Build the talent engine
- Select and implement our first ATS/CRM; migrate and clean our scattered candidate data (G-sheets, Slack, agency threads) into one structured
- Treat talent like enterprise sales: nurture candidates and long-term pipeline so future searches don't start from square one
- Track and report on pipeline health, time-to-hire and crucially time-to-value for new hires, partnering with hiring managers on onboarding
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Lay the first people & culture foundations
- Help define what performance means at Volter and shape our first lightweight performance framework
- Embed our values into the recruiting cycle and connect them through the employee lifecycle (assessment → onboarding → performance)
- Pick up cross-functional people and ops projects during quieter recruiting periods
🧩 What experience you bring
- ~4–7 years of recruiting experience, ideally with a portion in-house (ideally at an early-stage or scaling startup), you know what it means to hire your own future co-workers, not fill someone else's vacancy
- A proven spike in technical recruiting: a track record of outbound-sourcing and closing technical roles into startups without a big talent brand
- You have a strong track record of building impactful automation into the DNA of your recruiting processes and are keen to continue leveraging best-in-class Talent Tech and AI to drive efficiency, precision and high-end candidate experience.
- Ability to flex across functions, commercial, ops, finance, marketing, with the curiosity to master new domains fast
- Experience running searches truly end-to-end: sourcing, assessment design, process management, offer negotiation and close
- Strong operational skills: ATS/CRM setup or management, structured pipelines, clean data, GDPR awareness
- Evidence of caring about candidate experience and being a genuine, authentic ambassador for a company you've worked in
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💥 Stand-out candidates will have experience in…
- Being the first or an early talent hire, building a talent function from scratch
- Exposure to broader people work: performance frameworks, culture and values initiatives, manager enablement, onboarding design
- Hiring in climate, energy or other technical/regulated domains
- Both agency and in-house environments, you've seen the volume game and deliberately chosen the ownership game
- You don't need a track record of rolling out performance schemes or culture programmes: genuine curiosity and appetite to grow into that is what matters.
🤘Who you are
- Curious, pragmatic and outcome-driven.
- You obsess about the craft of hiring, you wake up thinking about pipeline, candidate experience and how to find great people faster.
- You think like an owner, not an agent: you care about who joins, how they perform and whether they thrive, long after the offer is signed.
- You are energised by early-stage businesses, are adaptable and thrive within startup environments.
- You have a strong bias toward action and having an impact quickly. You want to get sh*t done.
- You are a self-starter and autonomous in your way of working, but ultimately believe a team can get further together than any individual.
- You communicate clearly and keep things as simple as possible.
- You see where recruiting is heading and want to build a broader people skillset, not just fill roles.
🌱 What you can expect from us
- A dynamic and fast-changing environment with incredible responsibility and autonomy
- The chance to build Volter's talent function from the very beginning and shape the team that shapes the company
- Working directly with and learning from experienced startup founders who've invested in and scaled businesses up to several billion dollars in valuation
- A 6-month contract with a clear path to a permanent role and equity
- Working on market-leading and genuinely impactful products that help solve the climate crisis
- A kick-ass team of colleagues
- We value in-person time at our office in London, but offer hybrid/flexible working
- Competitive compensation based on candidate profile
🚀 How to apply
Apply via LinkedIn or send a short note (with your LinkedIn or CV) to
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