Beyonk
Talent Partner
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The role
Beyonk is a ticketing and marketing software company, and a marketing agency, for experience businesses - the farm attractions, Christmas events, zoos and historic houses people visit for a day out. We're growing across two markets and every part of the business, from product and engineering to sales and marketing to customer success, support and operations, with most of our US hiring based in Austin.
We've grown well without a dedicated recruiter, and we already attract great people. Bringing this in-house is a deliberate choice: the people who thrive here are chosen on potential, drive and how they think, not only on a CV that matches a brief - and our version of a great hire is hard to judge from the outside. You'll take recruitment across the whole company and shape it from close to a blank sheet, owning everything from how we find people to how we bring them in.
Having little to inherit is the point. You'll build the process and tooling the way it should be built, with AI and Notion doing the heavy lifting rather than expensive platforms we don't need. If you've worked with great systems elsewhere, we want you to take what made them good and rebuild it leaner, in tools we already own.
What you'll own
- Run live roles end to end across every function - intake, sourcing, screening, coordination, offer and close - and move faster than we do today.
- Partner with hiring managers in the UK and US (Austin). US roles mean some of your day stretches into US hours.
- Source actively. Our best hires may not apply to an ad - you go and find them.
- Sell Beyonk on culture, purpose and the work. You'll spot potential in people whose CVs aren't the obvious headline choice, and negotiate offers that land.
- Own candidate experience so everyone leaves with a good impression, hired or not.
- Hold the line on quality. Push back when a hire isn't right rather than filling the seat.
Expected load is roughly 10-15 hires across your first six months, spread unevenly across functions and both markets.
Building our hiring engine
Hiring won't run flat out all year - we're scaling with a view on profitability, so it will come in waves. In the quieter periods, we want someone who finds and fills a gap rather than waiting for the next requisition. In those periods you'll:
- Build employer brand and talent pools for roles we know are coming.
- Design the process and systems - ATS setup, scorecards, interview kits, hiring manager guidance and training - AI-first and Notion-based.
- Work with operations to support onboarding and wider people projects.
- Own the hiring data: funnel, time-to-hire, cost-per-hire and pipeline diversity.
Reasons to use Rodeo
Start with a chat, not a search bar
Grad scheme, placement, apprenticeship? Not sure what you want yet — that's fine. Your agent talks it through with you and turns "I have no idea" into a shortlist.
It searches the market for you
Every day your agent scans the market matching roles against what actually matters to you, not just keywords on a CV.
Only hits
No noise. No "maybe this fits." Just roles with a clear explanation of why they're right — and where to focus when applying.
This is how everyone here is expected to work: own your output, improve the machine, and make the business better than you found it - not just when there's a role to fill.
Who we're looking for
You're probably 18 months - 4 years into recruitment, embedded via an agency or in-house at a startup, and you've been well managed enough to learn the craft properly. You've seen someone build a hiring function from scratch, you've become a genuinely reliable executor, and you're ready to do it yourself.
Above all, you love talking to people. The conversations, the relationships, the buzz of finding someone brilliant and getting them over the line - and it shows in how candidates rate the experience you give them. Fast, reliable execution is your foundation - and it's how you learn. Moving at pace puts your process under pressure quickly, shows you where it breaks, and tells you what to optimise next. That's also what earns you the room to build the systems, process and AI that make hiring sharper.
You'll likely have the following experience:
- Around 2-4 years+ in recruitment, embedded or in-house, at startups or scale-ups, owning roles end to end across more than one function. You’ve likely filled a minimum of 30 roles across GTM, back office and Engineering, and can talk confidently about how your first hire and your latest are day and night, and point to exactly what you now do differently on purpose.
- You've thrived in ambiguity before - roles pivoting mid-process, experimental briefs, teams still forming - and delivered anyway. You don't need (or want) everything around you to be perfect to do great work.
- You work at pace on purpose. You fill your week with quality conversations - think three to five good calls a day - read the conversion, and optimise fast when it dips. You know volume isn't the goal in itself: putting the wrong people in front of hiring managers is a failure, not activity.
- Genuinely strong sourcing, fast - you find and engage passive candidates at pace, not just work inbound.
- A real people person - you love the conversations, and candidates consistently rate the experience you give them.
- An eye for potential, and the ability to translate that into CV signals, and/or interview questions as early as possible in the process.
- The ability to sell a role on alignment around purpose and culture, from the first outreach message to extending an offer.
- You naturally think in systems, and have a bias to build and optimise. You should have several examples of how you've mechanically improved conversion metrics.
Get help with your application
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Ideally AI is already in how you work - but we'll also back clear potential held back by a current setup that hasn't let you.
You may also want to highlight:
- Experience hiring in Austin or the wider US, or comfort across time zones.
- Technical screening experience.
- Employer brand, people ops or hiring analytics exposure or interest.
Why Beyonk?
We’re growing fast - expanding across the UK and US, acquiring new businesses, and evolving from a startup into an established company with high energy, high ambition, and high fun.
What we’re building matters. Every contribution helps families plan days out, connects people with local experiences, and supports attractions and small businesses that bring communities to life. You’ll see the impact of your work every day - in the tickets sold, and the photos and reviews shared by visitors enjoying experiences at our clients’ sites.
We’re a lean team where every role matters and every voice counts. You’ll help shape key goals with the freedom, trust, and support to make things happen. Roles here aren’t rigid - you’ll take on projects beyond your title, learn as you go, and see the tangible results of your work. The people who thrive at Beyonk love that autonomy and breadth; they enjoy figuring things out, wearing different hats, and building things that last.
And while we take the work seriously, we have fun doing it. Our London office is guarded by a life-sized alpaca named Elsa, there’s a steady flow of sweet treats, and the occasional questionable costume for “content purposes” (spot our Marketing Manager dressed as a pumpkin in one of our case studies). One of our CS team once said her “cup is always full” when she’s in the office- and, although she hates us bringing it up, it’s true. It’s hard not to feel that way when you work with smart, kind people who care deeply about doing great work together and celebrating the wins.
Beyonk Group is an equal opportunity employer. We welcome every background and perspective, knowing that our differences make us stronger, more creative, and better at what we do.
Salary: 35000 - 45000 GBP Per annum
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