Founding Talent Partner

The world’s best healthcare, for free. It's not a new idea, it's called the NHS. But the largest healthcare provider is fundamentally broken. So we’re on a mission to fix it with technology that actually works.

We love the NHS because it’s accessible to all, free at the point of delivery and employs millions up and down the UK. But we've all read the headlines. It's under intense pressure with rising costs, GP strikes, budget uncertainty and an ageing population. Which means longer wait times, fewer appointments and lower quality care for the people who need of it most. The NHS is beautiful, but broken.

The largest cost (£66bn+) is staff, who spend a ridiculous amount of time on mundane admin. 35% of NHS staff are employed to complete administrative work all day, every day. And that's where we're making a difference.

We're focused on relentlessly automating repetitive processes within the NHS. And we’ve had great early success. Our first product, Automated Registrations, is already used by 24% of GP practices in England. With this wedge in the market, we're now building more powerful tech that unlocks access to healthcare for the entire nation. Check out bookable.health for a sneak peek.

Exciting challenges lie ahead—guided by our principles, we’ll meet these challenges with a thoughtful and caring approach to support our community of NHS GP practices. These principles drive everything we do at Healthtech-1:

1. 💙 Care deeply

2. 🏋️‍♀️ Work hard

3. 🤝 Be your word

4. 💬 Trust in radical truth and transparency

5.  🚀 Do your life's best work

6. 🥳 Find the fun

Read more about our principles in the Healthtech-1 Handbook.

Healthtech-1 exists to unlock appointment access in the NHS. We're already in a quarter of GP practices in England, and we're not stopping there.

To get to 100%, finding and hiring great people is vital. Right now, hiring is one of the most important levers in the business.

You'll be our first dedicated talent hire, reporting directly to Pete (cofounder).

You're joining at a pivotal moment. We’re growing rapidly and looking to hire 20+ roles in the next 6-12 months. Some of the foundations for the hiring function are formed, but we’re looking for someone to add process, expertise and fuel to the engine so we can take it to the next level. We’re balancing multiple streams of work and would like someone to take it to the next level. We think of talent as having 3 streams:

• Public magnetism

• Great candidate experience

• Great hiring manager

The ideal person is able to balance the art and the science of talent acquisition.

The art = great communication and emotional intelligence to create a fantastic candidate experience. At times you need to inspect, and other times persuade.

The science = the operational efficiency of running a smooth talent process. That includes planning, keeping on top of all communications, coordinating between candidates and hiring managers and staying on track with the longer term hiring plan. You're an operator who can run multiple roles concurrently without anything slipping through the cracks.

Opportunities for progression: This is a founding role in a function that will grow. As we scale beyond hiring into onboarding, culture, and retention, this becomes a full People function. You'll have the opportunity to build and lead it. Whilst our preference is always for people who stay for the long term, we’re also open to 9-12 month FTC.

Hybrid office culture: 💪🏼 at least 3 days in our office in Stratford. Our anchor days are Mon, Tues and Fri. Homemade breakfast and lunch are on the house every day when you're in the office, ensuring you're fuelled for success!

Comp: £50-65k

If building the talent function that unlocks access to the NHS for millions in the country excites you — get in touch 😊

Objective: Build a hiring function that attracts top talent

Key results:

• 10 offers accepted across active roles

• Glass door 4/5

• Candidate NPS ≥ 4/5

• Hiring manager satisfaction ≥ 5/5

• Time-to-hire on desired candidates ≤ 4 weeks

• Deeply understand the company, our hiring managers, our roles, and what great looks like for each role

• Take ownership of 5 roles, running CV screening and intro calls

• Run a hiring manager experience retro, implement 3 changes

• Get our outbound motion firing: LinkedIn messaging, referrals, warm intros, sourcing tools

• Set up clean, trustworthy reporting on funnel conversion at every stage

• 🎯 Get 5 candidates into final stages

• Take full ownership of new role creation

• Run hiring manager kickoffs for new roles and then maintain weekly syncs

• Built an effective headhunting playbook

• Run a candidate experience retro with recent joiners, implement 3 changes

• Run a bold top of funnel project to increase company exposure

• 🎯 Get 10 candidates into final stages, make 5 offers

• 20% of applicants are from inbound channels

• Candidate NPS ≥ 4/5

• Hiring manager satisfaction ≥ 5/5

• 🎯 Get 15 candidates into final stages, make 8 offers

• End-to-end hiring process across all functions

• Market research and benchmarking

• Outbound strategy & sourcing

• Hiring manager relationships: kickoffs, weekly syncs, and candidate quality reporting

• Candidate experience from first contact to offer

• Employer brand touch points: posts, job descriptions, how we show up publicly

• Reporting and results

• Role creation, interview process

• Onboarding beyond the pre-start experience (that comes later)

• Content creation (we’ll have a marketer to do this)

• Both agency and startup experience - 3+ years of working in a fast-paced recruitment agency environment and made the leap into an in-house or startup environment.

• Know the full life cycle - from attraction, assessment, offer to onboarding.

• A brilliant communicator and storyteller - your outreach gets replies. Candidates leave conversations more excited. You understand that every touchpoint is potentially a magic moment.

• Operationally excellent - you can run 6+ roles at once without things slipping. You track the funnel, know your numbers, and know which parts of the system to fix.

• Aim for best - when you consider candidate and hiring manager experience, you consider what excellent looks like and drive change towards that.

• Hired both tech and non-tech roles - you’ll be doing both here, so existing experience helps you hit the ground running.

• Care deeply for the mission - you’ll be the front face and first impression of our company. So, your passion can only transmit if you personally deeply care about opening up access to the NHS

• Experience working in health tech

• Deeper experience beyond onboarding, into People (probations, performance, retention, promotions)

• Experience using Ashby

• An interest in AI

1. 👋 Intro chat - we want to understand how you think [20 mins]

2. 🤿 CV deep-dive - we'll go through your background in detail [45 mins]

3. 💼 A paid in-office work trial - you'll work on a real problem with us [6 hours]

4. ⛩️ Principles interview - to understand your value system [1 hour]

5. 🎉 Offer - celebrate and get you set up for success!

💙 We’re all NHS staff. We’re inside-outsiders. Trusted with one of the biggest datasets in the world.

🏥 Our office is within a GP practice. This is our unfair advantage. Got a question? Pop down the corridor. Want to learn how your work affects real patients? Pop downstairs to reception.

💪🏼 3-5 days in the office, depending on your team and the company schedule. We highly prioritise in-person communication and prefer candidates who want to work 4+ days a week in the office. Our anchor days are Mon, Tues and Fri. Homemade breakfast and lunch are on the house every day when you're in the office, ensuring you're fuelled for success!

🌀 We work in growth cycles. Every 8 weeks we do the same set of activities. 1 week outside of Business-as-Usual to research, strategise, plan our work. 7 weeks to knuckle down and deliver it.

🤝 We’re highly collaborative. One of the benefits of a high trust team is we often work autonomously, but as a team we’re very collaborative by nature. Two heads are often better than one, and we frequently lean on each other to solve problems together.

🤜🏽 We’re backed by industry leaders. We’re on the DigitalHealth.London Accelerator, backed by the NHS Clinical Entrepreneur Program, winners of the London Business School Healthtech Challenge, Innovate UK, and Y Combinator (S23).

💉 Paid volunteer days. We offer an additional 2 paid days off per year where you can give back to your mission of choice.

🎢 Every 8 weeks we take a day off to socialise as a team. In the past we’ve hiked box hill, raved at All Points East and spent one rainy day at Thorpe park. This works out as 6 working days a year.

📚 Learning budget of £250 annually and time off to spend it - we care about this; this is flexible and based on need but everyone will receive a yearly allocation towards their continual growth.

🍽️ Homemade breakfast and lunch are on the house when you're in the office, ensuring you're fuelled for success!

🥗 Health and fitness budget of £60 per month - see more here

🧘‍♂️ An additional 7 days of paid leave is available if you want to take time to learn how to meditate.

💫 Tooling; You’ll have your choice of operating systems and any additional tools you need to do your best work (e.g. keyboard, additional monitors, mouse etc). If you’re on our Engineering teams you’ll receive the latest MacBook Pro and our Growth & Ops teams receives a MacBook Air.

🩺 We know health and family come first which is why we have a generous sick leave policy with additional days that can be taken for mental health leave.

✈️ We prioritise time outside of work to bond, once a year we’ll holiday together! Destination chosen by popular vote. In 2025, we spent 8 days in a surf camp in France!

👎 No private medical insurance, because we believe in the NHS and we are here to improve it!

🐥 Parental leave: Post passing probation it is: statutory - 6 weeks 90% pay then, SMP for 33 weeks; if you've been an employee for a year: 12 weeks 100% pay then, SMP for 27 weeks; and if you have been here for 2 years: 18 weeks 100% pay then, SMP for 21 weeks. This will improve over time. We also include up to £9,000 of childcare contribution for primary caregivers to support a five-day return where possible.

👪 Fertility leave. We understand how difficult a fertility journey can be. This is why we give an extra 5 days off per year if you or your partner are going through fertility treatment.

🐖 Pension - We operate a standard 3% employer contribution and employees auto-contribute 5% of their salary. We use Nest as our provider.

🏡 Local living benefit - A one-off benefit to support living closer to the office: £5,000 if you live within a 30-minute walk, or £2,500 within a 30-minute bike. It is optional, available immediately on signing, and not linked to performance or progression.

🚕 If you choose to work late in the office, you can expense dinner after 7pm and an Uber home after 9pm, or earlier if you feel unsafe travelling in the dark. This is optional and about wellbeing, not performance or expectations.

⛵️And of course, an adventure of a lifetime!

We care about building a product that is loved and a culture that is rich in perspectives, experiences, and backgrounds.

Our team represents more than ten different cultures. We come together every lunch time for a home cooked meal, rotated among team members!

We want everyone in our team to know that they belong. We are purposeful about this and are proactively building a company that is inclusive of all people; from race, religion, sex, sexual orientation, gender identity, age, neurodiversity, disability, colour, and national origin - essentially every type of diversity. We don’t just want people who fit in, we want them to fit together. We're active in continually improving the way we make this happen.