Our Mission
Human time and effort is the rarest thing in the universe. The fact that so many people hate what they do for work is a disaster on so many levels. How many people live quiet lives of misery? How many generational talents do we miss due to circumstance?
Dex’s mission is to close the gap between Talent & Opportunity, we believe that work, and being productive, is part of the human condition, that regardless of AI, human passion, ingenuity and a desire to do things means that work will always exist.
We are building Dex to create a future where technology helps every individual to understand their strengths, interests and unique abilities, and to connect with opportunities where they can thrive, because more people doing things they love leads to a better, happier and more productive world.
We are starting by connecting the world's most ambitious software engineers with the companies that deserve them.
About the Role
We match over 90% of our candidates to relevant roles. Getting people through the door isn't the hard part anymore. What happens after is.
By year end we'll 5x our candidate pool. Every one of those people generates behavioural signal almost no one else in recruitment holds. Right now, our opportunity lies in how we use that signal to engage and re-engage candidates with the right message at the right moment.
This isn't traditional CRM. It's a growth role that lives in the inbox and the product.
You'll lead lifecycle inside the growth team: activation, onboarding, education, re-engagement, across email, notifications and in-product. Nobody owns this today. You'll build it from nothing..
In this role you will:
Own the lifecycle stack end to end. Choose and implement the right tooling, then build the segmentation, triggers, and cadences that make it an activation engine, not a newsletter.
Sequence candidate onboarding sensibly. Design the journeys that take someone from signup to their first valuable actions, faster — the early steps we know predict a candidate sticking around and converting.
Turn behavioural signal into personalised journeys. We know things about our users that almost no one else in recruitment does. Make every message feel like it came from someone paying attention.
Educate users on the product. Build the communications that help candidates understand and get value from Dex, and partner with marketing to keep the voice consistent across every channel.
Own reactivation as a core metric. A lot of value sits in re-engaging users at the right moment in their journey. You’ll build the sequences that do it, and you’ll be measured on it.
Build the reporting layer from the ground up. Define what good looks like, instrument it properly, and make lifecycle performance legible to the rest of the company.
Keep tests in flight constantly. Kill what doesn’t work quickly, double down on what does, and keep a clear record of what we’ve learned.
Report to the Head of Growth and build with product and engineering. The best lifecycle work at Dex lives inside the product, not just the inbox. You’ll shape both.
You’ve stood up lifecycle or CRM from scratch. Built the engine, not inherited and tended one someone else designed.
You come from a consumer tech or software business, where your work centred on the consumer experience and the workflows people actually move through.
You think in growth metrics, not marketing metrics. CAC to LTV, unit economics, conversion rate, revenue growth - that’s how you frame your work, not opens and sends.
You’re highly technical, analytical, and commercial. You pull your own numbers, spot what matters, and build the case for what to do next without waiting on anyone.
You’ve worked hand in hand with growth teams, and you’ve done it at early-stage companies. You’re at home in a small, fast-moving business and you’d take that over big tech.
AI fluent. Everyone on this team uses agents to be more effective and execute faster, and you will too.
Strong product instincts. You understand that the best message is sometimes a product change, and you can argue for both.
You care about craft - how every message reads, not just when it sends.
Intelligent, ambitious, with strong judgement. A good person who’s fun to work with.
What We Offer
Above market salary — we're building a world class team and believe pay should match that ambition
Significant equity — we want this to be the last job you 'have' to take
Full private healthcare & dental — because life happens and we want to support you
Fertility benefits & enhanced parental support
Gym membership & wellness benefits
Claude tokens — lots and lots of Claude tokens
Regular socials, offsites and an annual trip
MacBook Pro + team kit
"Whatever you need" approach to tools and support
Practical details
Right to work in the UK is required
We are unable to provide visa sponsorship
If the above sounds like you and you want to work at the centre of a fast-moving startup, we’d love to hear from you! Applying will take you to our careers page, where you can apply directly.
Interview process
We move quickly and with conviction. Broadly you can expect:
We love it when candidates have experimented with our agent, Dex. Even if you aren't an Engineer, you can get a sense of what we're building, and we love to hear your feedback.
A 30m video call with our Internal Talent Lead; we'll share more about the team, role and business before asking questions about your experience and fit.
Hiring Manager call: we'll share more specific context on short and medium-term objectives and ask deeper questions relative to the role requirements.
Most roles involve a practical task to better understand how you work. Usually completed offline and reviewed by the team.
Onsite interview loop where you'll visit the office, meet a cohort of the team, one interview centred on the task you produced, another on Dex culture and values, with a final interview with our Founder, Paddy.
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