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
Dex matches over 90% of our candidates to relevant roles, we’re brilliant at getting people through the door. The bigger opportunity is everything that happens around the match.
And we’re about to have a lot more of it; by the end of the year we’ll 10x our candidate submissions, and 5x our candidate pool. Every one of those people generates a behavioural signal that almost no one else in recruitment holds and right now barely any of it is turned into the right message, to the right person, at the right moment.
This isn’t traditional CRM. It’s a growth role that happens to live in the inbox and the product, for someone who thinks in systems, loops, data, and user behaviour. You’ll lead CRM and lifecycle inside the growth team, owning how candidates are activated, onboarded, educated about the product, and re-engaged across email, notifications, and in-product journeys. You’ll own the stack end to end: the tooling, segmentation, triggers, cadences, reporting, and the constant experimentation on top of it.
It’s a 0-to-1 role. There’s no owner for it today; the data and the mandate are yours, and you’ll build the function from a blank page into a measurable driver of growth.
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
Interview process
We move quickly and with conviction. Broadly you can expect:
A 30m video call with our Internal Talent Lead; we'll describe the role and business in more detail before digging into your background to understand where your experience overlaps with our core requirements.
A call with the hiring manager for the role, we'll share more context for the short and medium objectives in the role and you can expect some deeper questions relative to the role requirements
Most roles involve a practical task - more detail will be shared on the specifics but usually these are completed offline and reviewed by the team.
Onsite interview loop where you'll visit the office, meet a cohort of the team, have an interview centred on the task you produced, another on Dex culture and values, and meet with one of the senior team members or Paddy, our Founder.
