Hawkwood l People & Talent Recruiting

Hi LinkedIn! 👋 Fun new role with a very progressive and tech-forward PR firm here in NYC - we are looking for someone to come in as their first Head of People in the US. This is a mission critical role to work closely with senior leadership to shape people strategy and grow the US people function as well as establish themselves as the resident HR expert. Ideally this person will have worked in services firms before (PR, marketing, design agencies, management consulting etc) in a dynamic HR team that has required them to scale and be hands-on. The business is employee owned and has lots of wonderful benefits, really cool clients, and a transparent, close-knit culture. Get in touch if this sounds like you 💌 [email protected] Please note that we unfortunately cannot offer sponsorship for this role. #peopleandtalent #peoplejobs

We're partnering with a General Catalyst-incubated Applied AI start-up in New York, in their search for their Founding Talent Lead hire. The ideal candidate will have recruited exceptional ML and AI talent, as part of an in-house team at a scaling tech company. This is an exciting opportunity to build out a talent function, within a well-resourced start-up focused on deploying AI into the critical industries at the heart of the US economy. https://lnkd.in/dkfwZyXp

Ramp have shared some really interesting data that appears to confirm the proliferation of 996 as of this year, in San Francisco specifically. It suggests that there has been a significant increase in people working between midday and midnight on Saturdays, but that this trend is fairly unique to SF. Interestingly, they state that this is not unique to Tech companies, and is evident across their customer base (albeit the nature of Ramp's business is that most of them are tech-adjacent). They also say "Restaurant and delivery receipts are an imperfect measure of work, but for corporate cards, they’re a good proxy for being “on the clock” (team meals, office catering, post-work dinners). The timing and the cross-industry pattern are consistent with a sixth workday becoming more common in the city." This is happening at a time when the market for talent is also incredibly hot, which would appear to pose an attrition risk to 996-adopting employers. The counter to this would be that if everyone is adopting 996, then employees have little choice, but I believe we are still a long way from this - it's a trend but not widespread. Therefore, it could be suggested that there is actually appetite for 996 among a proportion of the talent market, so long as the incentives are strong enough. Whether it spreads to NY and beyond, will be interesting to observe. Credit: Ara Kharazian at Ramp

It's another exciting week at Hawkwood, as we welcome two new starters to our team. Great timing, as the job market has ramped up another notch post-summer! Alice McDermott is our first New York hire, and will be driving our US East Coast recruitment efforts. She brings 10 years of experience in recruiting for scaling growth companies, and invaluable local market knowledge. Annie Davison is a name that may be familiar with some of you, as she is rejoining us after 2 years with a Consumer Tech start-up in an Operations role. Annie returns in an Operations & Special Projects capacity to help drive the evolution of our business. I've spent the last few days in NYC onboarding Alice in person, and it's been a lot of fun. I'm excited for what we can achieve in the US with her help, and we remain interested in speaking to other passionate Recruiters in both the UK and US who could add value to the Hawkwood team. If that's you, please feel free to drop me a confidential note.

I’m partnering with a high-growth AI scale-up in their search for two Technical Talent Acquisition Partners on an initial 12-month contract. We’re looking for experienced talent professionals to drive hiring across Engineering, Product, Data, and AI, while working closely with leadership to shape a best-in-class talent function. This is a great opportunity for someone who thrives in fast-paced, product-led environments and wants to make a real impact. Key details below 👇🏼 📍 London 💼 Up to £75k 📅 12-month FTC (initially) 🏢 1–2 days per week on-site, flexibility offered

After a quieter summer, the tech market is gathering real momentum again, and unsurprisingly, AI continues to lead the charge. I’m thrilled to be kicking off three new searches with a brand-new client: a high-growth, venture-backed AI scale-up redefining how automated workflows operate. I’ll be partnering with their CPO and Head of Talent to build out key hires across their People and Talent function: Tech Recruiter (TA Manager - IC role) GTM Recruiter (TA Manager - IC role) People Experience & Insights Lead (Org Development) Having closed a $60 million Series B earlier this year, the business has already tripled its headcount and continues to scale its Engineering, Product, and R&D teams across Europe and beyond. They operate on a remote-first model, so if you’re based in Europe and one of these roles sounds like a fit, I’d love to hear from you. This is an incredible opportunity to join one of the most exciting AI scale-ups in Europe right now. Please find the Tech Recruiter advert below, and if you’d like to learn more about the other two roles, don’t hesitate to get in touch. I’m #hiring. Know anyone who might be interested?

After a quieter summer, September has brought a noticeable shift in momentum. It won’t surprise anyone where much of this growth is coming from. AI continues to dominate, with substantial investment pouring into European AI start-ups from the likes of Nvidia and other major tech players in recent weeks. We’re fortunate to be supporting several of these businesses right now as they build out their People and Talent teams. While the broader People space remains a little quieter, demand for In-house Recruiters has surged - and across all levels too. Here’s a snapshot of some of the searches we’re currently leading: Generative AI Start-up (Fully Remote) 🧠 Org Development Lead - Up to £110k 🌟 GTM Talent Partner - Up to £85k 🌟 Tech Talent Partner - Up to £85k Fintech Scale-Up 🌟 Talent Lead - Up to £90k 🌟 GTM Talent Partner (6-month FTC) - Up to £85k 🌟 Tech Talent Partner (6-month FTC) - Up to £85k Digital Assets Trading Platform 🌟 Tech Recruiter (NYC/London) - Up to £90k 🌟 Tech Sourcer - Up to £65k BioTech Start-up ⭐ Senior People Partner (Boston, Massachusetts) - Up to $180,000 🛠️ People Ops Manager - Up to £110k 🌟 Tech Sourcer - Up to £80k BioTech Research Lab 🚀 Founding Talent Acquisition Lead – Up to £120k *Each of these roles includes varying degrees of additional compensation such as equity, RSUs, or bonus structures. Overall, it feels like momentum is building again – encouraging signs heading into Q4, especially ahead of what may be a fairly doom-and-gloom budget at the end of November. If you’d like to learn more about any of these roles, please don’t hesitate to reach out to me or the team – Summaya Abbas Eve Whitehouse Patrick Powell Jade Voss Kristian James

I believe that Recruiters fearing for their job in the face of AI (myself included) can take comfort from how B2B sales works. In the age of e-commerce, no prospective customer needs to sit on a live demo with a rep. Yet software companies do this because it helps conversion and, importantly, because their competitors do it. When a CRO misses a big potential account, they don’t want to have to tell the CEO that no human ever called the prospect. Exactly the same thing will continue to happen in recruitment. The entire candidate lifecycle can already be executed by AI, just as software can be sold with clicks of a mouse. Nonetheless, ambitious companies seeking the best talent will recognise the difference that a human can make in managing the nuanced and emotional process of guiding a candidate through a job change. Uncertainty, lifestyle upheaval, family considerations, ego, purpose and belonging. But as importantly, no Head of Talent Acquisition is going to want to explain away why their AI-automated job-offer delivery email sequence didn't land the Chief Research Scientist hire. I'm a huge believer in AI more generally, but in very finite, highly-competitive candidate markets, reducing cost-per-hire is like optimising for fuel mileage in a F1 race. Recruiters must identify the parts of the process that are best executed by a human, and ensure they are exceptional at them.

I’m currently supporting a high-growth AI scale-up in their search for a Technical Talent Acquisition Lead. This role offers ownership of the talent strategy and execution across all technical business areas, with responsibility for org design, headcount planning, and wider talent initiatives. It's an excellent step up for a senior talent profile with proven strategic experience, who's ready to take on complete ownership. This scale-up has doubled revenue every year for the past five years, grown from 200 to 400 employees in the past 12 months, and counts many of the world’s leading businesses among its loyal customers. With proven resilience in uncertain times and technology at the heart of everything they do, this is an exceptional long-term career move. 📈 Find out more via the advert below!

I’m currently partnering with one of the UK’s most exciting start-ups on their search for a Founding Talent Acquisition Lead. Driven by the ambition to transform how we live, this is a career-defining opportunity to help shape the future of a company making a genuine global impact. If you have a proven track record in hiring world-class technical talent across AI/ML, Engineering, and Life Sciences, I’d love to hear from you! https://lnkd.in/epaFuhJ8