Talent Associate - Human Resource & Industrial Relations - Venture Capital

Role Overview:

We are looking for a Talent Associate with experience to work alongside the Head of Talent. A large part of the work that used to be manual research is now built, automated and run on AI tooling we have developed in-house. You will inherit all of it, use it daily, and be expected to make it better.

Above all, this is a relationship job. The people who do it well spend most of their time building trust - with founders and CXOs across our portfolio, with senior leaders who are not looking for a move today but will be in eighteen months, with search partners and HR peers, with our US counterparts, and with our own investment team.

If you are happiest working from a clear queue of instructions, this will not be the right role for you.

What you will own:

1. Build and curate the talent network - 35%:

• Map the senior roles our portfolio will need over the next 6 - 12 months, by function and by sector roadmap, and build pipeline ahead of the ask rather than after it.
• Source, reach out to and interview senior candidates - CXO, SVP/VP and functional heads across finance, HR, engineering, product, operations and growth.
• Write sharp, decision-useful candidate notes: what they have actually built, 0-to-1 vs scale experience, compensation, risks and gaps. Our partners read these; they need to be honest, not promotional.
• Keep the network alive - refresh profiles, maintain relationships with people we are not hiring today but will want in 18 months.
• Send the weekly Talent Network update to the investment team and run periodic talent check-ins with partners.

2. Help portfolio companies close senior roles - 35%:

• Work directly with founders and CXOs on live searches: calibrate the role, map the landscape, share the slate from our own network with notes and comp benchmarks, and stay on it until the role closes.
• Manage the agency layer - brief search firms, compare capability, negotiate terms, track SLAs and search efficiency, and make the introduction when an agency is the right answer.
• Support reference checks and help founders pressure-test final candidates.
• Be the connective tissue between portfolio companies and the firm: when a founder needs a CFO, a Head of HR or a senior engineering leader, you are the first call.

3. Run and improve the team's AI and data stack - 30%:

• Own the talent database in Airtable - structure, hygiene, enrichment pipelines and the automated capture of candidate data from profiles and resumes.
• Run and improve our talent diligence tooling, which generates people and org analysis on companies we are evaluating or already backing.
• Build new tools. We expect you to pick up Claude, Airtable automations and similar tools and ship something useful without waiting to be asked.
• Produce org maps and talent insights on request for the investment team and turn them into something the team can reuse.
• Be the owner of all talent subscriptions and tooling - LinkedIn Recruiter, Naukri, Lusha, Consider and the rest - including usage, renewals and cost.
• Share dashboards and reporting on search activity and talent team performance with the investment team.

Who we are looking for:

• 1 - 4 years of experience in talent - executive search, in-house talent acquisition at a high-growth startup, or a research/insights role with strong people-data exposure.
• Genuinely AI-fluent. You already use AI tools in your daily work and can show us something you built or automated with them.
• A natural relationship builder. You will be interviewing CXOs with twenty years on you, earning the confidence of founders, and briefing partners on what you found.
• Self-starting by default. You spot what needs doing and go do it, rather than waiting for a brief.
• Strong written communication - candidate notes, founder emails and insight summaries are the bulk of your output.
• Structured and detail-obsessed with data. Our talent network is only as good as the discipline behind it.
• Resourceful about finding people. The best candidates are rarely on a job board, and we expect creative sourcing.
• Comfortable with ambiguity and willing to own an outcome end to end, including the unglamorous parts.
• Working knowledge of LinkedIn Recruiter, Naukri, Lusha and ATS/database tools; comfortable in Excel/Sheets and PowerPoint.
• MBA is mandatory for this role.