Talent

TL;DR: At Conduct, Talent aquisition doesn’t support the business, it drives it. Our ambition is so big that only the best-performing team in tech can get us there, which makes the quality of our people our number one goal. Talent acquisition is the way we hit it. We’re about 70 people today and plan to be 500 by the end of 2027, without ever lowering the bar. You’ll help build a talent function good enough to write the book on, and become the best recruiter you’ve ever been.

Why Conduct

We believe the world’s largest companies should move at the speed of their ideas, not the speed of the decade-old systems they run on. Today they don’t.

Every process change, every new product line runs into ERP systems layered with decades of custom code and complexity no human mind can fully comprehend. New requirements take months to ship, system migrations cost $100M+ and years of pain.

We’re building the AI operating system that absorbs this complexity and gives enterprises back their speed and ambition. Fortune Global 500 companies already trust us with their most critical systems, and we’ve just raised a $60M Series A.

We’re a small, talent-dense team doing our life’s work out of London and NYC. Extreme ownership, high velocity, low-ego collaboration. What you build here shapes the company and how the world’s largest companies operate. We sponsor visas and are convinced diverse teams build better products, so we especially encourage underrepresented groups in tech to reach out.

What you’ll own

Play a key part in taking Conduct from about 70 people to 500 in 2027. We’re hiring across GTM, Engineering and Ops. You’ll work hand in hand with the talent team and hiring managers to learn exactly what great looks like, then find it.

In practice that means:

• Own the full recruiting lifecycle for your roles: sourcing, outreach, screening, scheduling, pipeline management, offers and candidate comms

• Be the person candidates remember. Run a process that’s fast and warm and leaves people with an exceptional impression of Conduct, whether they get the role or not

• Build deep knowledge of the talent markets you hire in: where the best people are, what they care about and what makes them move

• Spot what’s broken and fix it, whether that’s a stage that’s slowing candidates down, a sourcing channel that’s dried up or a role description that isn’t landing

• Manage multiple searches at once without sacrificing quality or candidate experience

Who we hire

You’ll fit right in if you’re obsessed with the craft of hiring, thrive on pace and volume, and never trade quality for speed.

In practice that tends to look like:

• 2–6 years of hands-on talent acquisition , ideally in fast-growing tech environments or a high-performing agency. You’ve handled a heavy req load and still delivered.

• A track record of high-quality hires at speed. You’ve made great hires again and again without letting the bar slip. You know your talent market well and can tell a great candidate from a good one.

• Creative sourcing instincts. You build pipelines, not just job postings. You know where to find people who aren’t looking, and you adapt fast when the first approach isn’t working.

• Excellent communication. You build trust with candidates and senior stakeholders alike, written and verbal.

• A bias for action. When something isn’t working, you fix it. When there’s no process, you make one. You’re comfortable with ambiguity and would rather try something and learn from it than wait for permission.

• A hunger to learn. You want to develop fast, and you’re excited about building your career alongside Conduct.