Director, People Partnering - GTM

Every team has AI. Few have mastered it. Humans were built to adapt, but AI is now moving faster than most workforces can.

Multiverse is the AI adoption layer: the missing link between the AI tools that companies have invested in and the people expected to use them.

Our ambition is to put AI capability in every worker’s hands. Apprenticeships got us started: we’ve trained over a third of the UK’s data and AI apprentices, worked with a third of the FTSE 100, and generated £2bn+ in verified ROI. Now Mastry, our new adaptive learning platform, takes that further, guiding a company’s AI workforce transformation from start to finish. Mae, our AI guide inside Mastry, is a real-time AI agent that thinks, speaks, listens and sees, working alongside the tools you already use, like Claude and Copilot.

We closed our latest fundraising round in April 2026, with $500m+ raised in total from VC partners including Index Ventures, General Catalyst, Schroders Capital and Lightspeed. With a $2.1bn valuation, we are Europe’s first EdTech double unicorn, and we are just getting started.

If you want to shape how the workforce wins in the AI era, come and join us.

The opportunity

At Multiverse, People Partnering is a driver of commercial performance, not a support function. We measure ourselves on whether the business performs better because we're in the room.

This role partners our GTM organisation — Sales, Customer Impact, B2B Marketing, Revenue Operations and Enablement. It's the largest, fastest-moving and most commercially exposed part of the company, and it's where people decisions show up in the numbers fastest.

You'll work directly with our CRO and his leadership layer. They are sharp, direct, and want a partner who brings a point of view and the data to back it. You'll operate as both advisor and operator: helping leaders make better decisions, and making sure the fundamentals are genuinely excellent underneath.

What you'll do:

Commercial partnering

• Partner the CRO, Sales SVP and their leadership teams on performance, productivity and team effectiveness.

• Translate commercial targets — pipeline, attainment, retention, revenue per head — into people plans that move those numbers.

• Coach managers on performance, decision-making and holding a high bar. Challenge senior leaders directly when the call is wrong.

Org design, workforce planning and reward

• Shape GTM org design, role clarity, levelling and spans in service of efficiency, not headcount growth.

• Partner with Revenue Operations, Reward and Finance on comp structures, quota and incentive design

• Bring rigour to headcount decisions: every role justified against commercial return.

Performance and talent

• Own performance cycles, calibrations and promotion decisions across GTM.

• Move early and decisively on performance management; build manager capability to do the same.

• Build succession depth in a function where key-person risk is real.

Operating well at pace

• Run complex ER and restructure work with sound judgement and clean execution.

• Apply policy pragmatically and consistently in a fast-moving, commercially pressured environment.

• Use AI to take the operational load out of partnering so your time goes to the work only you can do.

About you

Essential

• You've partnered a quota-carrying sales organisation , not just "commercial" teams generally.

• You've been through an efficiency inflection, not only a growth one. You've helped leaders take cost out of an org without breaking revenue.

• You're fluent in GTM numbers. Ramp time, attainment distribution, revenue per head, regretted vs non-regretted attrition, cost of sale — you can read them, interrogate them and act on them.

• You handle complex performance and ER situations at volume, at pace, with judgement that holds up under scrutiny.

• You don’t shy away from having the difficult but right conversation, managing to balance relationships at the same time

• You're highly organised and detail-oriented. You know sustainable impact comes from strong fundamentals, not just good ideas.

• You already use AI in your own workflow and can show us what you've changed in the last six months. We sell AI enablement; we hold ourselves to it.

Benefits

• Time off: 27 days holiday (including 3 winter shutdown days) and bank holidays, plus 5 extra days off (1 life event, 2 volunteer days and 2 summer shutdown days).

• Health and wellbeing: Bupa private medical insurance, a medical cash back plan, therapy through Spill and gym access through Wellhub.

• Equity for all : we believe that when Multiverse wins, we all win, which is why every permanent employee receives share options.

• Financial security: life insurance at 3x salary, a workplace pension with 4% contribution from us, Cycle to Work and a Tech Scheme.

• Family support: enhanced maternity and paternity leave, adoption and shared parental leave, paid leave after pregnancy loss, and a workplace nursery scheme.

• Hybrid working: 3 days a week in the office - except for Coaches & Instructors who come into the office 1 day per month. Plus 10 days a year to work from anywhere.

• Work perks: quarterly team socials, company-wide events, happy hours, lunch delivered to the office once a week, fully stocked snack bar and a drinks fridge!

Our Commitment to Diversity, Equity and Inclusion

We’re an equal opportunities employer. And proud of it. Every applicant and employee is afforded the same opportunities regardless of race, colour, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. This will never change. Read our Equality, Diversity & Inclusion policy here .

Our Commitment to Safeguarding

Multiverse is committed to safeguarding and promoting the welfare of our learners. We expect all employees to share this commitment and adhere to our Safeguarding Policy , our Prevent Policy and all other Multiverse company policies. Successful applicants will be required to undertake at least a Basic check via the Disclosure Barring Service (DBS).

For roles that will involve a Regulated Activity, successful applicants must also undergo an Enhanced DBS check, including a Children’s Barred List check and a Prohibition Order check. Roles involving Regulated Activity may interact with vulnerable groups, therefore are exempt from the Rehabilitation of Offenders Act 1974 meaning applicants are required to declare any convictions, cautions, reprimands, and final warnings.

Providing false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected, and possible referral to the police and the DBS.