What we do

Today most companies are reliant on their sales reps to find leads. The challenge? Reps struggle to find great prospects. Worse, they waste huge amounts of time disqualifying leads they can't sell to. This is a poor experience for reps, inefficient use of their skills and sunk cost for the business.

GoodFit helps companies identify their leads programmatically and build a dataset based on their unique requirements. We only source the accounts that meet the company's qualification criteria and enrich them with the most useful data points. With the company's market mapped, they can more efficiently distribute & prioritize leads, while delivering compelling messaging based on their prospect's needs.

The opportunity

We’re hiring our first Talent Acquisition Lead to own all commercial hiring across Sales, Customer Success, and GTM, while also overseeing our Product & Engineering (P&E) recruiting motion.

Having closed our Series A last year, we’re now focused on scaling thoughtfully - building strong teams, repeatable hiring processes, and a compelling employer brand that supports sustainable growth. This is a foundational role with real scope: you’ll own commercial hiring end to end and ensure our Product & Engineering hiring runs smoothly through trusted external partners and well-designed processes.

As Talent Acquisition Lead, you won’t just fill roles - you’ll design how hiring works. If you’re a strong SaaS recruiter ready to step into broader ownership and lead a function end to end, this role is built for you.

What you'll do

Commercial Hiring (Primary Ownership)

Own end-to-end recruiting for all commercial roles, including Account Executives, SDR/BDRs, Account Managers, Solutions and Marketing
Act as the single owner of commercial hiring, accountable for delivery, quality, and speed
Initially manage external recruiters and existing pipelines, then transition to fully owning sourcing and hiring delivery
Proactively source high-quality talent- this role will be 75%+ outbound in the early stages
Partner closely with Commercial leaders on role definition, calibration, and weekly pipeline reviews
Support compensation benchmarking and banding for GTM roles

Product & Engineering Hiring (Oversight & Enablement)

Manage and optimise external recruiters supporting Product & Engineering hiring
Partner with Product & Engineering leaders to:

Define role requirements and hiring priorities
Design and improve interview loops and scorecards
Ensure strong hiring manager alignment and candidate experience

Track progress, quality, and performance of agency partners
Ensure P&E hiring processes are scalable, consistent, and aligned with company standards

Hiring Infrastructure & Employer Brand

Design and implement lightweight, scalable hiring processes across all functions
Manage, configure, and continuously optimise our ATS
Work closely with the Head of Operations and Head of Marketing to build and evolve our employer brand, including:

Messaging and positioning
LinkedIn presence and job content
Candidate narratives and value proposition
Events

Support onboarding to ensure smooth ramp-up for new hires
Establish and own recruiting metrics and reporting (time-to-hire, funnel conversion, quality of hire)
Ensure an excellent candidate experience that reflects our culture, pace, and ambition

What success looks like

Commercial roles are filled quickly and with high-quality talent that performs and sticks
Product & Engineering hiring runs smoothly through trusted agency partners and clear, effective processes
Hiring managers across GTM, Product, and Engineering see you as a trusted advisor and owner
Hiring processes are clear, repeatable, and scalable - and support ongoing growth post-Series A
A strong outbound engine consistently produces engaged, high-quality commercial candidates
Our employer brand resonates clearly with top GTM talent
Hiring data is visible and used to drive better decisions
You confidently own 25-27 hires this year as we scale

Initial expectation is ~12–16 commercial hires in commercial 2026

You’ve laid the groundwork for a TA function that can scale beyond a single hire

Ideal experience

3.5–6 years of recruiting experience
At least 2 years of in-house SaaS recruiting, ideally in a startup or scale-up
Prior agency experience focused on SaaS/commercial hiring (important for network strength)
Proven experience sourcing and closing:

Account Executives
SDRs / BDRs
Customer Success Managers

Experience managing external recruiters and agency partners
Very strong outbound and sourcing skills using LinkedIn, referrals, AI tools, and creative channels
Confident partnering with senior Sales, CS, Product, and Engineering leaders
Experience desirable building recruiting processes from scratch (ATS setup, scorecards, interview loops)
Experience collaborating cross-functionally on employer brand initiatives
Experience hiring in the UK; US hiring experience is a bonus but not essential
Comfortable operating autonomously without existing infrastructure
Someone ready to step up into a Lead role (you might currently have “Specialist” in your title)
Experience in a fast-paced post-Series A environment is a plus

Why join us

Work closely with a leadership team who’ve built and scaled multiple revenue teams to $100M+ ARR (you’ll learn more in 12 months than most do in 5 years)
Quarterly off-sites in London and annual company offsite
Top-tier equipment & Shoreditch HQ
Private healthcare insurance
Gym access, monthly team events & more

Recruitment Process

Introductory call with the hiring team: mutual intro’s and overview of the role,experience, motivation, and role alignment (1 hour)
Take-home task review interview: presentation and discussion of the approach (1 hour)
Team meet-and-greet: informal conversation with future team-mates (30 mins)

Inclusion at GoodFit Ltd.

GoodFit Ltd. is an equal opportunity employer and we strongly encourage people of all ages, colour, lesbian, gay, bisexual, transgender, queer and non-binary people, veterans, parents, people with disabilities, and neurodivergent people to apply. We're happy to make any reasonable adjustments that will help you feel more confident throughout the process, please don't hesitate to let us know how we can help.

Research shows that some candidates, particularly women and people from underrepresented groups, may hesitate to apply if they don’t meet every listed qualification. If this role excites you, we encourage you to apply even if your experience doesn’t align perfectly.

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