Technical Recruiter
Scope is automating the $2T compliance and regulatory layer, and freeing the physical world to rapidly build. Heavy industry struggles with a tradeoff - safety and security or speed and innovation. Manual standards are vital to ensure the quality of our infrastructure - hours of reporting the findings are not.
The billion-dollar testing, inspection and certification (TIC) companies still rely on pen and paper, Excel and Word to track quality and safety, slowing the supply chain and breaking innovation. Every day, over a million inspectors manually assess infrastructure, factories, and goods using technology that haven’t evolved in up to a hundred years. The result? Delays, errors, and billions in losses. We’re using AI to change that - building a future where inspections are instant, precise, and fully automated. If you want to help make the impossible a reality, let’s talk.
We work with 6 of the top 10 companies in the TIC space, have grown revenue 5x in the last year and on track to reach 10mm ARR over 2026. Our customers customers make up 21% of UK GDP and include companies from Shell, AstraZeneca and SpaceX. We’ve assembled a best in class team, who are exited founders or from Deepmind, Amazon, McKinsey etc.
We raised our pre-seed in 2024, from Susa Ventures (1 in 10 unicorn hit rate // Flexport, Robinhood), who doubled down at triple the valuation in 2025. We’ve raised $4m and raising our Series A in the coming months.
We work in service of giving inspectors superpowers, building report writing tools that changes their lives and jobs - and increases company bottom line margins 10-20%, cuts reporting time 80% and doubles their capacity overnight.
About this role
We’re entering a phase of sustained growth and want to build hiring as a core capability.
This role owns end-to-end hiring alongside the founders for engineering, product and GTM roles and will shape how we attract, assess, and close talent as we scale.
This is a hands-on, high-ownership role. You’ll help design the system and run it.
What we’re looking for
Must-haves
4–7+ years experience recruiting engineers
Experience in early-stage or scaling startups
Proven ability to source directly, not just manage inbound
Strong intuition for technical bar & team fit
Nice-to-haves
Experience as a first or early recruiter
Experience building hiring processes from scratch
Employer branding experience
What you’ll do
Own the hiring engine
Run end-to-end recruitment
Translate headcount plans into clear hiring strategies
Own pipelines, prioritisation, and time-to-hire
Design and continuously improve:
Interview processes
Scorecards
Feedback loops
Hiring metrics (time-to-hire, pass-through rates, source quality)
Source like an operator
Proactively source high-signal candidates (LinkedIn, referrals, outbound)
Build and maintain long-term talent pipelines
Candidate experience
Run a high-touch, respectful, fast candidate experience
Set clear expectations and close loops properly