Outpost Technologies · London
People & RecruitingHRFullTimeposted 7mo ago
🌍 About Outpost
What if going global was as simple as going local?
Outpost is building the AI global trade engine. The accumulated knowledge of every rule you'd need to sell internationally, turned into infrastructure. Tell us what you're selling. We'll tell you how to sell it everywhere.
We operate as Merchant of Record or Tax of Record across 58+ tax jurisdictions. Full liability transfer, or just the tax layer. We do the analysis, we handle the setup, we absorb the liability.
Sell anything, anywhere. Without compromise.
🧠 The Role
This is a Talent & People role for someone who wants to build the team and culture of a category-defining company.
You'll report directly to the CEO and own how Outpost hires. Initially that means recruiting: sourcing, closing, and building the pipeline of exceptional people who will define the company. Over time, you'll build the broader people function: onboarding, performance, compensation, employee experience, and culture.
This might be the most important role at Outpost. We're a small team building something ambitious. Every hire matters. The wrong person slows everyone down. The right person changes what's possible. You'll be the person who makes sure we only hire right people.
You're a recruiter who wants to do more. You've seen what great looks like at a fast-scaling company and you want to build that from scratch. You care about culture as much as headcount. You want to own the full people function, not just fill roles.
🧗 What You'll Get
Yes, the work is intense. But in return, you'll shape who Outpost becomes.
You'll work directly with the CEO, build the team from 15 people to whatever comes next, and define the culture and people practices that will scale with the company. If you want to build something that matters, this is the seat.
🧩 What You'll Do
Recruiting (Day One)
Own the full recruiting process: sourcing, screening, closing
Build pipeline for critical roles across engineering, commercial, operations, and legal
Partner with hiring managers to define what great looks like for each role
Create a candidate experience that reflects who we are
Close exceptional candidates in a competitive market
People & Culture (Over Time)
Build onboarding that gets new hires productive fast
Design performance frameworks that reward impact
Develop compensation structures that are fair and competitive
Create the rituals and practices that define Outpost culture
Own employee experience from offer to exit
Infrastructure
Build the systems and processes that scale with the team
Manage tools, contracts, and people admin
Ensure compliance across jurisdictions as we grow
Create documentation and playbooks for everything people-related
💥 Example Projects
Hire the next 15 people and build the playbook for how we recruit
Source and close a Head of Sales in a competitive market
Design the onboarding programme that gets new hires contributing in week one
Build the performance review process from scratch
Create the compensation framework that lets us compete for top talent
Define the cultural rituals that keep the team connected as we scale
Build the employer brand that attracts people who belong here
🧱 What We're Looking For
Ideal background:
In-house recruiting at a fast-scaling startup or scaleup (Revolut, Monzo, Wise, Checkout.com, or similar)
Hired across multiple functions: engineering, commercial, operations
Seen what good looks like at a company that scaled quickly
Bonus: exposure to broader people ops, not just recruiting
Signals we care about:
You've closed hard-to-get candidates in competitive markets
You care about quality over speed. You'd rather wait than hire wrong
You think about culture as much as headcount
You want to build the people function, not just fill roles
You're comfortable with ambiguity. Startups don't come with playbooks
You want to own outcomes, not just run process
Bias for action. You source, you close, you iterate
What this role is not:
Not an agency recruiter moving in-house
Not someone who only wants to do recruiting forever
Not someone who needs a big team or mature process to be effective
Not someone who waits to be told what roles to fill
🚀 Why This Role Is Different
Most talent roles are about filling requisitions. This role is about building a company.
You'll decide who joins Outpost. You'll shape the culture. You'll build the people function from scratch. Every hire you make will compound into what the company becomes.
If you want to build the team behind global commerce infrastructure, this is it.
🦾 Outpost Team
Our team were leaders at Revolut, Airwallex, Adyen and Wayflyer, and we're backed by top-tier investors who have built or backed some of the world's leading fintechs.
🧾 What We Offer
Equity and salary in a well-funded startup
Ability to own your work and move fast
Direct access to the CEO and founding team
A global mission with real impact
Low politics, high output
A culture of builders, not talkers
🧭 Working Style
We work together in person in London. We believe the hardest problems are solved in the room.
🌎 Learn More
emile@outpostnow.com
Outpost Culture: https://www.notion.so/Outpost-Culture-18aa047bb9af800b8f6ff5f5c83174b1 Outpost founder: http://www.littlegoatlabs.com/
Outpost is where the hard problems are. If you want to build the team behind global commerce infrastructure, we'd love to hear from you.