Chapter 2 Affiliate Manager

• Delivering contingent recruitment for a specialist semiconductor and hardware manufacturing client across a range of highly technical disciplines—including ML/AI Engineering, chip design, hardware engineering, firmware, and manufacturing engineering.
• Transitioning into an embedded Talent Partner following the initial 3-month project, becoming a long-term strategic hire within the client's business.
• Partnering closely with senior technical hiring managers and leadership to deeply understand role requirements and design tailored recruitment strategies.
• Managing full-cycle recruitment—from sourcing and screening through to offer and onboarding.
• Building strong pipelines of specialist technical talent across both hardware and AI disciplines in a notoriously candidate-short market.
• Using data to provide insights, track progress, and inform decisions at every step.
• Helping shape hiring culture, improve processes, and contribute to employer branding in a highly competitive talent landscape.

Talent Partner – Tech

• Own end-to-end recruitment across a portfolio of roles, from intake through to offer and close
• Build strong relationships with hiring managers, acting as a genuine talent partner rather than a transactional recruiter
• Develop and execute targeted sourcing strategies using LinkedIn Recruiter, Boolean search, and market mapping
• Craft compelling outreach and manage candidate experience throughout the full hiring journey
• Screen, assess, and present shortlists with clear, insight-led commentary
• Track pipeline metrics and provide the business with regular reporting on role progress and market insights
• Contribute to TA process improvements and share best practice across the wider team

Talent Partner

People Operations

• Overseeing and coordinating the day to day operational running of the US business
• Partnering closely with leadership
• Supporting the operational infrastructure of the US entity
• Ensuring operational consistency and strong communication across the business
• Creating structure in a fast moving growth environment

People & Operations Manager

Recruitment

• Own the end-to-end recruitment lifecycle for go-to-market roles, including sourcing, screening, interviewing, offer management and onboarding handover.
• Partner closely with hiring managers across Sales, Marketing, Customer Success and Business Development to define role requirements, hiring plans and success profiles.
• Develop and execute creative sourcing strategies to attract passive and active candidates through LinkedIn, job boards, referrals, networking and targeted outreach campaigns.
• Manage candidate experience ensuring timely communication, feedback and a positive employer brand at every stage of the process.
• Conduct structured interviews, assess candidates against competencies and provide clear hiring recommendations to stakeholders.
• Negotiate offers and coordinate background checks, references and relocation or visa processes as required.
• Track recruitment metrics and maintain accurate data in the ATS to drive continuous improvement and hiring efficiency.
• Contribute to employer branding initiatives and diversity, equity and inclusion (DE&I) hiring strategies for GTM teams.

GTM Recruiter

• You'll work directly with engineering leadership as their dedicated talent partner
• The focus is technical hiring end-to-end: sourcing, pipeline management, candidate experience and offer
• You'll build strong relationships with hiring managers, help shape how they think about talent, and bring market insight that makes their decisions sharper
• Partnering closely with engineering and product leaders to shape hiring strategies and workforce plans
• Proactively sourcing and engaging top technology talent across competitive markets
• Building strong pipelines of high-quality candidates to support scaling teams
• Delivering an exceptional and seamless candidate experience from first conversation through to offer
• Providing market intelligence, talent insights and data-driven hiring recommendations
• Continuously improving recruitment processes to drive efficiency and hiring success

Senior Embedded Tech Talent Partner

Sales Development Rep

• Own outbound across the East and West Coast — building pipeline into high-growth startups and scale-ups that need embedded talent solutions.
• Identify and engage Heads of Talent, Senior Talent Managers, and Chief People Officers at Series A–D companies.
• Qualify rigorously. You’re not just booking meetings, you’re ensuring every conversation that goes to our co-founder is genuinely worth their time.
• Use AI natively across your outreach workflow — from account research and hyper-personalized sequencing to automating admin.
• Build Chapter 2’s presence in the US startup ecosystem.
• Develop rapidly. Within 12 months, if the appetite is there, this becomes a full 360 role.

Sales Development Representative

• Conduct market mapping across relevant regions to identify available clinical talent.
• Advertise roles across job boards, professional networks, and social channels.
• Proactively source candidates using LinkedIn Recruiter, Facebook groups, Indeed, NHS networks, and direct headhunting from relevant healthcare providers.
• Screen and qualify candidates against clinical and compliance requirements including GOC or NMC registration, theatre competencies, and right-to-work checks.
• Build and maintain a live availability pipeline, tracking candidates by role, region, availability, and notice period.
• Develop and manage talent pools to support ongoing hiring needs.
• Provide weekly reporting on pipeline health, including candidates sourced, screened, available, and ready for deployment, as well as gap analysis by site and role.