Senior Talent Partner - US Lead

About the role

This role reports to me directly. As Senior Talent Partner, you will own and lead US hiring across our GTM and product organisations end-to-end. That spans the most senior, consequential hires - partnering directly with Richard Gunn (President), David Spitz (COO), and Noel Sequeira (Chief Product Officer), and the broader US leadership team - through to AE, strategic and enterprise sales hiring, technical sales, our founding and growing Customer Success, Partnerships and Marketing teams. It's a senior craft role with a varied portfolio. Some of these hires will be founding-team-shape moments. Others will be the AE hires that build the revenue engine in the US - every one of them moves the number meaningfully.

This is also an outbound-heavy role. We're looking for someone who knows how to generate engagement and replies - someone whose craft turns cold talent into a real pipeline of conversations. With the support of our investor base (a16z and Battery among them), you'll help us build a real presence in NYC, through events, employer brand initiatives, and the quality of every conversation you have in the market.

A note on geography: most of the Talent team is based in London, with Anna in Warsaw. You would be the first of the team in the US - partnering closely with the rest of us across time zones, and anchoring our US hiring presence as the function grows. We've operated this way before and it works, but it does ask for someone who's confident working autonomously, comfortable across geographies, and excited by being our first on-the-ground presence.

What you'll be doing

• This is a doer role. We care deeply about execution and, alongside it, the experience we create for candidates and hiring managers. Prioritisation, sense of urgency, judgement and the ability to deliver consistently in a fast-paced environment are non-negotiable. The partnering, brand-building and system-level work all sit on top of getting the daily craft right.
• Own US hiring end-to-end across the GTM and product organisations - spanning the most senior, ambiguous searches (founding-team-shape hires, leadership hires) through to strategic and enterprise sales, technical sales, founding and growing Customer Success, Partnerships, and Marketing.
• Operate as an AI-leveraged builder. Ship your own automations, build your own dashboards, design AI-native workflows for hiring, and raise the bar for what a modern talent function can do.
• Run an outbound-heavy operation. Design the targeting, build the messaging, and run the patterns that turn cold talent into committed hxers.
• Help build hx's brand in the US - partnering on events with our investor base to grow our NYC presence, contributing to employer branding initiatives, and using every candidate conversation as a way to build hx's reputation in the market.
• Bring market intelligence back to the business as a regular input - what's happening at peer fintechs, where the bar is moving, what's shifting in comp and expectations across the GTM spread.

What you'll need to have done

• Owned and delivered across the GTM breadth at a high-growth SaaS, fintech or AI company - senior leadership hires alongside enterprise and strategic sellers, customer success, solutions engineers and architects. We're an insurtech, so the book also includes specialist hires like actuarial talent - a rarer but meaningful part of what makes this role interesting.
• Built a real network in the US GTM space - people you've known for years, who answer your messages, who refer to you, who you can pick up the phone to.
• Closed candidates with multiple competing offers - including from top-tier competitors, FAANG-equivalent comp packages, or candidates whose stated motivations didn't match their actual ones
• Used Ashby, Greenhouse, or similar ATSs as a builder, not just a user - designed your own dashboards, shipped your own automations, brought data forward as the opening move in stakeholder conversations.
• Operated in an AI-leveraged talent function: built workflows with AI tooling, shipped automations, and have strong, current opinions on what good looks like in this space.

Why hxYou'd be the first person from our People team on the ground in the US. Talent, culture, hiring philosophy, how we show up in the market: that all gets shaped by you over time. It's a kind of scope that doesn't come up often, and almost never in a company that's already this far along.

Your AI fluency will accelerate here. You'll work alongside a team that's actively building - interview coaches, candidate portals, sourcing agents, custom workflows - and you'll have the time, tooling and budget to push your own craft hard. If you're someone who learns by building, this is a rare environment to do that in.

You're joining a generational business at a real inflection point. hx isn't an early-stage bet - we have nearly 60 of the world's largest insurers as customers, zero churn, billions in premium flowing through the platform, and backing from a16z, Highland Europe and Battery. At the same time, the US is wide open in front of us. You get the rare combination: a senior craft role with the freedom to build, and the strong backing of a company that's already winning.

CompensationSalary Range: $140,000 – $170,000

Bonus/Variable: up to 10% of base, tied to delivery against role objectives

Total OTE range: $154,000 – $187,000

Equity: We offer equity across all roles at hx, making it a significant component of total compensation.