SlipstreamJobs tracks this role from the company's public career site. Apply directly on the employer's site.
Orbital is an AI platform for real estate legal work, trusted by 5,000+ professionals across UK Magic Circle and US Am Law 100 firms. The company has raised $75M to date (including a recent $60M Series B) and is entering a US-led growth phase with New York as the center of go-to-market expansion.
You will own the talent function end-to-end as it transitions from an embedded specialist partner model to a permanent in-house operation. This is a precision hiring role, not a volume one—every hire is expected to raise the bar, and you will be measured on caliber of hires, not headcount.
Key responsibilities:
• Strategy: Build and own the company-wide hiring plan in partnership with CEO, COO, and CRO based on growth targets. Define how the plan gets delivered with full autonomy over team, tools, and operations.
• Team leadership: Coach and develop an experienced TA team across US and UK into a high-impact function. Set and maintain quality standards as the team grows.
• Direct hiring methodology: Lead a search-driven recruiting approach where your team maps markets, builds target lists, and pursues named candidates. Personally run searches where seniority or business impact demands it.
• Executive-level partnership: Operate as a peer to leadership on commercial strategy, technical org design, planning, and talent narrative. Bring position and perspective, not just execution.
• Operational excellence: Maintain forecast accuracy, run regular pipeline reviews, ensure ATS data integrity, and keep stakeholders informed on search status.
• Team development: Raise the level of your team through clear expectations, honest feedback, visible performance data, and coaching on recruiting craft.
The role requires someone who has built or materially scaled a talent function in a VC-backed tech company through a comparable growth arc (roughly 100–300 people). You should have a track record of low-volume, high-caliber hiring with specific examples of hires that changed company trajectory. Deep GTM hiring experience across AE, CS, BDR, RevOps, and Marketing is essential, with personal knowledge of the New York commercial talent market. You must have designed and run targeted headhunt processes end-to-end for passive candidates, including market mapping, target lists, multi-touch engagement, assessment, and close. You should hold your own in conversations with CROs on commercial strategy, CTOs on technical org design, COOs on planning, and CEOs on talent narrative. Operational rigor is non-negotiable: forecasts hold, data is accurate, follow-up doesn't slip. Experience running a distributed recruiting team across US and UK time zones with a single operating rhythm and quality bar is required. Finally, you should already integrate AI into your recruiting workflow and be able to demonstrate what it changed about your team's output.
This role is not for you if you measure success primarily on requisitions filled or time-to-fill metrics, prefer managing agency panels and vendor budgets, want to step back from hands-on work, avoid uncomfortable conversations or performance feedback, or view AI as a talking point rather than a working tool.
