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Orbital is an AI platform for real estate legal work, helping legal and real estate teams navigate complex transactions with AI-powered precision. The company has raised $75M to date (including a recent $60M Series B) and is trusted by 5,000+ professionals across Magic Circle firms, Am Law 100 firms, and major corporations like M&S.
You'll be the CTO's strategic partner for Product and Design Engineering hiring, owning the full recruitment lifecycle for two specialized engineering disciplines: Product Engineers (full-stack, product-minded, ship end-to-end value) and Design Engineers (frontend/UI specialists at the intersection of design and engineering).
Key responsibilities:
1. Hiring Strategy & Planning: Build and own a forward hiring plan with the CTO/COO, including forecasting, sequencing, and prioritization. Manage the ATS (Ashby), req pipeline, stage design, interviewer pools, and metrics. Act as a trusted advisor on market intelligence, compensation benchmarks, org design, interview quality, and funnel health.
2. Attraction Engine: Design and run a high-touch, always-on engagement and nurture program for top Product and Design Engineering talent—not just tied to open reqs. Partner with leadership and marketing to create standout content, positioning, technical narratives, and community activity. Establish and track pipeline health metrics: warm pipeline size, engagement rates, conversion funnels, competitive intelligence, and drop-off analysis.
3. Delivery & Quality: Personally own the most senior and business-critical Product Engineering hires (Staff/Principal/Lead level and key leadership roles). Protect the quality bar for assessment, references, and offer calibration. Set the operating rhythm for pipeline reviews, prioritization, stakeholder alignment, and continuous improvement.
You must have: proven scale-up hiring experience in high-growth tech with high standards; deep, active Product and Design Engineering networks in the UK (ideally with community-building track record); executive-search-level craft in closing low-volume, high-calibre talent via creative, non-standard routes; a track record building always-on attraction and nurture motions (content, community, referrals, events, high-touch outreach); close partnership experience with technical leadership on quality and assessment design; strong written narrative and messaging skills; and data-informed judgment on metrics and funnel health.
This is explicitly a low-volume, high-calibre role—not high-volume recruiting.
