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Dex is a talent marketplace connecting ambitious software engineers with high-growth AI startups and scaleups. The company's mission is to close the gap between talent and opportunity, helping individuals understand their strengths and connect with roles where they can thrive.
As a Talent Partner in Strategic Account Management, you will own end-to-end client relationships with AI startups and scaleups that struggle to fill roles despite having world-class hiring standards. You will be the primary point of contact for founders, talent partners, and hiring managers—often consulted before they've formally decided to hire.
Key responsibilities include:
- Managing a portfolio of client relationships from initial role briefing through delivery, feedback, and ongoing support
- Taking role briefs that hold up under scrutiny; scoping requirements, pushing back when needed, and advising clients when a role is misframed or shouldn't be hired
- Running the hiring process on the client side: maintaining fast feedback loops, keeping interviews moving, and preserving momentum
- Analyzing client Dex pipelines and managing expectations to close offers successfully
- Negotiating offers with clients to get candidates over the line without either party feeling manipulated
- Growing accounts by expanding from single searches into deeper relationships with more roles and greater trust
- Serving as the client's most valuable resource: delivering market insights, clear pipeline reporting, honest candidate assessments, and strategic hiring advice
You will also be a power user of Dex's product, providing feedback that directly influences product development. The role sits within a team of experienced talent leaders who deeply understand the complexity and importance of hiring.
Dex is well-funded and cash-generative, planning to more than double headcount across UK and US offices over the next 12 months. You'll work with some of the most interesting AI startups and scaleups globally.
REQUIREMENTS:
- Highly organized, compelling, smart, and driven
- Commercially sharp and comfortable holding your ground with senior stakeholders; you prefer difficult conversations early over expensive ones late
- Strong storytelling ability and ability to engage effectively with diverse audiences (first-time founders, Heads of Engineering, VPs of Talent)
- Credible with technical hiring managers; sufficient knowledge of software engineering to be taken seriously, with honesty about knowledge gaps
- Excellent command of talent metrics and funnel analysis; ability to diagnose stalling processes and walk clients through their own data
- Preferred: 2+ years in recruitment (agency or internal), though strong raw ingredients and drive are valued over perfect background fit
- Track record of excelling in current and previous roles
- Deeply motivated to build an exceptional team and solve meaningful problems
- Note: The company explicitly welcomes non-traditional backgrounds and encourages applications from those excited about the mission even if not matching every criterion
