London Area, United Kingdom
I've spent the last 15+ years helping technology companies scale through great hiring, as well as helping embed great cultures to retain the people that make the most impact to an organiations success. Throughout my career I've worked with organisations including Stack Overflow, Zapier, Palantir, Skyscanner and Zencargo, partnering with founders, executives and leadership teams to build high-performing organisations and deliver ambitious growth plans. My experience spans Talent Acquisition leadership, recruiting operations, executive hiring, workforce planning and hiring technology. I've built and led international recruiting teams, implemented ATS and recruiting systems, redesigned hiring processes, improved hiring outcomes and partnered directly with CEOs, CTOs and CPOs on organisational growth. More recently, I've become increasingly interested in how AI is transforming recruiting and organisational effectiveness. I believe we're entering a period where the most successful talent teams will combine deep human judgement with automation, data and intelligent tooling to create significantly better hiring experiences and outcomes. I'm particularly energised by opportunities at the intersection of talent, operations, technology and AI—whether that's building scalable hiring systems, improving decision-making, reducing operational friction or helping organisations grow more effectively. Areas of focus: • Talent Acquisition Leadership • Recruiting Operations • Workforce Planning & Talent Analytics • Executive & Leadership Hiring • ATS & Recruiting Technology • AI-Enabled Recruiting Workflows • Employer Branding & Talent Attraction • Internal Communications and Culture Strategy Always happy to connect with people building the future of work, recruiting and organisational effectiveness.
Talent Leadership: Spearhead global hiring across technical and creative functions (Product, Engineering, Design), serving as a strategic advisor to leadership on workforce planning. Culture Engineering: Design and execute company-wide engagement initiatives and recognition programs to improve morale and reinforce core values. Organizational Alignment: Moderate company All Hands and lead internal communication efforts to ensure transparency and strategic clarity across all departments. Employee Lifecycle: Oversee the transition from candidate to teammate by optimizing onboarding experiences and interview consistency.
Recently, I’ve started a dual apprentice Product Manager role alongside my core work in Talent Acquisition at Stack Overflow. Working closely with our Community Enablement and Product teams, I’ve been translating real community needs into product ideas, experiments, and shipped features, learning the craft of product management while applying years of experience in stakeholder management, user empathy, and delivery. It’s been a chance to sit at the intersection of community, product, and people, and to help build tools that support contributors, learners, and developers at scale, all while strengthening my product fluency and impact. Grateful to the teams who’ve backed the transition and trusted me to learn in public. 🚀
My current role is a return to Stack Overflow, a company that I have always loved and enjoyed working for. I rejoined to help them scale the business following their acquisition by Prosus, as they seek to 10X the company in the next 5 years. My role involves managing the TA team for our Product, Design, Engineering and Community business partners. I have direct line management responsibility for 4 senior recruiters based in the UK and the US. Highlights of my role include: Growing our entire Talent Acquisition department from 4 to 11, including hiring a VP of Talent Acquisition, another senior manager, and 5 recruiters across the business. Growing the company from just over 200 people to 600+ within 18 months, with my team being responsible for hiring 118 people in that time Improved our engineering offer acceptance rate from 58% to 96% in Q3 through better partnerships with our key stakeholders and a reduced, streamlined interview process Was part of implementing key TA resources such as SeekOut (for sourcing) Paradox (for interview scheduling and candidate experience) and currently part of the team evaluating our future ATS requirements. Managing a desk myself, and personally hiring 26 people in 2022, including our Director of Product Innovation, several Engineering Managers and Directors, and ad hoc support where needed within the business. Building the ‘Talent Acquisition Curriculum’, to help support our recruiters personal and professional growth and development, which involves partnering with our Learning and Development teams as well as MyAcademy, our external L&D partners. Part of the workforce planning with our CTO and CPO for FY24, providing data, reporting, and insights to help ensure a strategic role out of our planned hiring. Performance planning, coaching and compensation responsibility for my team, including running weekly 1:1’s, team meetings, and managing any performance issues as and when they arise.
I lead and managed the Talent Acquisition team at Zencargo, a series B digital freight forwarder. Some highlights from my time here included: Scaling my team from 1 to 4, including a senior tech recruiter, a co-ordinator and a sales and operations recruiter. Strategising and delivering against the Series B hiring plan. Responsibility for senior and C-Level hiring initiatives, including hiring for Director of Data, Director of Pricing, VP of Asia, Head of Product Marketing and more. Implementing new tools and hiring initiatives, including an ATS upgrade, referrals scheme, revised culture interview training and scheduling, and initial employer brand initiatives. Accountable to the senior leadership team for all hiring reporting and responsibility. Reporting on hiring performance to our CEO in bi-monthly 1:1’s
I joined Graphy as their first talent acquisition hire, and 12th overall employee, and was tasked with scaling the team ahead of product launch. Highlights included: Tested, set up and deployed a brand new applicant tracking system to help with future growth (TeamTailor), and trained the existing team on how to use it. Built out brand new scoring rubrics to make it easier to open internal specs and build out role competencies ahead of interviews. Designed and delivered an interview training workshop for the team (which is remotely spread across Europe). Grew the team from 12 to 22 people, including hiring the first Engineering Manager, Product Manager, Product Designer and People Ops Coordinators) Partnered with external vendors to improve our testing (Codility) and diversity hiring (Power to Fly)
I currently manage our senior full stack engineering hiring pipeline, including all end to end recruiting activities, process improvement, vendor and agency relationships. I’m also responsible for building out a new SRE function within Skyscanner, which includes working with senior engineering management to identify, attract and grow a business critical function. Some highlights of my time at Skyscanner include: Working on improving our time to hire down from a 60 day average by introducing a leaner process, a more flexible take home test for full stack engineers, and being a part of adopting and implementing and automated interview scheduling tool (Good Time) Helped shift the full stack profile towards more of a front end focused specification. This involved sourcing and preparing candidates from a non traditional (from Skyscanners perspective) technical background, and working with the rewards team to ensure compensation was in line with the market. Introduced Stack Overflow Talent to the engineering recruitment team as a sourcing tool and advertising platform, and helped onboard new users to maximise its effectiveness and ROI. As a result, partnered with the Employer Branding Team as part of an accelerated hiring drive over Christmas and the New Year to help use our Stack Overflow presence to increase engineering hires. Resulted in 6 successful hires in a 30 day period from that platform and led to increased investment. Revamped our SRE hiring pipeline and process to ensure we were hiring for the right profile, sourcing them from relevant competitors and helping define the SRE role at Skyscanner in the market. Represented Skyscanner at hiring events such as DevOps Days Edinburgh and HackerX London.
I joined Zapier as one of the first 2 recruiters and grew the team to 7 (including hiring a director of recruitment to sit on the leadership team, as well as a coordinator. My responsibilities during this time included: Managing, revamping and scaling the entire recruitment process for engineering and data More than doubled the size of the front end engineering team from 9 to 23 Hired for various c-level and executive positions such as Head of Decision Sciences, Chief Marketing Officer and VP of Engineering Worked on the implementation of a new ATS (Greenhouse), including restructuring the interview process for various departments Managed all top of funnel screening and sourcing duties Represented Zapier at tech hiring events such as Silicon Milk Roundabout, including designing the various marketing materials used to promote our company Helped build and deploy an interview training course for the engineering team.