Job Description
Location: UK-based (Hybrid – 3 days in our London office per week minimum)
Reports to: Global Head of People & Culture
Team: Talent Acquisition Manager (one direct report today), growing with hiring volume
Working Hours: Flexibility is required to cover our three hubs across London, Denver and Melbourne.
About Uptick
Uptick is redefining how fire and security businesses operate. We’re a fast-scaling B2B SaaS company building powerful, intuitive software that transforms complex, paper-heavy workflows into seamless digital experiences, with a mission of keeping 100 million people safer where they live, work and play.
Backed by global growth equity leader PSG, we’ve become the category leader in Australia and are scaling internationally across the UK, US, and beyond. Since launching in the UK in 2021 and the US in 2024, our momentum has only accelerated.
We let the numbers speak for themselves. In 2025 alone, our team grew by 37%, with an exceptional eNPS of 56 and over 80% participation. We’re now on the path to 300 people and more markets. We’re building a team that strives for excellence (not perfection), shows up with genuine care for each other and our customers, and is driven by growth as we shape the future of an essential industry.
The Role
We’re looking for a Head of Talent Acquisition who owns and delivers candidate pipeline to our hiring stakeholders. You will own the global hiring roadmap and build and run the process behind it, from the first conversation with a hiring manager through to a signed offer and a smooth handover into onboarding. We expect to make ~75 hires over the next 12 months as we scale towards 300 people.
This is a strategic seat, not just a delivery one. You will partner with Finance and Senior Leaders to build the headcount plan, not just execute it. You will help shape where we hire as we enter new markets, lead our SLT to ELT hiring, own the talent acquisition budget and level up Uptick’s employer brand to attract high-quality talent in each market.
London for Europe and mainly go-to-market roles; Denver for North America; Australia mainly Product and Engineering. Hiring across very different role types and time zones at once is the hard part. This role holds all of that at once and decides where our hiring effort goes, in what order, and how we know it is working. Hiring is the part of Uptick’s growth that every leader touches, so expect to be in the room with our ELT and SLT often to review the market and find the best talent for our team.
This is a builder’s role as well as a leader’s. We have momentum and a strong brand, and what we need is an engine: specifically, your first-quarter objectives will include increasing the volume of high-quality candidates as we scale.
Responsibilities & Skills Needed
- Hiring roadmap delivery and success: Own the global hiring roadmap, turning our headcount plan into a sequenced, resourced plan that covers every part of the business, with success measured by candidate experience NPS, hiring velocity, time to offer, time to fill, actual headcount against plan, and 30- and 90-day retention.
- Executive search: own senior and exec searches end-to-end, either internally or partnering with preferred search firms.
- Sourcing and pipeline: proactively source and build talent pools so each hub has a healthy pipeline before roles open, adapting the approach to the role and candidate profile (e.g. headhunting execs vs. running high-volume GTM hiring).
- Process building: Design and own our end-to-end hiring process, from intake and sourcing through to offer and handover, including scorecards, interview standards and hiring manager enablement. Success is a consistent, fair and fast process that works the same way in every region.
- Operations: Run hiring day-to-day, including our ATS, its integration with HiBob and the handover to onboarding with the People & Culture Manager. Success is a pipeline that is visible, predictable and does not depend on any one person.
- Stakeholder management: Build and own stakeholder relationships on hiring. Hold hiring managers to their part of the process, such as timely feedback and decisions.
- Team and advisory: Lead and develop our Talent Acquisition Manager, grow the team and agency or partner mix as volume requires. Advise executives and hiring managers on market and hiring decisions. Success is a team that scales ahead of demand.
About you
- Experience leading talent acquisition in a scaling tech or SaaS business, including owning a hiring plan agreed with senior leaders
- A track record of building a hiring process from a foundation and then running it, rather than only operating one that already existed
- Experience hiring across GTM, Product/Engineering and executive roles at the same time, across multiple time zones, and the ability to adapt style to the role and candidate
- Fluency in recruiting data. You use funnel, speed and quality measures to decide what to change, and you can show what moved as a result
- Working knowledge of hiring practice and employment legislation in the UK and the US, and the judgement to manage compliant hiring in Australia, South Africa and new markets with local advice where needed
- Confidence challenging senior stakeholders with data, and the ability to hold the line when a request sits outside the roadmap without damaging the relationship.
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