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Odin helps people to raise and deploy capital seamlessly

We envision a world where people can vote with their money on what the future looks like, and participate in creating it.

Our first product makes it radically easier for anyone, anywhere, to launch & run an investment firm - think "Shopify for asset managers".

We handle all the “plumbing” and paperwork through one seamless platform - everything from setting up the legal structure for an investment vehicle through to processing exits.

We’re already trusted by over 10,000 VCs, angels and founders, and we're one of the fastest-growing fintechs in the UK, tripling income YoY. We've raised $3m in seed funding from top angels, family offices and VCs to support our own growth, and we are just getting started.

The Role

We’re looking for a Senior Talent Partner to help shape and scale the way we hire at Odin. This role is ideal for someone who thrives in fast-moving, ambiguous environments – someone who combines sharp hiring judgement with operational rigour and a strong sense of care.

You’ll join at a formative moment. Odin is transitioning from startup to scale-up, and 2025 will bring some of the most critical hires in our company’s history. We’re also building the Talent function from the ground up, and this role is about more than just filling roles – it’s about building the processes, systems, and behaviours that help us hire faster and better while protecting the quality bar and culture we care about.

If you're excited by the idea of designing hiring processes, coaching managers, and helping great people find impactful work – all while operating with autonomy, context, and care – we’d love to hear from you.

Responsibilities:

• Run end-to-end hiring processes, particularly at senior and business-critical levels
• Partner closely with hiring managers to deeply understand each role and team context
• Lead kick-offs, driving clarity and extracting the right level of thinking upfront
• Support managers in designing and running structured interview processes, incorporating challenges, scorecards and rubrics
• Own candidate communication with empathy, warmth, clarity and precision
• Track, report and analyse hiring metrics to inform improvements
• Drive operational improvements across Ashby, our ATS, documentation and interview quality
• Represent Odin externally with a strong understanding of our values and culture
• Spot quality signals fast and provide clear, well-reasoned recommendations with limited oversight
• Bring a systems mindset to the way we scale: spotting gaps, joining dots, and thinking beyond what’s written
• Explore how we can use AI tools to improve how we hire. You’ll test ideas across sourcing, outreach, screening, and candidate experience - bringing recommendations and helping us stay ahead of the curve
• Contribute to employer brand and EVP by helping communicate what makes Odin special. You’ll craft outreach and content that resonates with the right people
• Challenge and improve how we hire. You’ll bring expertise to every kickoff and help iterate on our hiring processes to improve quality, speed, and consistency

About You

• You’re a thoughtful, experienced talent partner who cares deeply about people, process and outcomes – with strong internal filters and high standards across the board
• You’ve led multiple hiring processes at once, ideally in a fast-paced, early-stage environment where ambiguity, urgency and competing priorities are the norm
• You have experience in talent operations and attention to detail – spotting blockers early, keeping things moving, and improving systems as you go
• You’re a clear, intentional communicator across async, written and verbal channels – able to bring others with you and influence at a senior level
• You lead confidently in ambiguity, surfacing risks, asking the right questions, and helping hiring managers move forward with aligned, quality decisions
• You adjust your style depending on the stakeholder – balancing care with challenge, and using strategic empathy to support better thinking across the hiring team
• You’ve got excellent hiring judgement across different functions – able to assess skills, behaviours and values alignment, not just experience on paper
• You’re a strong sourcer who knows how to write compelling outreach and build genuine relationships with passive candidates
• You hold high standards for candidate experience and treat people with care, even when things are moving quickly
• You’re curious and improvement-minded – always looking for ways to make the process better, and not afraid to challenge existing norms
• You’re calm and clear under pressure, with strong follow-through and a focus on reducing complexity
• You take ownership for both outcomes and experience – leading processes that others can rely on, and helping us build a better hiring culture along the way
• Experience as a first or early Talent hire, where you had to build structure from scratch
• Experience using hiring funnel data to influence decisions, prioritise roles, or coach hiring managers
• Exposure to employer branding or talent marketing

This role is probably not for you if...

• Relies heavily on structure or playbooks - This role requires someone who thrives in ambiguity, not someone who needs clear templates or step-by-step guidance to make progress.
• Avoids or delays decision-making in grey areas – We need someone who can assess incomplete context and make confident, high-quality calls without escalating unnecessarily.
• Struggles to challenge or influence senior stakeholders – A strong candidate should be able to push back constructively, challenge thinking when needed, and drive clarity – even in rooms with senior leaders.
• Don’t enjoy outbound – This role includes proactive pipeline building. Someone who relies solely on inbound or is hesitant to source won’t thrive here.
• Plays back opinions rather than surfacing original thinking – We need someone who brings their own views to the table, not just someone who agrees or repeats what’s already been said.
• Over-focuses on the what rather than the how – Someone who takes things at face value, struggles to read between the lines, or doesn’t think critically about context won’t thrive. This role requires someone who can interrogate the brief, challenge assumptions, and make sense of what’s not said as much as what is.

Bottom line

This isn’t about whether you’ve done 360 hiring before - it’s about how you approach it.

We’re not looking for someone to simply execute. We’re hiring a strategic partner who thinks deeply about the role hiring plays in a business, asks the right questions, and isn’t afraid to challenge when needed. You’ll be the first person every candidate meets and a key influence on how managers shape their thinking. You’re not just moving people through a process - you’re holding the bar, shaping the experience, and carrying our values at every step.

Your Location

We’re a remote-first team, but for this role, we’re specifically looking for someone based in the UK. Whilst there’s no requirement to come into an office, we do have one you can use, where some of the team work regularly.

The People & Talent team gets together once a month, and we’d love for you to be part of those sessions to collaborate & connect.

The Hiring Process

• Initial Call: Meet with Imani, our Head of People & Talent, to discuss the role, your experience, and ensure alignment (20 mins)
• Deep Dive Interview: Another conversation with Imani, to unpack your experience and goals (1 hour)
• Workshops: Now that you're in the running, it's time to spend some time assessing how well you could do the role (2 hours)
• Final Interviews: Meet with Mary, one of our Founders, and Claire, our VP of Engineering for an in-depth discussion about our values & vision (1 hour)

The salary band for this role is £57,000 - £71,000 + equity options. During the hiring process, we’ll assess your experience and capabilities using our internal levelling framework to determine your starting salary.

We encourage a balanced way of working. We’re a fast-growing startup building something very ambitious, and we expect you to work hard, and relish this challenge. However, we also offer flexibility, and we support your life outside of work so you can bring your best to the table.

Our benefits include:

• Remote-First: Work from anywhere in the UK, with the flexibility to use our London office or co-working spaces when it suits you
• Health & Wellbeing: Private health insurance (Vitality), paid sick leave, and free access to Spill for mental health support
• Parental Leave: Enhanced maternity, adoption, paternity, and partner leave, plus support for pregnancy loss and fertility treatments
• Flexible Working: Work remotely with flexible hours between 7 AM and 10 PM
• Home Office Support: £900 budget for setup
• Social Budgets: Monthly budget to meet teammates in person or remotely
• **Work From Anywhere:**The freedom to work from anywhere in the world
• Summer Offsite: Annual team retreat to connect and collaborate
• Equity: Share in Odin’s success with stock options for all permanent employees.
• Cycle to Work: Save on a bike and accessories through the Cycle to Work scheme
• Pension: 4% employer contribution, with salary sacrifice options and NI savings reinvested into your pension
• Wellness Spend: £1,000 annual budget for books, health devices, therapy, or fitness
• Time Off: 25 days of annual leave, 2 wellness days, and flexible bank holidays (33 days total)

We’re committed to removing invisible barriers. If there are any adjustments we can make to better support you, please let us know when you apply.

Seniority level

• Seniority level

  Mid-Senior level

Employment type

• Employment type

  Full-time

Job function

• Job function

  Human Resources

• Industries

  Venture Capital and Private Equity Principals and Financial Services

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