Job Opportunities API

TALENT & PEOPLE 🌍 About Outpost What if going global was as simple as going local? Outpost is building the AI global trade engine. The accumulated knowledge of every rule you'd need to sell internationally, turned into infrastructure. Tell us what you're selling. We'll tell you how to sell it everywhere. We operate as Merchant of Record or Tax of Record across 58+ tax jurisdictions. Full liability transfer, or just the tax layer. We do the analysis, we handle the setup, we absorb the liability. Sell anything, anywhere. Without compromise. 🧠 The Role This is a Talent & People role for someone who wants to build the team and culture of a category-defining company. You'll report directly to the CEO and own how Outpost hires. Initially that means recruiting: sourcing, closing, and building the pipeline of exceptional people who will define the company. Over time, you'll build the broader people function: onboarding, performance, compensation, employee experience, and culture. This might be the most important role at Outpost. We're a small team building something ambitious. Every hire matters. The wrong person slows everyone down. The right person changes what's possible. You'll be the person who makes sure we only hire right people. You're a recruiter who wants to do more. You've seen what great looks like at a fast-scaling company and you want to build that from scratch. You care about culture as much as headcount. You want to own the full people function, not just fill roles. 🧗 What You'll Get Yes, the work is intense. But in return, you'll shape who Outpost becomes. You'll work directly with the CEO, build the team from 15 people to whatever comes next, and define the culture and people practices that will scale with the company. If you want to build something that matters, this is the seat. 🧩 What You'll Do Recruiting (Day One) - Own the full recruiting process: sourcing, screening, closing - Build pipeline for critical roles across engineering, commercial, operations, and legal - Partner with hiring managers to define what great looks like for each role - Create a candidate experience that reflects who we are - Close exceptional candidates in a competitive market People & Culture (Over Time) - Build onboarding that gets new hires productive fast - Design performance frameworks that reward impact - Develop compensation structures that are fair and competitive - Create the rituals and practices that define Outpost culture - Own employee experience from offer to exit Infrastructure - Build the systems and processes that scale with the team - Manage tools, contracts, and people admin - Ensure compliance across jurisdictions as we grow - Create documentation and playbooks for everything people-related 💥 Example Projects - Hire the next 15 people and build the playbook for how we recruit - Source and close a Head of Sales in a competitive market - Design the onboarding programme that gets new hires contributing in week one - Build the performance review process from scratch - Create the compensation framework that lets us compete for top talent - Define the cultural rituals that keep the team connected as we scale - Build the employer brand that attracts people who belong here 🧱 What We're Looking For Ideal background: - In-house recruiting at a fast-scaling startup or scaleup (Revolut, Monzo, Wise, Checkout.com http://Checkout.com, or similar) - Hired across multiple functions: engineering, commercial, operations - Seen what good looks like at a company that scaled quickly - Bonus: exposure to broader people ops, not just recruiting Signals we care about: - You've closed hard-to-get candidates in competitive markets - You care about quality over speed. You'd rather wait than hire wrong - You think about culture as much as headcount - You want to build the people function, not just fill roles - You're comfortable with ambiguity. Sta