Recruitment Lead

Join Duffel as a Recruitment Lead, where you will manage our in-house recruiting team and partner with leaders on recruitment strategy. You will maintain a structured interview infrastructure, use data to track hiring KPIs, and personally run searches for technical, senior, or niche roles. Enjoy flexible working, a paid sabbatical, generous holiday allowance, and a range of other benefits.

Manage and develop the in-house recruiting team, setting workload priorities and supporting their professional growth.

Experience leading, coaching and developing experienced recruiters, including planning team capacity against a hiring plan and rebalancing workload, rather than managing day to day

Strong data literacy in Ashby: you can read a hiring funnel and pinpoint where it's breaking using Time to Hire, Time to Fill, stage conversion, offer acceptance and source-of-hire data

Confident in forecasting capacity and demand: you can turn a hiring plan into recruiter headcount, lead times and the date each opening needs to go live, and flag early when a plan can't be delivered

Adept at building and improving recruitment processes and infrastructure, with a strong grasp of structured interviewing, scorecards and assessment design, and a focus on great candidate and interviewer experiences

Responsibilities

• Partner closely with leaders on recruitment strategy and delivery, particularly focusing on scaling technical hiring.
• Maintain and improve a structured interview infrastructure, ensuring a consistent and high-signal hiring process.
• A champion of clean data and documentation: from interview guides to Ashby set-up (Jobs and Openings, sources, archive reasons). You keep Ashby accurate enough that leaders trust the numbers
• A strategic, commercially minded approach: you can turn data into a prioritised plan with clear baselines, targets and expected ROI (e.g. agency spend versus in-house capacity)
• Meaningful experience hiring mid to senior software engineers across the stack, with a clear view of where engineering hiring breaks down: assessment design, competing offers, counter-offers and sourcing by specialism

Requirements

• A quality-over-quantity mindset, with experience defining and tracking Quality of Hire and using it to steer where you source candidates and how the team hires
• Extensive recruiting experience at a tech first company, including owning hiring metrics and reporting to senior leaders, not just running requisitions
• Excellent stakeholder management: comfortable pushing back on hiring managers and execs with evidence when the plan or process needs it, in a fast-moving, collaborative environment