Talent Partner

Our mission
To become the car-changing destination of choice. By combining technology, media and deep automotive expertise, we've turned how people buy, sell, advertise and lease cars on its head.

What started as a simple reviews site is now one of the largest online car-changing destinations in Europe. Last year alone we grew over 50% with nearly £3bn worth of cars bought through our platform, while £1.8bn of cars were listed for sale through our Sell My Car service.

In 2024 we went big and acquired Autovia - creators of AutoExpress and Evo magazines - doubling our audience overnight. Together we now have one of the biggest
YouTube
channels in the world with almost 10m subscribers and over 1.1 billion annual views, while we sell 1.2 million print copies of our magazines and have an annual web content reach over 350 million.

And we're a long way from done

Talent @ Carwow
The Carwow Talent team is small but mighty, having facilitated 350+ hires so far in 2024 and 2025 as a team of just five. Hot on the back of our
$52m Series E
fundraise, we're now preparing for our next period of growth.

We've been optimising our ways of working and our tech stack to maximise productivity, leveraging AI and automation and using data to drive decision-making. We're already migrating to Ashby in December and launching Metaview in January so we'll be working with best-in-class tooling. Now we need to strengthen the team further by adding to it - which is where you come in

Your mission
As our Talent Partner you'll be responsible for our UK GTM teams, partnering with the Leadership Team to formulate and execute hiring strategies while promoting our brand in the industry.

We also have the burning ambition to deepen our community engagement and further establish ourselves as a technology employer of choice across Europe, so we'll be hosting and attending meetups, radically enhancing employer branding, and a lot more

You will own this area and the business partnerships within it, establishing high-trust partnerships and operating with a consultant mindset. You'll influence and support decisions using data and promote a culture of transparency between the Talent team and the wider business.

KEY RESPONSIBILITIES

• Stakeholder management - partner with Hiring Managers and build high-trust relationships
• Execute the GTM hiring strategy and only ever improve quality of hire - raise the bar
• ATS mastery - don't just keep a tidy house, unlock new ways to leverage one of the most powerful ATS's available today
• Hiring excellence - be the expert and level up those around you. Promote hiring discipline, enhance interview technique, onboard new hiring managers and be an ambassador for our tooling across your teams
• DEI - establish goals with your hiring teams and unlock new ways to consistently achieve them
• Candidate experience - don't settle for good enough, work with your hiring teams to make it best-in-class
• Always be improving - as a team we must be continuously improving things, so it is critical that new team members are too
• Reporting - establish cadence and build dashboards to inform your hiring teams, always staying on the front foot

KEY REQUIREMENTS

• 3+ years' experience in talent acquisition with a minimum of 2 years' internal, specifically recruiting for (ideally) GTM/Sales roles within high-growth tech companies
• Expert sourcing capability - all of our roles require sourcing and we need to build/enhance pipelines rapidly through intelligent, precise and creative outbound efforts
• Exceptional communicative ability - this is absolutely critical given the pace at which we move
• Be data-driven - evidence of how you use data to drive decisions is a must, and how you leverage your ATS to gather this
• Be accountable and reliable - we pride ourselves on always doing what we say we will
• A track record of improving processes/ways of working and leaving things in a better state than how you found them

Bonus points:

• Working knowledge of Ashby and/or Metaview

Why this might not be for you:
The Carwow Talent team pushes hard, moves fast and we are always challenging ourselves to improve. We deliver on our promises and we care deeply about Talent experience. We're a scaleup, so naturally we're constantly unblocking obstacles and managing moving goalposts, with high visibility from the rest of the business. This all works for us because we find it allows us to operate at our limit while continuously developing, but this can also be uncomfortable for some people and we'd rather flag this up front.

Interview Process:

• Introductory call with Talent Partner to get to know each other
• Interview with Lead Talent Partner
• Skills-based interview with Head of People and Culture & Inclusion Manager
• Values interview

What's In It For You?

• Competitive comp package (inc. bonus)
• 28 days' holiday increasing to 35 with length of service, plus extras for house moves, weddings and more
• Employee-friendly share options
• Pension scheme via Royal London - up to 5% company contribution
• Vitality private healthcare insurance
• Life Assurance - 4x annual salary
• Monthly coaching sessions with Spill - our mental wellbeing partner
• Inclusive parental, partner and shared parental leave including up to 20 weeks' full pay maternity and shared parental leave, and 8 weeks' full partner pay, as well as fertility treatment and pregnancy loss policies
• Bubble childcare support and discounted nanny fees for little ones
• 'Work from abroad for a month' annual scheme
• Generous learning and development budget
• £500/€550 home office budget

Diversity and inclusion is an integral part of our culture. We know that diverse teams are strong teams, so we welcome those with alternative identities, backgrounds, and experiences to apply for this position. We make recruiting decisions based on experience, skills and potential, so all our applicants are treated fairly and equally.