People Lead

About The Search:

We are a boutique search firm, partnering with growing tech companies, helping them scale by connecting them with exceptional People and Talent leaders. We've built a network of super talented CPO’s, COO’s and Chiefs of Staff within VC backed businesses from Series A to IPO, as well as within PE-backed companies. Our process is extremely selective, and we only work with the best. We assess talent based on impact.

We are currently retained on an exciting role within a Series B Cybersecurity Scale up, looking for an impactful & forward thinking number 2 to their People Director as they grow outside of the UK. This role would suit a current Head of People who is keen to do the Series A

Title: People Lead

Salary: £90,000-£110,000 base (DOE) + Equity

Location: London, hybrid (2dpw in office, Old Street – lots of flex)

Employment type: Permanent

Speak To: Karolina Stastna

Who are they?

• A high-growth, London HQd cybersecurity scale-up on a mission to secure the global supply chain through a unique social network model for risk management. Unlike many in the current market, they are in an exceptionally strong financial position with a 24-month runway, multi-year enterprise deals, and high ARR.
• Led by a founding team focused on product-led growth and sustainable metrics over superficial scaling, they are now preparing for a Series B funding, and US expansion . They run lean, prioritise high talent density, and maintain a high-performance culture where every individual has a direct impact on the mission.
• Currently 70 people, looking to scale sustainably to approx 200 over the next 2 years, including an expansion into the US (and potentially Europe as well).
• They have won numerous awards for their fast growth and innovation.

The Role:

This is a pivotal point to join a stable yet ambitious Series A

This is a true architect role for a Senior Generalist & strong People Partner who enjoys the fluidity of a scaling business and wants to put their own stamp on a global people strategy.

• Strategic Projects: Lead the transition to a fully distributed/remote model, overhauling working policies and benefits. You will also co-own the 2026 DEI Roadmap, ensuring an equity lens is applied to every people initiative from the ground up.
• Performance & AI: Move the needle from manual, annual reviews to an AI-driven, continuous performance culture. You will manage tight feedback loops and coach managers to ensure high expectations are met with transparency and speed.
• Capability & L&D: Mature the existing progression frameworks and move L&D from reactive/ad-hoc sessions to a structured, self-serve programme. You will coach leaders to handle conduct and performance via world-class documentation.
• C-Suite Exposure: Co-own leadership audits and the transition of commercial leads into VP-level roles, partnering closely with the Head of People and fractional CCO.
• People Ops: Ensure the “BAU” engine runs perfectly. Until the team grows further, you will own the full lifecycle from pre-boarding to off-boarding with a focus on automation.

What Are We Looking For?

Key experience:

• The Scale Journey: Essential experience navigating the VC backed Series A to B transition in a business of similar size/revenue (100-200 people, $20-50mil ARR). You have seen what good looks like in a mature environment and can adapt that rigour to a leaner setting.
• Strong Partner: A proven People Partner and Generalist who has operated at a Senior or Lead level.
• High EQ & Critical Thinking: This is the number one requirement. You are curious, open-minded, and able to navigate complex leadership dynamics with ease.
• L&D & Performance Innovation: Bonus points for experience implementing first-time L&D programmes or running AI-driven performance frameworks.

Approach:

• Low Ego & Hands-on: You are happy to be the strategist one hour and own the People Ops “BAU” the next. You value impact over empire-building.
• Resilient & Direct: You thrive in high-pressure environments. You deal with issues quickly through tight feedback loops and believe in a high-performance culture.
• International Mindset: While US experience is a nice to have, you must have the mindset required for a global Series B expansion.
• Analytical & Tech-Forward: You look for ways to automate the manual and use data/AI to make the people function more efficient.
• The “Un-HR” Profile: They do not want traditional, rigid HR, nor do they want someone so disruptive they ignore the basics. You should bring ideas from other regions or different startup models and be excited and bold about trying something new and outside the box, rather than re-inventing the wheel!

Why this role?

• Financial Stability: Unlike many startups, they have 1.5-2 years of runway, multi-year deals, and high ARR.
• Sustainable Growth: Focus on product-led growth and sensible metrics over superficial scaling.
• Impact: The person won’t just be an executor; they will heavily influence the People strategy for a globally expanding Series B.
• Innovation: Opportunity to put your stamp on a growing business, and lead on some truly exciting projects. You will have lots of autonomy and free reign to work innovatively.
• Future growth: As the business grows, there is an opportunity to take on a leadership role with future People Ops/Partner hires reporting to you (likely within 24 months).

This may not be for you if you don't like:

Lean Environment: They run the business lean, which means high pressure and high performance expectations for every individual.

Uncertainty: Lines between this role and Meg’s will be fluid initially as they figure out the best division of responsibilities.

Changes: The business is evolving, and so is the people function. This is not a BAU role, and will require constant iterations, improvements and innovation.