About Odin
Odin is building the investment infrastructure for the future of private markets.
We believe capital is one of the most powerful tools for shaping the world - and more people should know how to put it to work. Our mission is to make it radically easier to raise and deploy capital, so that anyone, anywhere, can back the companies and ideas they believe in.
Our first product is a full-stack platform for launching and running private investment firms - think Shopify for VC and PE. We handle all the infrastructure: from legal structuring and investor onboarding to KYC/AML, payments, tax, reporting, and exits.
We’re already trusted by over 10,000 angels, VCs, and founders. We administer over $500m in assets, covering investments from pre-seed to series E. This includes household names like ElevenLabs, OpenAI, SpaceX, xAI, Anduril, etc. but also new companies creating everything from synthetic brains to small nuclear reactors.
Mission
As we prepare to scale and launch in the US, you will bring immediate senior hiring capacity into Odin to close the priority leadership and high-impact roles for Q3 and Q4.
Responsibilities
Reporting to Imani, our Head of People & Talent;
Drive the end-to-end hiring process for priority leadership and L3+ (Senior) roles, ensuring momentum, clarity, and consistent progress from kick-off to offer
Take full ownership of pipelines, market mapping, outbound sourcing, and candidate management for critical roles across Product, Engineering, Sales, Design, Ops, and Finance
Maintain structured scorecards, ensure interview feedback is timely and high quality, and support wash-ups and calibration discussions
Conduct thoughtful qualification calls, assessing both skills and values alignment
Set a high trust, human candidate experience from first touchpoint through to decision
Partner with hiring team in role kick-offs to turn vague or early-stage ideas into clear, aligned role definitions with crisp expectations, level, and impact areas
Ensure all processes begin with a grounded understanding of what “great” looks like
By the end of the 6 month FTC you will have partnered with the team to deliver 4–5 leadership or senior high-impact hires. We may extend the contract depending on priorities.
About You
You’re a thoughtful, experienced talent partner who cares deeply about people, process and outcomes, with strong internal filters and high standards
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
This role is probably not a fit if you..
Struggle 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 work - This role requires proactive pipeline building.
Play 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.
Salary
The salary band for this 6 month FTC is £75,000 to £100,000 pro rata. The range is intentionally broad to reflect different levels of seniority and experience.
Location
This role can be remote, although we work regularly from our London office and would love someone who is open to spending some initial time with us in person for onboarding. For candidates who can do a hybrid setup, we’re in the office three days a week.
Working at Odin
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 support your life outside of work so you can bring your best to the table.
Our benefits include:
Work from anywhere for up to 6 weeks a year
Private health insurance, paid sick leave (including support for pregnancy loss and fertility treatments), and free access to Spill for mental health support
4% pension employer contribution, with salary sacrifice options and NI savings reinvested into your pension
25 days of annual leave (pro-rata), 2 wellness days, and flexible bank holidays
An extra day off to celebrate your birthday
Compensation: £75K – £100K
- • £75K – £100K
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