💎 Hiring: Head of Sales, web3 payments infrastructure, £100m+ raised We’re helping Ramp hire! A unique beast of a role and one of our most exciting - it’s not often that successful dealmaking can potentially change the face of society. Ramp continues to grow fast (even in market downturns) and to ship against an insanely ambitious roadmap. You could be jet fuel on the fire if you’re comfortable dreaming big, motivated by a winner-takes-most challenge and want to have one of the most critical roles on a growth journey. Full job description and some highlights below. ⏭️ DM to ask anything! — ⚡️ 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 - Global web3 payments infrastructure in (genuine) hypergrowth - Raised >£100m during market (crypto & funding) downturn - ~200 people based across London and Poland ✨ 𝗖𝗵𝗶𝗲𝗳 𝗖𝗼𝗺𝗺𝗲𝗿𝗰𝗶𝗮𝗹 𝗢𝗳𝗳𝗶𝗰𝗲𝗿 (𝘆𝗼𝘂𝗿 𝗹𝗶𝗻𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗿) - Effective: has led significant quarter-on-quarter growth, including winning large partnerships - High expectation: sets a high bar equally high IQ, EQ and throughput - Empowering: an empathic, supportive leader who champions his team - Complementary expertise: 20+ years fintech partnerships, strategy & sales experience 💚 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 - Value intellectual & analytical rigour highly, but still warm and welcoming - Real diversity at all levels, individuality is celebrated (more on that here**) - Ramp is high performance above everything else - they’re building very quickly 📌 𝗕𝗿𝗶𝗲𝗳 - Build and inspire a high performance, international Sales team - Hitting sales targets across deal sizes (from £100k+ to £100m+ of volume) - Coordinating deal closure across C-level, product, engineering, legal & compliance - Driving sales effectiveness & efficiency through tools, systems and processes - Report into CCO, working closely with the CEO and (very high calibre) Leadership 🧱 𝗛𝗮𝗿𝗱 𝘀𝗸𝗶𝗹𝗹𝘀 𝘆𝗼𝘂’𝗹𝗹 𝗽𝗿𝗼𝗯𝗮𝗯𝗹𝘆 𝗵𝗮𝘃𝗲 - Have deep B2B/SaaS sales experience, probably with a technical product - A track record of exceeding sales targets as an individual and leader - Can build a compelling sales plan from qual, quant & intuition - Show a strong grasp of using sales processes, tools and data in scaling teams - Have exceptional web3 understanding, which you communicate with confidence 🤖 𝗦𝗼𝗳𝘁 𝗯𝗶𝘁𝘀 𝘆𝗼𝘂’𝗹𝗹 𝗽𝗿𝗼𝗯𝗮𝗯𝗹𝘆 𝘀𝗵𝗼𝘄 - Has incisive, plain english communication; - Champions their function, but puts company first; - Builds trust and psychological safety; - Brings little ego; - Has extraordinary stamina; - Is dependable; and - Is pragmatic 💰 𝗦𝗮𝗹𝗮𝗿𝘆: ~£115k base, £185k OTE (uncapped), with meaningful equity 🤝 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: Private Healthcare, Pension, Laptop 💼 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: ~3 days per week, in office ✈️ 𝗛𝗼𝗹𝗶𝗱𝗮𝘆: Unlimited paid holidays 📍 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Old Street, London 🔗 Full job description: https://lnkd.in/egp94_8G
About us
💎 A new model, led by operators jems is the agency for startup Founders hiring leadership roles in UK & Europe. We only hire leadership roles where we have an operational track record. Unlike traditional recruiters, we’re able to intimately understand (and challenge) your strategy and gaps in your team. Then we find & test exceptional people in our areas of expertise, just like we’re one of your hiring managers. 💎 We are fast, inclusive and affordable by design FAST: TARGET KICK OFF TO OFFER IN <1 MONTH Practice makes perfect, and we’ve hired & done these roles before INCLUSIVE: REDUCE BIAS, PROTECTING SPEED & QUALITY Inclusive principles & intentional behaviour supported by technology AFFORDABLE: A £15K FIXED FEE FOR ANY ROLE By design: Using fractional specialists, technology and remote assistants By choice: We are grateful to entrepreneurs & choose not to extort them 💎 We do a lot of heavy lifting 1. write the role requirements 2. design the technical task 3. source candidates 4. do two rounds of screening 5. join the task round as a domain expert 6. do all candidate communications 7. give helpful feedback to everyone after round 1 8. make the offer (unless you’d prefer to) 9. coordinate your new hire’s onboarding 💎 Intrigued? Excited? Pleased? Something else? Message on [email protected] 👋
- Industry
- Staffing and Recruiting
- Company size
- 2-10 employees
- Type
- Privately Held
Employees at jems
Updates
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💎 Hiring: Head of Biz Ops, Series B SaaS & Cloud Optimisation, £40m+ raised We’re delighted to hire for a Head of Business Operations at Vertice. Our Founder Sam is a former leader responsible for Biz Ops in multiple EU scaleups and will lead the search — we only hire roles we know intimately, meaning we’ve done them ourselves or directly managed someone else. Take a look at the highlights below and get in touch if it could be a fit. Could be relevant if you’re also considering a senior Chief of Staff role, as there are tons of similarities with this position. ⏭️ DM us - here to help. — ⚡️ Company - Global SaaS & Cloud optimisation company with $10s of millions ARR - Raised >$50m from two of Europe’s best VCs (83 North, Bessemer) - 150 people in 5 countries serving customers in 30+ countries ✨ VP Finance (your line manager) - Trustworthy: a thoughtful, direct, engaged and reliable partner - Empowering: strategic & will spar at that level, leaving you to execute - Plugged-in: understands the Co-Founders after 9+ years with them 💚 Culture - Move fast, challenge conventions & collaborate towards shared goals - Value transparency, understanding and diversity (in all forms) - Don’t settle - pushing to innovate for outsize business outcomes - Warm and inviting - creates a good foundation for working together 📌 Brief - Lead operational excellence across functions to support rapid scaling - Drive strategic and operational projects to impact company success - Roll out frameworks for overall team performance & growth - Partner with the Exec team to identify and deliver strategic initiatives - Be the go-to for senior hiring and talent attraction 🧱 Hard skills you’ll probably have - Proven experience in fast-scaling tech companies - Highly versatile and extremely comfortable executing - Leadership, including functional experts in or out of your domain - Meaningful contributions to senior hire recruitment - Data-driven decision-making with strong commercial acumen 🤖 Soft bits you’ll probably show - Has incisive, plain english communication - Champions their function, but puts company first - Balances challenge & compliance with customers & colleagues - Builds trust & safety by caring about the small people details - Brings little ego - Is dependable Is pragmatic 💰 Salary: Competitive with meaningful equity 🤝 Benefits: Private Healthcare, Pension, Life Insurance, Laptop, some others ✈️ Holiday: 25 days paid holiday 📍 Location: Fitzrovia, London 💼 Location: 4-5 days per week, in office 🔗 Full job description: https://lnkd.in/eibyFWk2
Director, Business Operations
job-boards.eu.greenhouse.io
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🆘 input welcomed
🧐 Part two of AI notetaking for interviews that absolutely no one asked for jems uses two AI* prompts after first round interviews. The first is to extract facts — the “hygiene” prompt collates key info like current compensation, desire to work in the office (a dealbreaker for some), current notice period, and right to work in the UK. The second prompt is more complex. We use it to ask Metaview to synthesise people's capabilities vs the job spec. With a little guidance, AI scores candidates against criteria and lays out supporting evidence. HOWEVER… We’re struggling with one thing. There *must* be a fix. In short, if someone is pants, it doesn’t say they’re pants. AI isn’t wildly discerning on good vs great vs exceptional. It doesn’t read into tone or quality of evidence, rather its presence (Y/N) & # of instances. Despite a clear scoring system and key (e.g., 1: little evidence vs 4: multitude of evidence, best in class) the AI rarely chooses a low score for candidates. A human will always check the AI output, but that human touch is more heavy handed than we’d like atm, so we want to learn from others! ❓Have you improved this? Curious. Any thoughts Samantha, Annie, Jason, Nat? 👇 Please share ideas in the comments 🙏🏼
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💎 Hiring: Head of People, Series B SaaS & Cloud Optimisation, £40m+ raised At jems, we only hire roles we know intimately, meaning we’ve done them ourselves or directly managed someone else — we are delighted to hire for our first Head of People. Treated carefully, it can be one of your highest leverage hires — a potential game changer for everyone’s experience, particularly in a fast-growing scale-up. And that’s exactly how Vertice see it. 👇🏼 Highlights below - DM Sam to ask anything and apply! ⚡️ Company - Global SaaS & Cloud optimisation company with $10s of millions ARR - Raised >$50m from two of Europe’s best VCs (83 North, Bessemer) - 150 people in 5 countries serving customers in 30+ countries ✨ VP Finance (your line manager) - Trustworthy: a thoughtful, direct, engaged and reliable partner - Empowering: strategic & will spar at that level, leaving you to execute - Plugged-in: understands the Co-Founders after 9+ years with them 💚 Culture - Move fast, challenge conventions & collaborate towards shared goals - Value transparency, understanding and diversity (in all forms) - Don’t settle - pushing to innovate for outsize business outcomes - Warm and inviting - creates a good foundation for working together 📌 Brief - Inspire, empower and develop a high performance People team - Own the overall strategy and lead delivery of the People function - Enable the whole team through practical frameworks & tools - Partner closely with managers to elevate People standards - Be the team’s voice when Leadership draft key internal comms 🧱 Hard skills you’ll probably have - A spike in People Ops & Engagement in scaling, international companies - Show solid grasp of Talent and HR to lead a skilled and committed team - Be an approachable, hands-on partner to managers - Use data and structured thinking to win minds, as well as hearts - Able to craft compelling narratives to champion People & change 🤖 Soft bits you’ll probably show - Has incisive, plain english communication - Champions their function, but puts company first - Balances challenge & compliance with customers & colleagues - Builds trust & safety by caring about the small people details - Brings little ego - Is dependable - Is pragmatic 💰 Salary: Competitive with meaningful equity 🤝 Benefits: Private Healthcare, Pension, Life Insurance, Laptop, some others ✈️ Holiday: 25 days paid holiday 📍 Location: Fitzrovia, London 💼 Location: 3+ days per week, in office 🔗 Full job description: https://lnkd.in/ee5Du9jR
Head of People
job-boards.eu.greenhouse.io
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So satisfying to see Luke thrive at Hectare - extended as Chief Revenue Officer after an initial 6 month contract as Jamie’s Chief of Staff ✨
Congrats Luke for extending as Chief Revenue Officer Hectare. This was jems’ first hire, so this is extra special *wipes tear* 🥲 ⏪ 𝐑𝐞𝐜𝐚𝐩 Hectare asked jems to hire a Chief of Staff. In 4 weeks, jems had diagnosed, sourced and hired Luke. We understood that they needed a true right hand to complement an ambitious but first-time Founder while they hired their COO. This was a senior hire. Harder to source, but critical for Hectare’s position. It’s times like this I feel reassured of our USP: 𝘦𝘹-𝘊𝘟𝘖𝘴 𝘩𝘪𝘳𝘪𝘯𝘨 𝘳𝘰𝘭𝘦𝘴 𝘵𝘩𝘦𝘺 𝘬𝘯𝘰𝘸 𝘪𝘯𝘵𝘪𝘮𝘢𝘵𝘦𝘭𝘺 (𝘥𝘰𝘯𝘦 𝘵𝘩𝘦𝘮 𝘰𝘳 𝘮𝘢𝘯𝘢𝘨𝘦𝘥 𝘵𝘩𝘦𝘮) As a 4x Chief of Staff, I helped Hectare avoid common pitfalls and find the perfect match. Luke - a seasoned Exec as CCO of GoHenry, with prior leadership roles at LinkedIn, multiple VC- and PE-backed startups and an early career in strategy consulting at LEK. Crucially, Luke had all the foundations of a brilliant Chief of Staff: 👉 incisive, plain english communication 👉 builds trust & safety 👉 very low ego 👉 balances tension & compliance with CEO 👉 has extraordinary stamina 👉 is dependable and pragmatic 6 months in, Luke has established himself as a key member of the leadership team. It’s a testament to Luke that Hectare have extended him (and his scope) as Chief Revenue Officer to see them through the next 12 critical months. Interestingly, Hectare had a chat with a well-known startup recruiter who had recommended a completely different profile - young, hungry, fresh out of consulting. They’d placed this role elsewhere so stuck with what they knew - round peg, square hole. Luke pictured here with the Hectare team at #Cereals24. 🙏🏼 𝐇𝐞𝐥𝐩𝐢𝐧𝐠 𝐲𝐨𝐮 𝐡𝐢𝐫𝐞 Got a role that’s moving slower than you’d like? Or a hire you’re thinking about making? Or just want a (free) sounding board? I’d love to talk. No hard sells 🙋🏼♂️ #hiring #chiefofstaff #cro
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💥 The perfect leadership job description doesn’t exi– We’ve all seen leadership hiring processes that last months. The humble job description is the first (and most powerful) tool for finding mutual fit out of 100s of potential candidates. Yet too often, hiring managers aren’t using it effectively. Sometimes, they’re just shipping a job description to get a role live ASAP. Worse though, is when they’re scared that telling the truth about the role will put people off. At jems, we believe in applying thoughtful filters and displaying them proudly in the job description. 🤝 Less strong on people development? Find an autonomous leader. 🤝 Very blue and logical? Test for data literacy and structured comms. 🤝 Empowering and warm? Uncover someone with shared values. We aim to be really explicit in the job descriptions so people can self-select, so you have fewer, better conversations later. If you want to get the very best fit, tell your story honestly: ✅ Say what you’re like as a manager ✅ Share compensation transparently ✅ Be open about the biggest challenges ✅ Speak in your company’s tone of voice ✅ Steer clear from generic role responsibilities ✅ Tell the story in prose - bullets aren’t always best ✅ Say who this role wouldn’t be suited to ✅ Outline the interview process so people know what’s to come As a candidate, I want to make the right choice and spend my time where it counts. So companies who nail these details help me. Need a template? We’ve got you covered 👇 🔗 https://lnkd.in/euNbtpUC - here’s a blank template to give you the blueprint for writing an honest, compelling job ad. 🔗 https://lnkd.in/eitre_st - here’s a job description we used to land Ramp the perfect Head of Sales.
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💎 Hiring: Procurement Director - Enterprise, Series B SaaS & Cloud spend optimisation We’re helping Vertice hire! Extremely excited to partner Matt, Mark and Claire as Vertice continues its meteoric rise ☄️ This is a fascinating role. You’ll be empowered to lead the Enterprise Procurement function end-to-end. From the boardroom of Vertice’s biggest clients to the coalface negotiating contracts with your growing team. For the right person the breadth of this role will be extremely fulfilling. You’ll be in for a wild ride. Vertice have a loved, differentiated product; 7x growth in ARR year-on-year (with big ambitions this year); $40m cash reserves in the bank with backing from leading VCs (83NORTH, Bessemer Venture Partners); and a seasoned leadership team fronted by serial entrepreneurs and Co-CEOs Eldar and Roy. ⏭️ Highlights below - DM us to ask anything and apply! ⚡️ 𝐂𝐨𝐦𝐩𝐚𝐧𝐲 - Global SaaS & Cloud spend optimisation with $10s of millions ARR - Raised >$50m from two of Europe’s best VCs (83 North, Bessemer) - 150 people in 5 countries serving customers in 30+ countries ✨ 𝐕𝐏 𝐂𝐮𝐬𝐭𝐨𝐦𝐞𝐫 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 (𝐲𝐨𝐮𝐫 𝐥𝐢𝐧𝐞 𝐦𝐚𝐧𝐚𝐠𝐞𝐫) - Complementary: a Sales & CSM guru excited to partner a procurement whizz - Empowering: strategic leader & sparring partner - wants you to thrive - Expert: seasoned with over 20 years Enterprise leadership experience 💚 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 - Move fast, challenge conventions & collaborate towards shared goals - Value transparency, understanding and diversity (in all forms) - Don’t settle - pushing to innovate for outsize business outcomes - Warm and inviting - creates a good foundation for working together 📌 𝐁𝐫𝐢𝐞𝐟 - Inspire and develop a high performance Enterprise purchasing team - Develop a global Enterprise purchasing vision and strategy - Build a foundation of trust and robust action plans with customers - Personally drive purchasing for a select group of high-value accounts - Manage SaaS partner relationships, particularly for large spend areas 🧱 𝐇𝐚𝐫𝐝 𝐬𝐤𝐢𝐥𝐥𝐬 𝐲𝐨𝐮'𝐥𝐥 𝐩𝐫𝐨𝐛𝐚𝐛𝐥𝐲 𝐡𝐚𝐯𝐞 - An exceptional track record & credibility in Procurement - Understanding of SaaS and the ecosystem, ideally negotiating contracts - A deep passion for extraordinary customer service - down to small details - Demonstrable project management experience with senior stakeholders - A genuine desire to coach and develop 5 direct reports 💰 𝗦𝗮𝗹𝗮𝗿𝘆: Competitive with bonus & meaningful equity 🤝 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: Private Healthcare, Pension, Life Insurance, Laptop, others ✈️ 𝗛𝗼𝗹𝗶𝗱𝗮𝘆: 25 days paid holiday 📍 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: Fitzrovia, London 💼 𝗟𝗼𝗰𝗮𝘁𝗶𝗼𝗻: 3+ days per week in the office 🔗 Full job description: https://lnkd.in/eNFcTrTT
Procurement Director, Enterprise
boards.eu.greenhouse.io
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Three reasons why operators hiring operators just makes sense 1️⃣Operators can test greatness in a way a traditional recruiter never could. 👉Testing if a candidate can actually do the work before passing them to a hiring manager can free up 20+ hours of time. A seasoned operator has the toolkit to assess technical skills and whether a candidate is likely to thrive within the team. 2️⃣Operators challenge hiring managers to explore all options. 👉Hiring managers often don’t have a sounding board and/or a precedent to draw from. Operators ask the right questions to identify what a hiring manager really needs and share their own successes (and failures) to ultimately build truly impactful orgs. 3️⃣Operators give candidates a richer take on the opportunity. 👉Operators think like a candidate, so they can design thorough FAQs before even going to market. And with a unique perspective on what it means to do a role week in, week out, they can riff with candidates on the opportunities or potential pitfalls of a role to find the perfect fit. 👇s/o Natasha case in point - this VP Commercial knows a good deal 😍
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⚡️ Five minutes with Ziad, Chief Product Officer at Ramp Along with being wonderful human being and Dad, Ziad also happens to be the hiring manager for three roles jems are finding: 1️⃣ Lead Product Manager (Consumer) 2️⃣ Lead Product Manager (Payments) 3️⃣ Senior Product Manager (Payments) 📽️ Ziad sits down with Sam to share a bit about himself, at home and at work. Not quite our usual 100 seconds, but we love the longer format - plus, it wouldn’t be product leadership without a thoughtful, considered response 😉 Both Ramp and jems believe modern leadership hiring makes space for deeper, more meaningful connections. Our hope is that even before submitting an application candidates now have a better way to self-select 𝑜𝑛 𝑣𝑖𝑏𝑒. Thanks Ziad and Ramp for believing in a better way! 💎
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⚡️ 100 seconds with Jose, CCO at Ramp Jose is Chief Commercial Officer and hiring manager for two roles jems are finding - Head of Sales and Head of Marketing. 📽️ Jose sits down with Sam to share a bit about himself, at home and at work, all in under 100 seconds (ish). Both Ramp and jems believe modern leadership hiring makes space for deeper, more meaningful connections. Our hope is that even before submitting an application candidates now have a better way to self-select 𝑜𝑛 𝑣𝑖𝑏𝑒. Thanks Jose for believing in a better way! 💎