The posting
TALENT & PEOPLE
🌍 About Outpost
What if going global was as simple as going local?
Outpost is building the AI global trade engine. The accumulated knowledge of every rule you'd need to sell internationally, turned into infrastructure. Tell us what you're selling. We'll tell you how to sell it everywhere.
We operate as Merchant of Record or Tax of Record across 58+ tax jurisdictions. Full liability transfer, or just the tax layer. We do the analysis, we handle the setup, we absorb the liability.
Sell anything, anywhere. Without compromise.
🧠 The Role
This is a Talent & People role for someone who wants to build the team and culture of a category-defining company.
You'll report directly to the CEO and own how Outpost hires. Initially that means recruiting: sourcing, closing, and building the pipeline of exceptional people who will define the company. Over time, you'll build the broader people function: onboarding, performance, compensation, employee experience, and culture.
This might be the most important role at Outpost. We're a small team building something ambitious. Every hire matters. The wrong person slows everyone down. The right person changes what's possible. You'll be the person who makes sure we only hire right people.
You're a recruiter who wants to do more. You've seen what great looks like at a fast-scaling company and you want to build that from scratch. You care about culture as much as headcount. You want to own the full people function, not just fill roles.
🧗 What You'll Get
Yes, the work is intense. But in return, you'll shape who Outpost becomes.
You'll work directly with the CEO, build the team from 15 people to whatever comes next, and define the culture and people practices that will scale with the company. If you want to build something that matters, this is the seat.
🧩 What You'll Do
Recruiting (Day One)
- Own the full recruiting process: sourcing, screening, closing
- Build pipeline for critical roles across engineering, commercial, operations, and legal
- Partner with hiring managers to define what great looks like for each role
- Create a candidate experience that reflects who we are
- Close exceptional candidates in a competitive market
People & Culture (Over Time)
- Build onboarding that gets new hires productive fast
- Design performance frameworks that reward impact
- Develop compensation structures that are fair and competitive
- Create the rituals and practices that define Outpost culture
- Own employee experience from offer to exit
Infrastructure
- Build the systems and processes that scale with the team
- Manage tools, contracts, and people admin
- Ensure compliance across jurisdictions as we grow
- Create documentation and playbooks for everything people-related
💥 Example Projects
- Hire the next 15 people and build the playbook for how we recruit
- Source and close a Head of Sales in a competitive market
- Design the onboarding programme that gets new hires contributing in week one
- Build the performance review process from scratch
- Create the compensation framework that lets us compete for top talent
- Define the cultural rituals that keep the team connected as we scale
- Build the employer brand that attracts people who belong here
🧱 What We're Looking For
Ideal background:
- In-house recruiting at a fast-scaling startup or scaleup (Revolut, Monzo, Wise, Checkout.com http://Checkout.com, or similar)
- Hired across multiple functions: engineering, commercial, operations
- Seen what good looks like at a company that scaled quickly
- Bonus: exposure to broader people ops, not just recruiting
Signals we care about:
- You've closed hard-to-get candidates in competitive markets
- You care about quality over speed. You'd rather wait than hire wrong
- You think about culture as much as headcount
- You want to build the people function, not just fill roles
- You're comfortable with ambiguity. Startups don't come with playbooks
- You want to own outcomes, not just run process
- Bias for action. You source, you close, you iterate
What this role is not:
- Not an agency recruiter moving in-house
- Not someone who only wants to do recruiting forever
- Not someone who needs a big team or mature process to be effective
- Not someone who waits to be told what roles to fill
🚀 Why This Role Is Different
Most talent roles are about filling requisitions. This role is about building a company.
You'll decide who joins Outpost. You'll shape the culture. You'll build the people function from scratch. Every hire you make will compound into what the company becomes.
If you want to build the team behind global commerce infrastructure, this is it.
🦾 Outpost Team
Our team were leaders at Revolut, Airwallex, Adyen and Wayflyer, and we're backed by top-tier investors who have built or backed some of the world's leading fintechs.
🧾 What We Offer
- Equity and salary in a well-funded startup
- Ability to own your work and move fast
- Direct access to the CEO and founding team
- A global mission with real impact
- Low politics, high output
- A culture of builders, not talkers
🧭 Working Style
We work together in person in London. We believe the hardest problems are solved in the room.
🌎 Learn More
Outpost Culture: https://www.notion.so/Outpost-Culture-18aa047bb9af800b8f6ff5f5c83174b1 Outpost founder: http://www.littlegoatlabs.com/
Outpost is where the hard problems are. If you want to build the team behind global commerce infrastructure, we'd love to hear from you.
