Orbital's next phase of growth is US-led. New York is where the go-to-market weight is moving, and hiring follows it. We are hiring a Head of Talent to own that and all hiring across the UK and US. This is a precision function, not a volume one. Every hire is expected to raise the bar. You will be measured on the calibre of who joins, not how many. Talent at Orbital has been built and run by a specialist embedded partner, and that engagement now hands over to a permanent in-house function. The building blocks are in place and TA is a respected function in the business: Ashby, scorecards, interview design and reporting are all live and operating. Your job is to take that function fully in-house, own it permanently, and take it from good to exceptional. What you'll own The strategy. The company-wide hiring plan, built with the CEO, COO and CRO from growth targets. It is your role to define how that plan gets delivered, and you will have full autonomy to do it. From team to tools to operations. The team. A precision talent team across the US and UK. The current TA team are all experienced recruiters. Your role is to coach and develop them into a genuinely high-impact team, and to hold that standard as it grows. The method. Orbital hires direct. Your team works search-led: they map a market, build a target list and go after named people rather than working inbound. You set that standard, and you personally run the searches where seniority or business impact demands it. What we're looking for A scale-up track record. You have built or materially scaled a talent function inside a VC-backed technology company through a comparable arc, roughly 100 to 300 people. Precision over volume. Your track record is low-volume, high-calibre hiring. You can point to specific hires that changed a company's trajectory and explain exactly how you found, engaged and closed them. GTM depth in the US market. You have personally owned go-to-market hiring across AE, CS, BDR, RevOps and Marketing, and you know the New York commercial talent market: who the strong people are, what they cost and what moves them. Executive search craft. You have designed and run targeted headhunt processes end to end for people who were not looking: market mapping, target lists, multi-touch engagement, assessment and close. You can walk us through the process, not just the outcome. Executive-team fluency. You hold your own on commercial strategy with a CRO, technical org design with a CTO, planning with a COO, and the talent narrative with a CEO. You operate as a peer who brings a position, not a service provider taking a brief. Operational rigour. Forecasts hold. Pipeline reviews happen. Data in the ATS is accurate without being chased. Follow-up does not slip, and stakeholders always know where a search stands. You are detail-oriented by instinct, because precision is what wins at this level. US and UK experience. You have run a distributed recruiting team across US and UK time zones with a single operating rhythm, one quality bar and clear accountability in both markets. A record of raising a team's level. Not just managing one. Clear expectations, honest feedback, visible performance data, real coaching on craft. AI literacy in practice. You already build AI into how your function works, and you can show what it changed about your team's output. This role is probably not for you if • You measure yourself on requisitions filled, time-to-fill and headcount delivered above all else. • You want to manage an agency panel and a vendor budget. We hire direct, and your job is to make agencies unnecessary. • You want to step back from the work. You will personally run the hardest searches. • You are not comfortable being uncomfortable and dealing with change. • Performance conversations are something you avoid or defer. • AI is something you talk about rather than something already in your workflow. If that sounds like your job, apply