Lead Talent Partner - Product and Engineering

Description

Orbital is the AI platform for real estate legal work.

Real estate shapes the world around us: our homes, our workplaces and our cultural landmarks. It’s the infrastructure that powers everyday life and is the world's largest asset class. Yet behind every single deal, real estate and legal teams work hard to navigate decades-old complexity; manually connecting documents, hidden obligations, geo-spatial context, and multiple parties into a path forward. We connect the legal and physical record, so that path is clearer than ever before. Our mission is to make real estate transactions faster, clearer, and less manual.

Here, you'll be part of changing how the deals behind the largest asset class get transacted, and will help shape the future of real estate.

A bit about us:

We’re building at the forefront of AI technology, without losing the deeply human expertise our clients depend on.

Orbital is built with former practising real estate lawyers and 250+ years of combined legal expertise. We're purpose-built for the complexity of real estate: accelerating due diligence, drafting and negotiation, and deal coordination with legal-grade precision.

We've just raised a $60m Series B, led by Brighton Park Capital, to accelerate our global expansion – $75m raised to date.

We're trusted by 5,000+ real estate professionals, spanning UK Magic Circle and US Am Law 100 firms, to household names like M&S. Leading firms like BCLP, Orrick, Goodwin, Womble Bond Dickinson and Clifford Chance rely on Orbital to remove the busywork, freeing legal and real estate teams to focus on sharp judgment, standout client service, and closing deals faster.

Working at Orbital means joining a bold, ambitious team, with the trust to take ownership and make a real impact from day one.

Orbital is entering a major scaling chapter, and Product Engineering + Design Engineering are at the heart of it. We’re looking for an exceptional Lead Talent Partner to own how we find, attract, engage, assess and close the very best Product Engineers and Design Engineers in a fiercely competitive market.

This is a low-volume, high-calibre role. Success looks like building a market-leading attraction engine and a repeatable hiring system that consistently delivers bar-raising hires, primarily in the UK (with occasional US roles).

Responsibilities

• You’ll be the CTO’s partner for Product & Design Engineering hiring — owning the strategy, the operating rhythm, and the market-facing plan that enables Orbital to repeatedly win top talent.
• At Orbital, these roles are typically:
• Product Engineers : product-minded full‑stack engineers who ship end-to-end customer value.
• Design Engineers : frontend/UI engineers operating at the intersection of design and engineering, with high craft.
• You’ll work closely with the CTO, senior Product/Engineering/Design leaders, and a marketing specialist to build the narrative, content and materials that help Orbital stand out — and convert the best people over time.
• Own the Product & Design Engineering hiring strategy (CTO partnership)
• Build and own a forward hiring plan with the CTO/COO: forecasting, sequencing, and prioritisation.
• Own the hiring plan and reporting in the ATS (e.g. Ashby): req pipeline, stage design, interviewer pools, and metrics.
• Act as a trusted advisor to senior stakeholders on:
• market intelligence and compensation benchmarks
• org design and team build sequencing
• interview plan quality and signal
• funnel health and quality indicators
• Build a market-leading attraction engine (content + community + creative search)
• Design and run a high-touch, always-on engagement and nurture engine for top Product & Design Engineering talent (not tied only to live reqs).
• Partner with leadership and marketing to create standout content and outreach materials (positioning, sequences, technical narratives, proof points, community activity).
• Establish targets (set with the CTO) and report on pipeline health and learning loops:
• warm pipeline size by discipline/level
• engagement rates (reply / meeting booked)
• nurture → active candidate → offer → accept conversion
• competitive intel and drop-off reasons
• Deliver hiring outcomes (low volume, very high calibre)
• Personally own the most senior and business-critical Product Engineering hires (e.g., Staff/Principal/Lead level and key leadership roles).
• Protect the quality bar for assessment, references, and offer calibration; step in on escalations and closing.
• Set the operating rhythm: pipeline reviews, prioritisation, stakeholder alignment, and continuous improvement.

Requirements

• Scale-up experience: proven track record hiring in a high-growth tech scaleup with high standards and ambiguity.
• Deep Product & Design Engineering market immersion: credible, active network in the UK. Ideally you have run meetups and build communities. You know who the standout people are and what motivates them.
• Exec-search level craft: evidence of closing low-volume, very high-calibre engineers via creative, non-standard routes (not just inbound + job boards or Linkedin).
• Attraction + nurture strategy: you’ve built always-on engagement motions that convert exceptional people over time (content, community, referrals, targeted events, high-touch outreach).
• CTO partnership: you’ve partnered closely with technical leadership to define quality, design assessment, and calibrate the bar.
• Strong written narrative and messaging: you can translate a technical story into compelling outreach/materials (and collaborate well with marketing).
• Data-informed judgement: you use metrics as feedback loops for quality and funnel health — and can clearly explain what you track and why.
• What this role is not (important)
• Not high-volume recruiting — this is low volume, bar-raising hiring.
• Not a “maintain the process” job — you’ll build and continuously improve the attraction engine and operating model.
• Not fully remote — hiring is UK-first and roles are hybrid.
• Working model & location

Conditions

Working model: Hybrid (all roles)

Security is everyone’s responsibility at Orbital. We ask all team members to follow our security policies, complete regular awareness training, and handle sensitive data with care in line with ISO 27001 standards. Spot something unusual? Reporting risks or incidents quickly helps us maintain the strong culture of security and compliance we all depend on.

At Orbital, we’re committed to building a diverse and inclusive team. We especially welcome applications from people who are traditionally underrepresented in tech. Even if you don’t meet every single requirement, or if the right role isn’t listed yet, we’d still love to hear from you.

This hiring range is a reasonable estimate of the base pay range for this position at the time of posting . Pay is based on several factors, which may include job-related knowledge, skills, experience, and business requirements.