# Senior Talent Partner, Customer Success & Technology [Light Inc](https://gurify.com/jobs?q=Light%20Inc) · London · Posted today Senior [Customer Success](https://gurify.com/jobs/customer-success) [Apply on the original posting → (opens in a new tab)](https://jobs.ashbyhq.com/light-inc/cec98b31-67d5-4c99-8016-b108cfaa3716) ## Job description ### SENIOR TALENT PARTNER, CUSTOMER SUCCESS & TECH Location: London, onsite 4 days a week. RETIRE THE ERP. Light exists to replace factory-era ERPs with software that feels alive. Our Smart Financial Platform gives modern, global companies superpowers: automated accounting, real-time reporting, and financial flows that move at the speed of the business. We build with our customers, ship fast, and obsess over craft. In a short time, Light has gone from idea to the operating core for leading companies like Lovable, Legora, and Keyshot. People don’t just use Light, they enjoy it. We’re an early team defining a new software category. Think engineers who love debits and credits, designers who care about reconciliation states, and operators who treat finance as a product. If you’re excited to modernise how the world runs money, one workflow at a time, you’re in the right place. Backed by world-class investors and advised by industry titans, we’re building category-defining products with the freedom to ship ambitiously and own outcomes. Come help us make Light the global default for next-gen finance. ### THE ROLE We plan to double the team in 2027. Most companies that grow this fast dilute the talent density that made them good. We won’t. You’ll lead hiring for Customer Success and Tech: the people who build Light and the people who make it work for our customers. One week that might be a senior backend engineer, the next a technical customer engineer or a Head of Account Management. The two worlds overlap more than you’d think. Our best CS hires understand the product deeply, and our engineers build for customers they know. This isn’t a role for someone who wants to sit and screen all day. We want a guardian of the bar: someone who steps back, looks at the whole hiring problem and fixes what’s actually in the way. AI and good process handle the volume. You bring the judgement, and relationships with great people long before we need them. ### WHAT YOU’LL DO - Own Customer Success hiring end to end, from account managers to technical customer engineers and partner enablement, up to leadership - Own Product, Engineering and Design searches, including senior and hard-to-fill technical roles - Partner with leaders from the start: shape the role, challenge the brief, and build the scorecards and calibration that keep the bar high - Work out why a search is stalling, whether it’s the brief, comp, location, assessment or the market, and fix it. Sometimes the answer isn’t an external hire at all. - Map the markets for our core CS and technical profiles and build talent pools, so the pipeline exists before roles open - Bring great people to London from across Europe and beyond, with visa sponsorship and relocation support ### WHAT SUCCESS LOOKS LIKE IN YOUR FIRST 6 MONTHS - CS and Engineering leaders bring you in early because you make their hiring decisions better - Hiring managers know what they’re getting and when, because you’ve told them, with data - We have mapped markets and warm talent pools for our most common CS and engineering profiles - Senior and leadership hires are closing, and every one makes the team stronger - At least one AI workflow you’ve built is part of how the whole team works ### HOW OUR TALENT TEAM WORKS - We protect talent density. Every hire should raise the average. We’d rather hold a role open a little longer than fill it with the wrong person. - We source proactively. Most of our best hires won’t apply, so we don’t wait for a role to open. We map the market, build relationships early and have a pipeline ready when the need arrives. - We use data. We know where candidates come from, where they drop out and what predicts a good hire. We use that to challenge hiring managers with evidence. - We build with AI. We don’t mean writing job ads with ChatGPT. We mean sourcing workflows, research agents and automations that change how much a recruiter can get done. ### WHAT YOU’LL GET FROM US Most Talent teams are bolting AI onto the way they’ve always worked. We’re building ours AI-first, from the ground up. - A team built AI-first. AI does the searching, research and admin, so you can spend your time on judgement, relationships and closing. You’ll help design how that works, rather than having it handed to you. - The tools and the time to build. You’ll have Claude, Codex, Lovable, Noon and Ashby from day one, plus a regular team build session to test new workflows. When something works, it becomes how the whole team operates. - A strategic role. You’ll help shape workforce plans and location decisions, bringing leadership evidence on where talent sits and what it costs. - Room to grow. As our People function scales, so does the scope of this role. ### WHAT YOU’LL BRING - 6+ years in Talent Acquisition, mostly in-house or in embedded or RPO-style roles, in high-growth B2B SaaS or fintech, including senior and leadership hires - You switch gears fast. You can move from a backend engineering search to a customer engineer hire in the same afternoon, picking up the language, the market and what good looks like in each. - Deep knowledge of the London and European markets for engineering and CS talent. Without opening LinkedIn, you could tell us which companies have the strongest teams, what they pay and who’s likely to move. - You’re a guardian of the bar. You hold it under pressure, including telling a hiring manager “not this one” when the deadline is tight. - You step back before you dive in. When a search isn’t working, your first instinct is to work out why, before you screen more CVs. - You work at pace and bring structure to chaos. When priorities shift and reqs pile up, you set a clear plan and keep everyone moving. - A track record of proactive sourcing: hires you found and engaged before the role opened, rather than hires that applied ### BONUS POINTS - Hands-on experience building with AI to improve recruiting, with examples you can walk us through - Hiring solutions or customer engineers - Hiring people with finance or accounting backgrounds into customer-facing roles - Hiring across borders, including visa sponsorship and relocation - Experience with Claude, Codex, Lovable, Noon or similar tools ### THE GOOD STUFF 🏢 In-office culture, high talent density. 💸 Competitive salary. 🏝 25 days annual leave plus public holidays. 🚀 Shape how Light hires as we double the team. 🥳 Off-sites twice a year. The last 2 were in Tuscany & Provence! ### EQUAL OPPORTUNITIES Light is an equal opportunities employer. If you need any adjustments during the hiring process, just let us know. **Live in Light Inc’s hiring system.** Read from the company's own applicant tracking system, not reposted from a job board — so it's a real, open requisition rather than an ad that outlived the role. We remove it as soon as it disappears at source. ## More jobs like this - FU [Customer Success Manager](https://gurify.com/job/customer-success-manager-at-fullenrich-f4e1ee8d2a32) Fullenrich · United Kingdom · last week - CH [Customer Success Manager – LegalTech](https://gurify.com/job/customer-success-manager-legaltech-at-chamelio-57590d931cc9) Chamelio · Tel Aviv · yesterday - CN [Customer Success Manager](https://gurify.com/job/customer-success-manager-at-cato-networks-9b39c8f12c3c) Cato Networks · Germany · last week - CN [Customer Success Manager](https://gurify.com/job/customer-success-manager-at-cato-networks-2fc8221fb3b6) Cato Networks · Germany · last week - JI [Senior Customer Success Manager (US)](https://gurify.com/job/senior-customer-success-manager-us-at-jifiti-128354abb3d3) Jifiti · Columbus, OH · 6 days ago - WE [Customer Success Operations Manager](https://gurify.com/job/customer-success-operations-manager-at-webbing-786e3916df70) Webbing · Petah Tiqva, Israel · 2 weeks ago ```json {"@context":"https://schema.org/","@type":"JobPosting","title":"Senior Talent Partner, Customer Success \u0026 Technology","description":"\u003Ch3\u003ESENIOR TALENT PARTNER, CUSTOMER SUCCESS \u0026amp; TECH\u003C/h3\u003E\u003Cp\u003ELocation: London, onsite 4 days a week.\u003C/p\u003E\u003Cp\u003ERETIRE THE ERP.\u003C/p\u003E\u003Cp\u003ELight exists to replace factory-era ERPs with software that feels alive. Our Smart Financial Platform gives modern, global companies superpowers: automated accounting, real-time reporting, and financial flows that move at the speed of the business.\u003C/p\u003E\u003Cp\u003EWe build with our customers, ship fast, and obsess over craft. In a short time, Light has gone from idea to the operating core for leading companies like Lovable, Legora, and Keyshot. People don\u2019t just use Light, they enjoy it.\u003C/p\u003E\u003Cp\u003EWe\u2019re an early team defining a new software category. Think engineers who love debits and credits, designers who care about reconciliation states, and operators who treat finance as a product. If you\u2019re excited to modernise how the world runs money, one workflow at a time, you\u2019re in the right place.\u003C/p\u003E\u003Cp\u003EBacked by world-class investors and advised by industry titans, we\u2019re building category-defining products with the freedom to ship ambitiously and own outcomes.\u003C/p\u003E\u003Cp\u003ECome help us make Light the global default for next-gen finance.\u003C/p\u003E\u003Ch3\u003ETHE ROLE\u003C/h3\u003E\u003Cp\u003EWe plan to double the team in 2027. Most companies that grow this fast dilute the talent density that made them good. We won\u2019t.\u003C/p\u003E\u003Cp\u003EYou\u2019ll lead hiring for Customer Success and Tech: the people who build Light and the people who make it work for our customers. One week that might be a senior backend engineer, the next a technical customer engineer or a Head of Account Management. The two worlds overlap more than you\u2019d think. Our best CS hires understand the product deeply, and our engineers build for customers they know.\u003C/p\u003E\u003Cp\u003EThis isn\u2019t a role for someone who wants to sit and screen all day. We want a guardian of the bar: someone who steps back, looks at the whole hiring problem and fixes what\u2019s actually in the way. AI and good process handle the volume. You bring the judgement, and relationships with great people long before we need them.\u003C/p\u003E\u003Ch3\u003EWHAT YOU\u2019LL DO\u003C/h3\u003E\u003Cul\u003E\u003Cli\u003EOwn Customer Success hiring end to end, from account managers to technical customer engineers and partner enablement, up to leadership\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EOwn Product, Engineering and Design searches, including senior and hard-to-fill technical roles\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EPartner with leaders from the start: shape the role, challenge the brief, and build the scorecards and calibration that keep the bar high\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EWork out why a search is stalling, whether it\u2019s the brief, comp, location, assessment or the market, and fix it. Sometimes the answer isn\u2019t an external hire at all.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EMap the markets for our core CS and technical profiles and build talent pools, so the pipeline exists before roles open\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EBring great people to London from across Europe and beyond, with visa sponsorship and relocation support\u003C/li\u003E\u003C/ul\u003E\u003Ch3\u003EWHAT SUCCESS LOOKS LIKE IN YOUR FIRST 6 MONTHS\u003C/h3\u003E\u003Cul\u003E\u003Cli\u003ECS and Engineering leaders bring you in early because you make their hiring decisions better\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EHiring managers know what they\u2019re getting and when, because you\u2019ve told them, with data\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EWe have mapped markets and warm talent pools for our most common CS and engineering profiles\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003ESenior and leadership hires are closing, and every one makes the team stronger\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EAt least one AI workflow you\u2019ve built is part of how the whole team works\u003C/li\u003E\u003C/ul\u003E\u003Ch3\u003EHOW OUR TALENT TEAM WORKS\u003C/h3\u003E\u003Cul\u003E\u003Cli\u003EWe protect talent density. Every hire should raise the average. We\u2019d rather hold a role open a little longer than fill it with the wrong person.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EWe source proactively. Most of our best hires won\u2019t apply, so we don\u2019t wait for a role to open. We map the market, build relationships early and have a pipeline ready when the need arrives.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EWe use data. We know where candidates come from, where they drop out and what predicts a good hire. We use that to challenge hiring managers with evidence.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EWe build with AI. We don\u2019t mean writing job ads with ChatGPT. We mean sourcing workflows, research agents and automations that change how much a recruiter can get done.\u003C/li\u003E\u003C/ul\u003E\u003Ch3\u003EWHAT YOU\u2019LL GET FROM US\u003C/h3\u003E\u003Cp\u003EMost Talent teams are bolting AI onto the way they\u2019ve always worked. We\u2019re building ours AI-first, from the ground up.\u003C/p\u003E\u003Cul\u003E\u003Cli\u003EA team built AI-first. AI does the searching, research and admin, so you can spend your time on judgement, relationships and closing. You\u2019ll help design how that works, rather than having it handed to you.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EThe tools and the time to build. You\u2019ll have Claude, Codex, Lovable, Noon and Ashby from day one, plus a regular team build session to test new workflows. When something works, it becomes how the whole team operates.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EA strategic role. You\u2019ll help shape workforce plans and location decisions, bringing leadership evidence on where talent sits and what it costs.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003ERoom to grow. As our People function scales, so does the scope of this role.\u003C/li\u003E\u003C/ul\u003E\u003Ch3\u003EWHAT YOU\u2019LL BRING\u003C/h3\u003E\u003Cul\u003E\u003Cli\u003E6\u002B years in Talent Acquisition, mostly in-house or in embedded or RPO-style roles, in high-growth B2B SaaS or fintech, including senior and leadership hires\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EYou switch gears fast. You can move from a backend engineering search to a customer engineer hire in the same afternoon, picking up the language, the market and what good looks like in each.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EDeep knowledge of the London and European markets for engineering and CS talent. Without opening LinkedIn, you could tell us which companies have the strongest teams, what they pay and who\u2019s likely to move.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EYou\u2019re a guardian of the bar. You hold it under pressure, including telling a hiring manager \u201Cnot this one\u201D when the deadline is tight.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EYou step back before you dive in. When a search isn\u2019t working, your first instinct is to work out why, before you screen more CVs.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EYou work at pace and bring structure to chaos. When priorities shift and reqs pile up, you set a clear plan and keep everyone moving.\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EA track record of proactive sourcing: hires you found and engaged before the role opened, rather than hires that applied\u003C/li\u003E\u003C/ul\u003E\u003Ch3\u003EBONUS POINTS\u003C/h3\u003E\u003Cul\u003E\u003Cli\u003EHands-on experience building with AI to improve recruiting, with examples you can walk us through\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EHiring solutions or customer engineers\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EHiring people with finance or accounting backgrounds into customer-facing roles\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EHiring across borders, including visa sponsorship and relocation\u003C/li\u003E\u003C/ul\u003E\u003Cul\u003E\u003Cli\u003EExperience with Claude, Codex, Lovable, Noon or similar tools\u003C/li\u003E\u003C/ul\u003E\u003Ch3\u003ETHE GOOD STUFF\u003C/h3\u003E\u003Cp\u003E\u0026#127970; In-office culture, high talent density.\u003Cbr /\u003E\u0026#128184; Competitive salary.\u003Cbr /\u003E\u0026#127965; 25 days annual leave plus public holidays.\u003Cbr /\u003E\u0026#128640; Shape how Light hires as we double the team.\u003Cbr /\u003E\u0026#129395; Off-sites twice a year. The last 2 were in Tuscany \u0026amp; Provence!\u003C/p\u003E\u003Ch3\u003EEQUAL OPPORTUNITIES\u003C/h3\u003E\u003Cp\u003ELight is an equal opportunities employer. 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