Job Opportunities API

HEALF IS EUROPE'S FASTEST-GROWING COMPANY. Number one on the FT1000, number one on the Sifted 100. From £1m to over £100m in under three years, with a small, talent-dense team and an electric culture with day one founder intensity. Now we're aiming for £1bn in the next three. We curate the world's best wellbeing brands across The Four Pillars™: EAT, MOVE, MIND, SLEEP. That's the first chapter. THE NEXT CHAPTER IS HARDER AND MORE INTERESTING. We are moving from one market to many, from e-commerce to a technology platform, and from curating wellbeing to defining it. We are a health company, so we think we should act like one. At its fullest expression, Healf redefines what wellbeing means for tens of millions of people. THE SEAT This role sits inside Healf's performance function. The function is the small R&D engine designing the systems, science and standards that bring exceptional people to Healf, and unlock genuine high performance once they are here. The Scout works alongside the UK Talent Lead, the Head of Performance Science and the Human Performance Lead. The Scout's work is not conventional recruitment. It is closer to scouting in elite sport. Identifying potential before it is visible to others, building relationships with people who do not yet know they want to work at Healf, and bringing forward the candidates who change what the company becomes. WHAT YOU OWN Four pillars. They reinforce each other, and the same person owns all four. - 01 FRONTIER SCOUTING - The headline of the role. Healf has mapped the most concentrated talent pools in the world: the places where membership alone is a credible signal of exceptionalism. The Scout's job is to know those pools, build relationships inside them, and bring forward the people who change the trajectory of the company. Stripe alumni now looking for their next chapter. DeepMind researchers who want to apply their work to wellbeing. Olympic athletes in career transition who already understand what high performance means. Forty pools, all mapped, all reachable for the right opportunity. This is where the most important work of the seat lives. - 02 PERSONA ORIGINATION: EARLY CAREERS AND SMART GENERALISTS - Build the proactive pipelines for the two persona funnels where scouting compounds. Early careers: zero to two years, high potential, upwardly mobile, the kind of people who used to default to consulting or magic-circle firms. Smart generalists: two to six years, operators who can stretch into bigger work over time. Vet candidates against the Healf Standard once it is published by the Head of Performance Science. Hold a warm community of vetted people that hiring managers can draw from when allocation opens. Time-to-fill measured in days, not months. - 03 CAREERS AND COMMUNITY BRAND - Own the careers and community brand for Healf. Build it world-class and unmistakably Healf. Wellbeing-literate, distinctive, alive. Not generic employer branding. Not consumer-brand-for-talent applied flat. A surface that no other company in our space has built because no other company has the cultural permission to build it. The careers site, the stories of our people, the campaigns that announce new hires, the events that bring the community together, the things ambitious people see and feel before they have applied. The job is to make Healf the obvious choice for the next person before they have started looking. - 04 TRACKING EXTRAORDINARY TALENT THROUGH TO HIGH PERFORMANCE - The Scout owns the arc from first conversation to high performer. Bringing extraordinary people in is half the job. The other half is making sure they become the people we bet on. Stay close to the people you scout once they are in the building. Be part of how they land, how they are inducted, how they integrate into the culture. Show up in the moments that shape their performance: induction, calibration, goal-setting, leadership programmes. The Scout sees the wh