📈 Who We Are:
We are rebuilding the energy transaction, making it transparent and fair.
Our goal is to put power back where it belongs, in the hands of customers and to take on one of the most critical problems of our century, access to low cost electricity.
tem exists to fix a broken global energy market that’s long favoured legacy operators, intermediaries, and opaque pricing. Today’s electricity system was not designed for rapid decarbonisation, AI-driven efficiency or fair access for the actual users - businesses and generators.
We’ve built the first AI native transaction infrastructure to reinvent how electricity is bought, sold and priced. Our technology is designed to cut out the inefficient fees, automate complex market flows, and bring transparency and fairness to energy transactions at scale.
In late 2025, after extraordinary growth, we closed a $75 million Series B - led by Lightspeed Venture Partners with participation from Albion, Atomico, Allianz, Hitachi Ventures, Hitachi Ventures, Schroders Capital and others - positioning us for global expansion, deeper product innovation and category leadership.
We’re scaling internationally and building toward a future where AI-driven infrastructure is foundational to electricity markets worldwide.
Since launch, our modern utility product, known as RED, has already facilitated thousands of business customers and billions in energy transaction value, proving that modern software and AI can transform an industry built on legacy systems.
At tem, we’re not just building another energy company, we’re rearchitecting market infrastructure so that transparency, efficiency and sustainability become the default, not the exception.
🚀 The RoleWe're hiring a Lead Talent Partner - Engineering to reset how tem hires engineers, and to make us dramatically faster at landing senior talent without dropping our bar.
We already hire to a high bar. What we need now is speed, especially at senior and staff level, where the best people move quickly and the old playbook is too slow. This role is not about lifting and shifting a "good" engineering hiring process from somewhere else. It is about rethinking, from first principles, how tem finds, attracts and converts the best engineers, and owning that outcome.
You will own most engineering hires and the workforce planning behind them, with support from our Head of Tech Talent on the most senior roles. You will have real freedom to challenge the status quo: creative, brand-led attraction, a sharper process, and a serious focus on data. Hackathon interview days, bold employer-brand campaigns, whatever gets great engineers through the door faster is on the table.
You will report into our Head of Tech Talent and work day to day with engineering GMs and managers across the business.
In your first 12 months, you might:
Take ownership of most engineering hiring and the workforce planning behind it, across Rosso, Platform and the wider engineering teams.
Cut time-to-hire at senior and staff level, without lowering the bar we are known for.
Reset how we attract engineers, running experiments most companies never try, from hackathon interview days to bold employer-brand campaigns.
Build the data and metrics that show what is working, where we lose time, and where our best hires actually come from.
Design AI and agent-assisted workflows that speed up sourcing, screening support and pipeline management, while keeping human judgement on every final decision.
Reset the bar: rethink how tem finds and converts engineers from first principles, and run bold experiments rather than copying other companies' playbooks.
Own speed at senior level: take accountability for time-to-hire on senior and staff roles, and strip out the friction that slows great people down.
Lead employer brand and attraction: build tem's reputation as a place the best engineers want to join, through creative, brand-led campaigns and events.
Own the pipeline: run proactive, passive-first sourcing and creative routes to talent and keep a pipeline ahead of demand.
Own workforce planning: partner with engineering GMs to plan headcount, turn vague needs into sharp specs, and calibrate what good looks like.
Run on data: own hiring metrics end to end, use them to find bottlenecks, prove what works, and keep raising both speed and quality.
Put AI to work: design AI and agent-assisted talent workflows that scale the repeatable and free up human judgement for the calls that matter.
Must-Haves
A track record of making senior or technical hiring faster, without dropping quality, and you can show the before and after.
A builder and challenger who has reset or reinvented how a team hires, rather than just running an existing playbook.
Creativity in how you attract talent, through employer brand, campaigns, events or other unconventional routes that have actually landed hires.
Strong technical calibration, so you can read engineering signal, hold your own with engineering managers, and tell good from great.
Genuinely data-led, building and using hiring metrics to find bottlenecks, prove what works, and drive decisions.
Fluent, deliberate use of AI to work faster, plus the composure to own workforce planning and most hires in a fast-moving, sometimes chaotic environment.
Desirable
Experience building employer brand or talent marketing that moved the needle on senior hiring.
Experience hiring in a regulated or complex domain such as energy, fintech or payments.
Familiarity with Ashby or similar structured hiring tooling.
Competitive salary - we review salary bands twice per year.
Stock Options - everyone on the team has ownership in our mission.
25 days holiday + public holidays - Swap public holidays for ones that matter most to you. Plus, get an extra day off for your birthday 🎉.
Remote & flexible working - We’re fully remote and distributed around Europe with clear core hours, and no internal meetings on Friday afternoons.
Home working & wellbeing budgets:
Up to £1,200 / €1,200 annually to upgrade your remote setup (co-working passes, equipment, etc.).
Up to £150 / €150 monthly on anything that supports your wellbeing - from therapy to gym memberships to meditation apps.
Our processes normally take around 2-3 weeks from first call to offer - please let us know about any adjustments to timelines that may be required.
First call with our Talent Team (20 Mins). This is to understand your experience, motivations, and discuss the role in more detail.
Behavioural Interview with the hiring manager (30 Mins). This is your chance to really understand the role, the expectations, and ensure alignment on ways of working.
Technical Interview with the Team (45 Mins). You’ll meet with potential peers in this session and will discuss technical topics and experiences.
Culture-Add Interview with Stakeholders (45 Mins). The final session will be with two cross-functional stakeholders, and will explore how your values align with ours, and is designed to be a genuine two-way conversation, your chance to understand what it’s really like to work at tem.
We welcome applications from people of all backgrounds, experiences, and identities, including those that are traditionally underrepresented in the tech and energy sectors. If you’re excited about this role but not sure you meet every requirement, we’d still love to hear from you. Your unique perspective could be exactly what we’re looking for.
