📈 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 Senior Talent Partner - Engineering to own our hardest senior engineering hiring day to day, and help us get faster at it without dropping our bar.
Engineering is where tem builds its edge - the teams behind Rosso, our pricing and transaction infrastructure, alongside the Platform, Billing, Payments and Customer teams that run with them. Our biggest challenge is at the top end: Senior Staff and Principal engineers are scarce, in demand, and slow to land, and we need someone who can carry those roles brilliantly end to end.
You'll work alongside our Head of Tech Talent, who owns the wider Engineering patch, and you'll be the trusted day-to-day partner to the engineering managers you support. This is a senior individual-contributor role - the craft of finding, assessing and closing exceptional engineers is the job.
You will report into our Head of Tech Talent.
In your first 12 months, you might:
Take ownership of our hardest senior engineering roles - Senior Staff and Principal - carrying them end to end from sourcing through to offer.
Build a proactive, passive-first pipeline for senior engineers ahead of demand, so we're never starting a search cold.
Make calibrated calls on the bar for senior roles, and refine specs with engineering managers so they're benchmarked and hireable, not wish lists.
Bring sharp ideas to how we source, assess and attract senior engineers - and push back when a spec or a step won't land the right hire.
Use AI well across your workflow to move faster without dropping quality.
Own your roles end to end: carry senior engineering roles from sourcing strategy through offer and close, owning your slice of our on-time closure number.
Build pipeline ahead of demand: run proactive, passive-first sourcing for Senior Staff and Principal engineers, so we're never starting from cold.
Hold the bar: make calibrated, consistent hiring-bar calls on senior, high-stakes roles.
Refine the ask: work with engineering managers to turn specs into benchmarked, hireable roles rather than wish lists.
Partner with engineering: be the trusted point of contact for the managers you support, without needing oversight.
Improve how we work: spot gaps in sourcing, assessment or process and bring fixes, backed by evidence.
Put AI to work: use AI across sourcing, screening support and the admin around a search to move faster, while keeping human judgement on the calls that matter.
Must-Haves
Proven senior or technical recruiting experience as a strong individual contributor - you've carried hard, senior roles end to end.
Sharp technical calibration - you can read engineering signal, hold your own with engineering managers, and tell good from great.
Excellent proactive, passive-first sourcing for scarce senior talent, with a track record of building pipeline ahead of demand.
A genuine hiring-manager partner - you refine specs, push back when it helps, and are trusted to run your roles without oversight.
Comfort in a fast-moving, sometimes ambiguous scale-up - you bring order and own your roles rather than waiting to be chased.
Deliberate, fluent use of AI in your recruiting craft - you reach for it to move faster and are clear on where human judgement must stay.
Desirable
Experience hiring engineers in a regulated or complex domain such as energy, fintech or payments.
Experience working within a structured, calibrated hiring process (e.g. a Bar Raiser-style bar).
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.
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