Engineering Talent Partner (6-month FTC)

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, 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 Role: We’re hiring an Engineering Talent Partner (6-month FTC) to increase tem’s hiring capacity across our technical teams and help us scale with speed and precision. You’ll sit at the heart of our Recruitment team, owning engineering hiring end-to-end and partnering closely with technical leaders to deliver high-quality hires, fast. This is a hands-on role for someone who thrives in fast-paced environments and can bring structure, clarity and momentum to engineering recruitment.

Responsibilities: Own full-cycle hiring for engineering roles, partnering with hiring managers to scope, source, assess and close top technical talent. Drive pace and clarity across the hiring process, ensuring roles move efficiently from brief to offer. Build and maintain high-quality engineering pipelines, proactively sourcing candidates across key technical skill sets. Partner with hiring managers to define what great looks like, improving interview quality, signal and decision-making. Ensure consistent, structured processes using tools like Ashby and Notion, keeping the Recruitment Engine running smoothly. Collaborate with Talent Leads on targeted projects to improve engineering hiring (e.g. sourcing strategy, interview frameworks, process optimisation). Deliver an excellent candidate experience, especially for high-demand technical talent. Act as a trusted partner to engineering leaders, bringing insight and market context into hiring decisions.

Requirements: Must haves Proven experience running end-to-end engineering recruitment in a fast-paced or scaling environment. Strong understanding of technical roles and skill sets (e.g. backend, frontend, data, infrastructure). Track record of hiring high-quality engineers at pace. Ability to balance speed with rigour, maintaining high standards while delivering against timelines. Experience using AI tools to enhance recruiting workflows (e.g. sourcing, outreach, screening, or process automation), with a mindset of continuously improving efficiency through technology. Excellent communication skills, with the ability to work closely with technical and non-technical stakeholders.

Bonus points: Experience hiring in B2B, SaaS or high-growth startups. Familiarity with Ashby, Notion or similar ATS/workflow tools. Strong sourcing capability, particularly for hard-to-fill engineering roles. A systems thinker who can quickly spot and improve inefficiencies in hiring workflows.

Interview Process: We move fast. This process is expected to take no longer than 1 week from first chat to offer. If you need us to adapt anything, just let us know. Intro call with Talent (30 minutes) Skills interview (30 minutes) Culture Add interview (30 minutes)