Operations Talent Partner (High-Volume)

About Dwelly

Dwelly — a UK-based, AI-enabled lettings and property management platform, that is growing through a roll-up strategy acquiring estate agencies. The company leverages two arms: i) acquiring existing letting agencies, effectively buying its highly sticky, recurring revenue-type landlords portfolios, and then ii) building a top-notch technology to automate tenant management, payments, and post-rental property maintenance. The company seamlessly integrates AI services to automate all business processes within brick-and-mortar real estate agencies, integrating them into a tech-enabled digital letting platform in two months to radically improve the user experiences and increase efficiency of the business.

We’re a fast-growing, product-focused company, backed by top-tier investors and led by a team with deep experience in real estate, technology, and operations.

Position Summary

We are hiring an Operations Talent Partner (High-Volume) to lead high-volume hiring across the group. This role will focus on front-line operational and team leadership hiring, supporting both acquired agencies and our centralised operations teams.

This is a highly hands-on, full-cycle recruitment role suited to someone who thrives in fast-paced environments, can manage multiple priorities simultaneously, and enjoys building scalable hiring pipelines.

You will play a critical role in ensuring operational teams remain fully staffed as the company continues to grow and integrate new businesses.

Key Responsibilities:

• Own end-to-end recruitment for high-volume operational roles across the business
• Build and maintain proactive talent pipelines for repeat-hire positions
• Partner closely with hiring managers and operational leaders to forecast hiring needs and define role requirements
• Manage sourcing across multiple channels including LinkedIn Recruiter, job boards, referrals, and external talent partners
• Conduct structured screening interviews and coordinate interview processes with hiring managers
• Drive an excellent candidate experience through clear communication and fast feedback loops
• Manage offer processes in partnership with leadership teams, including compensation discussions and negotiations
• Maintain accurate ATS data and recruitment reporting, including time-to-hire, source effectiveness, offer acceptance rates, and retention metrics
• Identify hiring trends, market insights, and operational gaps, providing recommendations to leadership
• Support recruitment activity during acquisition and integration phases
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 Qualifications & Preferred Background:

• 5+ years of full-cycle recruitment experience
• Previous experience in high-volume hiring environments (50+ hires annually)
• Experience recruiting for customer-facing, operational, sales, or property-related roles
• Strong sourcing capabilities across LinkedIn Recruiter and major job boards
• Ability to manage multiple active requisitions simultaneously in a fast-paced environment
• Strong stakeholder management and communication skills
• Commercial mindset with the confidence to challenge hiring decisions when needed
• Experience using ATS platforms and working with recruitment data and reporting

Compensation & Benefits:

• Competitive salary with the potential for equity options based on performance, recognising exceptional contributions to our integration success.

What is it like being a Dwell-er?

Feel free to check out Dwelly Core Principles. That’s about what we believe in, how we operate and make decisions.

What we offer is not a fancy office or a static workplace. Instead, this is solving one of worlds’ most complex problems in the largest consumer industry in the world (residential rentals), to improve the experience for >30% of households (>5M in the UK, and >100M including EU and US) that live in rental homes.

This is about disrupting the largest, most antiquated industry in the world, with one of the strongest operational and technical teams that exist in the UK and the EU. We work hard, and we shoot for extremely ambitious results. But we want people to be proud of what they’ve built and be able to look back and say one day “hell yeah, that was me that did it all”.

• Customer obsession rather than competitive focus
• Passion for invention
• Operational excellence
• Long-term thinking