Founding HR Director (Pre-Series A)

Key Responsibilities - Founding HR Director (Pre-Series A)

You don’t need to tick every box in the responsibilities listed below. We’re equally keen to hear from HR leaders who’ve designed and delivered strategic people programmes, as well as senior HR managers who’ve worked closely with a CHRO/HR Director and are ready to step up into their first top-seat role. What matters most is the mindset: curiosity, adaptability, and the drive to shape and own the HR function in a fast-growing environment.

• Design and implement a comprehensive remote-first people strategy that enables distributed teams across EMEA and APAC to collaborate seamlessly, maintain high performance standards, and build meaningful connections despite geographic separation, creating the cultural foundation for a global organisation that operates with the agility and innovation of a startup while delivering enterprise-grade results

• Pioneer innovative performance management and reward frameworks that move beyond traditional annual reviews to create continuous feedback loops, growth-oriented goal setting, and recognition systems that celebrate both individual achievement and collaborative impact, ensuring that every team member feels valued, challenged, and aligned with S.AI.L's mission

• Build and lead comprehensive talent acquisition and retention strategies that attract emerging, talented professionals in AI, and enterprise transformation while creating career development pathways that enable high-potential professionals to grow into senior leadership roles within our rapidly scaling organisation

• Develop and execute culture transformation initiatives that embed growth mindset principles throughout the organisation, creating psychological safety for experimentation and learning, fostering innovation in how we approach client challenges, and building the resilience and adaptability that enables us to pioneer new approaches to legal-first AI implementation

• Create scalable HR systems and processes that support hyper-growth while maintaining the personalised employee experience that defines our culture, including digital-first onboarding programs, remote-friendly policy frameworks, and technology-enabled people analytics that provide insights into team performance, engagement, and development opportunities

• Partner strategically with executive leadership to align people strategy with business objectives, providing data-driven insights on workforce planning, organisational design, and talent optimisation that support our expansion into new markets and service offerings while maintaining the quality and innovation that differentiates SAIL in the marketplace

• Champion diversity, equity, and inclusion initiatives that create belonging for professionals from diverse backgrounds, experiences, and perspectives, recognising that our ability to transform legal departments across different cultures and regulatory environments requires a team that reflects the global nature of our client base and the complexity of the challenges we solve

Compensation

• Equity ownership: ~2% of fully diluted shares at grant

• Vesting schedule: 4-year vest, 1-year cliff, monthly thereafter

• Salary: Market-rate compensation effective upon Series A close (~12 months)

• Exit potential: c.US$7.5-15M based on conservative 5x revenue multiple at liquidity event

Ready to architect the people strategy of a legal-first AI consultancy and innovation studio? Join S.AI.L and help us build the technology partnerships and implementation frameworks that will define how enterprise organisations approach AI adoption for the next decade. Be part of a team creating the future of enterprise-wide AI transformation.

Disclaimer: Any reference to potential valuation figures for S.AI.L are purely illustrative and should not be interpreted as a promise or guarantee. These forward-looking estimates reflect our aspirations, not certainties. Like any early-stage company, outcomes may vary based on a range of factors beyond our control. We share this information to be transparent, not to mislead. Equity-based compensation will be governed by the final terms outlined in our formal agreements.

A Note to Our Valued Recruitment Partners

We deeply appreciate the incredible work that recruitment professionals do in connecting talent with opportunity. It's a relationship-driven business that requires genuine expertise and market insight. At this particular stage of S.AI.L's journey, we're taking a hands-on approach to building our founding team, working directly with candidates to ensure cultural alignment and shared vision around our legal-first AI methodology.

This isn't about bypassing the recruitment community that we respect and value; it's about the unique requirements of early-stage team building where every conversation shapes not just who joins us, but how we grow together. As we scale and our needs become more specialised, we look forward to partnering with recruitment professionals who understand the nuances of AI transformation.

For now, we're asking candidates to apply directly so we can build those foundational relationships from the start. We're grateful for your understanding and look forward to collaborating as S.AI.L evolves.

The S.AI.L Careers Team