Head of People

From the Founder

“I care deeply about talent. I will never compromise on the bar. Every bad hire costs us money, time, and reputation. I need a People leader who feels the same way — who can spot A-players instantly, say ‘no’ to mediocrity, and help us scale without lowering our standards.”

The Opportunity

We’re ~70 people today. Over the next two years we’ll grow to 130–150. That scale-up stretch is brutal: too big for hustle, too small for bureaucracy.

This role is for a player-coach Head of People who’s lived the 50 → 150 journey, ready to own the function, and excited to build from scratch.

This is not corporate HR. If your instinct is to write policies and run committees, this isn’t for you. If you want to build, coach, hire, and raise the bar — keep reading.

What You’ll Own

Raise the bar on talent everywhere.

• No key hire goes through without your judgment.
• Personally lead exec/senior searches (e.g. VP Marketing, key Product/Eng).
• Support hiring managers across every team to consistently hire A-players, not just at leadership level.
• Cut time-to-fill by ~30–40% while raising quality.

Candidate & employee experience

• Candidates say it’s the best process they’ve ever had.
• Onboarding that sets people up to win from day one.

Foundations & scale

• Make our “pay top of personal market” philosophy operational.
• Run our performance cycle in Lattice.
• Put in place lightweight org design for 150 people.

Leadership coaching

• Equip first-time managers to hire, lead, and retain A-players.
• Be a sparring partner to founders and execs on hiring, org, and culture.

Global readiness

• No compliance surprises on visas, contracts, or employment law.

What Success Looks Like (12-18 months)

• All critical leadership roles filled with A-players.
• Hiring managers across functions consistently hire top-tier talent.
• ≥90% of new hires rated 4/5+ on talent bar.
• Candidate NPS >+50.
• First performance cycle delivered cleanly.
• Regretted attrition <5%, engagement ≥75%.
• Org design roadmap ready for 150.
• Zero compliance misses across UK/US.

What We’re Looking For

• Impeccable talent judgment - your north star.
• Experience scaling from ~50 → 150+.
• Builder mentality: you’ve set up recruiting/people systems yourself.
• Hands-on operator + strategic partner.
• Low ego, high ownership. Bias to action. Zero politics.
• Comfortable challenging founders to protect the bar.

Why Modo?

We’re building the benchmark and forecast platform for the global energy transition - batteries, solar, wind, datacenters, power users. Your impact shows up directly in our growth: faster revenue, stronger product, stickier culture.

If you want to look back and say: “I was the one who scaled Modo from 70 to 150 people without lowering the bar” — this is your role.

Important Details

• We are an in-person company that values collaboration and team culture. Everyone works in the office Tuesday through Thursday, with flexibility to work from home or the office on Mondays and Fridays.
• Modo Energy offers a competitive salary, potentially life-changing equity package and top of market benefits.