This is a senior individual contributor role focused on winning and growing enterprise accounts through strategic relationship building, multi-event programmes, framework agreements, and long-term partnerships. You’ll manage the full sales cycle from first engagement through to close, while building and executing strategic account plans that grow revenue year on year.

You’ll engage with senior stakeholders including Directors, Heads of Department, Procurement teams, and C-suite, positioning Hire Space as a strategic partner rather than a transactional supplier. You’ll also play a key role in shaping how enterprise sales works at Hire Space, working closely with sales leadership to refine our go-to-market strategy for this segment.

This role combines strategic account management, complex deal execution, and commercial leadership. You’ll also support and coach junior Account Executives on account growth, stakeholder management, and commercial thinking.

You will be expected to be in the office or meeting clients four days per week. Tuesday, Wednesday, and Thursday are mandatory office days, with Wednesday focused on team outbound activity and product training. Monday and Friday can be worked from home unless you have client meetings, site visits, or team commitments.

Our client base is predominantly in London, so you should be comfortable travelling to client offices, venues, and industry events regularly.

This is a proactive sales role focused on account development, lead conversion, and relationship building. You’ll work with a mix of inbound enquiries, proactive outreach, and account management to grow your revenue portfolio, using Hire Space’s managed services and technology products to create scalable, repeat business.

You’ll take a consultative approach to sales: understanding your client’s event needs, recommending the right solutions, and helping them consolidate their event spend through Hire Space via long-term partnerships, framework agreements, and service tiers such as Preferred Client and Hire Space 360.

You’ll spend time speaking to clients, building relationships face-to-face, attending site visits and industry events, and working closely with our Enterprise team and Product team. This is a high-activity, relationship-led sales role where organisation, curiosity, and commercial thinking are key to success.

You will be expected to be in the office or meeting clients four days per week. Tuesday, Wednesday, and Thursday are mandatory office days, with Wednesday focused on team outbound activity and product training. Monday and Friday can be worked from home unless you have client meetings, site visits, or team commitments.

Our client base is predominantly in London, so you should be comfortable travelling to client offices, venues, and industry events regularly.

2. Cross-Functional Collaboration (Ops & Tech)

Tech Partnering: Act as the internal product owner for finance tools. Work with the Engineering team to automate the reconciliation of DAS/DAC payments and reduce manual intervention in the booking platform.
Operations Support: Partner with the Ops team to resolve complex booking disputes, amendments, or cancellations that impact invoicing, ensuring a smooth experience for both venues and bookers.

3. Leadership & Development

Team Management: Manage and mentor the existing Finance Manager. Support their progression toward full qualification (CIMA) and delegate day-to-day transactional duties effectively.
Strategic Support: Work alongside a fractional CFO on fundraising due diligence, annual budgeting, and long-term financial strategy.

Qualified Accountant: (ACA, ACCA, or CIMA) with 3+ years of post-qualification experience.
Marketplace / Transactional Experience: Experience in a high-volume transaction environment (SaaS, Marketplace, eCommerce, or Recruitment) is highly desirable. You understand the difference between GMV and Revenue.
Tech-Savvy: You are comfortable with modern finance stacks (Xero, automated AP/AR tools) and can speak the language of developers when discussing platform integrations.
A "FinOps" Mindset: You don't just process invoices; you look for ways to engineer processes so that invoices process themselves.
Adaptable & Resilient: We are a growth business. You need to be comfortable switching between high-level strategy and resolving a payment issue for a key client.

You own three things, in priority order:

1. Talent acquisition - the pipeline, the process, the hires themselves

2. Performance management - holding line managers accountable for running their teams at a high bar, and giving them the tools and cover to do it

3. Office & people ops - the workplace works, the admin runs itself, the business doesn't trip over itself

Roughly: 50% hiring, 25% performance management, 15% office & workplace, 10% people ops, comp and reporting.

Hire Space is seeking a hands-on, commercially minded and highly motivated Head of Finance to lead our finance function as we scale our events marketplace. This is a pivotal opportunity for a high-performing Head of Finance, or “step-up” experienced Financial Controller or Finance Manager looking to take full ownership of a finance department.

You will not just be "keeping the score" - you will be the operational backbone of the business. You will manage the flow of funds between corporate bookers and venue partners, oversee complex commission structures, and work directly with our Tech and Operations teams to automate and improve our financial infrastructure.

You will also be responsible for mentoring and developing an existing part-qualified Finance Manager, helping them complete their studies and grow within the business.

• Full-cycle hiring for every role in the business, end-to-end

• Competency frameworks and interview scorecards for every role — hiring decisions are evidence-based, not gut-feel

• Direct sourcing and headhunting for senior and critical hires; own the outreach, build a referral engine

• Screen candidates so line managers only see the top of the pile

• Run the candidate experience end-to-end — scheduling, comms, status — using automation and AI-assisted tooling (ATS workflows, AI interview notes, LLM-drafted JDs and outreach sequences)

• Retrospective every bad hire and every final-stage rejection. Fix the process upstream.

• Build a targeted employer presence in the events-industry talent pool, leaning on the Growth team's network and industry knowledge

2. Performance Management

• Run quarterly 9-box grid reviews across the whole team, with clear board-level reporting

• Operate an "Up or Out" policy for the bottom quadrants — you coach managers through the conversation; they own the call

• Hold line managers accountable for running 30/60/90 probation reviews with real pass/fail gates. No surprise reviews. Swift exits when the bar isn't met.

• Work with managers to define minimum standards for every role — zero ambiguity on what "good" looks like

• Build cadence for recognising strong performance — specific, public, tied to real outcomes. People who smash the bar should know they did, and so should the rest of the team.

• Feed performance data into payroll for bonus cycles

• Spot-check payroll and comp outputs; Finance owns payroll, you sanity-check

3. Office and Workplace

• Own the London office as a working environment: space, layout, suppliers, kit, the things that make people want to be there

• Execute the hybrid / in-office policy — attendance patterns, visibility, logistics

• Onboarding logistics: a new hire's first day should feel designed, not improvised

4. People Ops & Comp

• Automate the admin: holiday, sickness, attendance, onboarding and offboarding checklists. If you're doing it manually twice, build the workflow.

• Run a regular team engagement survey as a retention signal — tight, consistent, and useful. The output is a handful of clear actions, not a 40-slide deck.

• Bi-annual benefits benchmarking against market; flag gaps, recommend changes

• Support Finance on headcount forecasting and comp modelling

• Keep our policies and process up to date; flag complex employment law or ER matters to our external employment counsel and the C-suite rather than trying to resolve them solo

AI Acceleration - how you work, across everything.

You are expected to use AI to scale your output. Concretely: CV screening and shortlisting, interview note-taking and summarisation, onboarding sequence automation, performance review prep, policy drafting, comms at volume. We want to see workflows you've built.