Chief People Officer

Demo Company builds products that people genuinely want to use, serving customers who expect both quality and reliability in everything we ship. We are a team that takes craftsmanship seriously, operates with curiosity, and holds transparency as a non-negotiable standard in how we work together. Our mission is straightforward: build great products with great people, and mean every word of it.

This Chief People Officer role exists because Demo Company is ready to invest seriously in the people infrastructure that will determine how well we attract, develop, and retain the talent needed to scale. This is a remote-first position, and you will report directly to the CEO with full ownership of the people function across the organisation. Within 12 months, you will have a measurably stronger people operation: clearer career frameworks, a more consistent hiring process, and a culture that reflects our values of transparency, curiosity, and craftsmanship in practice, not just on paper. The person in this seat gives the business the organisational foundation it needs to grow with intention and keep great people once we find them.

- Own the people strategy end to end, translating business priorities into a talent roadmap that covers hiring, development, retention, and organisational design across every function. - Lead and develop the people team, setting clear expectations and creating the conditions for HR professionals at every level to do their most effective work. - Build and continuously improve the talent acquisition function, including sourcing strategies, interview standards, and candidate experience, so that Demo Company consistently attracts people who raise the bar. - Define the performance management and career development frameworks that give every employee a clear understanding of what great looks like in their role and how to grow within the company. - Drive the organisational design work needed as the company scales, including decisions about team structure, spans of control, and how functions are resourced relative to business goals. - Partner with the leadership team to build a culture that lives up to our stated values, using data from engagement surveys, exit interviews, and retention trends to identify where we need to improve. - Establish compensation and benefits philosophy and practice, ensuring our total rewards approach is competitive, equitable, and clearly communicated to current and prospective employees. - Represent the people function at the leadership level, contributing to company-wide planning and ensuring the CEO and board have an accurate picture of organisational health, headcount risk, and people-related investment needs.

- At least 10 years of progressive HR or people leadership experience, including a minimum of 4 years in a senior people leadership role with ownership of the full people function rather than a single discipline. - Demonstrated experience building or significantly maturing a people function inside a growing technology or product-led company, with measurable outcomes in hiring quality, retention, or employee engagement. - A strong track record of designing and implementing performance management and career development frameworks that have had lasting impact on how teams grow and how managers lead. - Proven ability to operate as a strategic partner to a CEO or executive leadership team, with the communication skills and commercial awareness to connect people decisions to business outcomes. - Experience leading organisational design work during a period of meaningful company growth, including restructuring teams, defining new roles, and managing the people implications of strategic change. - Hands-on experience with compensation benchmarking and total rewards strategy, including building or overhauling pay frameworks that are both competitive in the market and internally equitable.

- Experience building a people function in a fully remote or distributed organisation, including developing the rituals, tools, and communication practices that keep remote teams connected and engaged. - Familiarity with people analytics platforms and a habit of using workforce data to inform decisions about hiring pace, attrition risk, and team health rather than relying on intuition alone. - Exposure to building or refining employer brand strategy, including working with marketing or communications teams to articulate what makes a company a genuinely good place to work. - Prior experience as a people leader in a company that has gone through a significant inflection point such as rapid headcount growth, a leadership transition, or a shift in business model.

- Competitive compensation — we will share the range early in the process. - A remote-first working model that gives you genuine flexibility over where and how you do your best work. - Comprehensive health insurance coverage from your first day in the role. - 25 days of paid time off per year, in addition to public holidays. - A dedicated learning budget to invest in the leadership development, people practice expertise, and industry knowledge that matters most to you. - A leadership team that operates with genuine transparency, which means you will always understand where the business stands and how your work connects to the decisions being made at the top.

We are an Equal Opportunity Employer and do not discriminate against applicants due to race, ethnicity, gender, sexual orientation, veteran status, disability, age, or any other characteristic protected by law.