Rowden
Business Systems Lead Department: Engineering Employment Type: Permanent - Full Time Location: Bristol, UK Reporting To: Chris Gumbleton Compensation: £60,000 - £70,000 / year Description We're building the UK's next generation engineering powerhouse, providing critical technology that strengthens national security and resilience. We specialise in turning advances in sensing, AI, and communications into operational capability for the edge, where connectivity may be degraded or denied. Our work focuses on accelerating the deployment of technology, improving decision making for frontline teams, and protecting people and critical assets in demanding environments. Headquartered in Bristol, Rowden employs around 200 people and operates over 20,000 square feet of engineering and manufacturing facilities. We have a growing international footprint and are one of Europe's fastest-growing engineering businesses. About the role This is an exciting opportunity to shape the business systems that support Rowden's growth. Working within the Platforms team, you will own our ERP and broader business application roadmap. Installation and technical support sit with IT. Your remit is the layers above that: processes, data, integrations, and user experience. You will own the ERP end to end: configuration, release and update cycles, feature uplift, master data, and the processes running through it. You'll understand how the system is configured and how it delivers value across the business. You will drive the adoption of agentic AI throughout the business functions (finance, supply chain, manufacturing, projects, people etc), leveraging the common data platform our ERP provides and extending it where necessary. You will be a human centric systems thinker that is passionate about using technology to solve business problems. You do not need to be a developer, but you do need to be comfortable building. You should be technical enough to write an API integration, automate workflows, and build low code applications that improve business processes. Candidates must be eligible for SC clearance. More information about security clearance is available here: Key areas of responsibility As Business Systems Lead at Rowden, you will: Own the ERP: configuration, release and update cycles, feature uplift, master data, and the end-to-end processes that run through it. Own the wider application estate and integration layer: how each system is used, how they integrate, and how they deliver value. Define and maintain the business application roadmap: build investment cases that quantify cost, risk, and return. Own adoption, not just deployment: plan and run change management that makes new systems and processes stick. Hunt for simplification: map how work really happens, remove steps, and automate what remains. Drive agentic AI adoption in business process: identify where agents deliver real value, prototype it, and take it into production with proper controls. Build: write API integrations and develop applications, including low-code tools such as Power Apps, where they solve a problem faster than a purchased product would. Own the user experience of our systems: treat internal users as customers, measure their friction, and design it out. Key skills, experience and behaviours We don't expect anyone to be a 10/10 in every area, and you don't need to tick every single bullet point to apply. What follows is a list of the skills and experience that we think matter most for this role. Different strengths are welcome, and we recognise that people grow into roles like this - don't let this list put you off! Significant hands on experience owning or leading a Tier 1 ERP - with the scars to prove it. Experience owning a portfolio of business applications, not just a single system. Practical integration skills: REST APIs, low-code apps, workflows etc. Real interest and working knowledge of agentic AI, with a view on where it helps and where it doesn't. Track record of process simplification and automation with results you can describe. Systems thinking: you can hold the whole organisation in view and see how a change in one function affects another. About You You are curious about how work actually happens, and you go and look rather than asking for a document. You are excited (and potentially scared) by the power of agentic AI. You are relentless about making things simpler. Complexity offends you. You are a strong communicator and can elicit requirements well. You are platform-agnostic. This is not a role for someone whose entire career has been inside the Microsoft stack. You will need to pick the right tool rather than the familiar one. You care how software feels to use, and you notice when people are quietly working around a system. You explain technical trade-offs to non-technical people without condescension. Working at Rowden We are committed to building a flexible, inclusive, and enabling company. Our aim is to create a diverse team of talented people with unique skills, experience, and backgrounds, so please apply and come as you are! We also recognise the importance of flexible working and support this wherever we can. We typically operate a flexible, hybrid working model, with an average 3 days in the office each week (dependent on the role). We welcome the opportunity to discuss flexibility, part time working requirements and/or workplace adjustments with all our applicants. Rowden is a Disability Confident Committed company, and we actively encourage people with disabilities and health conditions to apply for our roles. Please let us know your requirements early on so that we can make sure you have everything you need up front to help make the recruitment process and experience as easy as possible. Finally, if you feel that you don't meet all the criteria included above but have transferable skills and relevant experience, we'd still love to hear from you!
Business Systems Lead Department: Engineering Employment Type: Permanent - Full Time Location: Bristol, UK Reporting To: Chris Gumbleton Compensation: £60,000 - £70,000 / year Description We're building the UK's next generation engineering powerhouse, providing critical technology that strengthens national security and resilience. We specialise in turning advances in sensing, AI, and communications into operational capability for the edge, where connectivity may be degraded or denied. Our work focuses on accelerating the deployment of technology, improving decision making for frontline teams, and protecting people and critical assets in demanding environments. Headquartered in Bristol, Rowden employs around 200 people and operates over 20,000 square feet of engineering and manufacturing facilities. We have a growing international footprint and are one of Europe's fastest-growing engineering businesses. About the role This is an exciting opportunity to shape the business systems that support Rowden's growth. Working within the Platforms team, you will own our ERP and broader business application roadmap. Installation and technical support sit with IT. Your remit is the layers above that: processes, data, integrations, and user experience. You will own the ERP end to end: configuration, release and update cycles, feature uplift, master data, and the processes running through it. You'll understand how the system is configured and how it delivers value across the business. You will drive the adoption of agentic AI throughout the business functions (finance, supply chain, manufacturing, projects, people etc), leveraging the common data platform our ERP provides and extending it where necessary. You will be a human centric systems thinker that is passionate about using technology to solve business problems. You do not need to be a developer, but you do need to be comfortable building. You should be technical enough to write an API integration, automate workflows, and build low code applications that improve business processes. Candidates must be eligible for SC clearance. More information about security clearance is available here: Key areas of responsibility As Business Systems Lead at Rowden, you will: Own the ERP: configuration, release and update cycles, feature uplift, master data, and the end-to-end processes that run through it. Own the wider application estate and integration layer: how each system is used, how they integrate, and how they deliver value. Define and maintain the business application roadmap: build investment cases that quantify cost, risk, and return. Own adoption, not just deployment: plan and run change management that makes new systems and processes stick. Hunt for simplification: map how work really happens, remove steps, and automate what remains. Drive agentic AI adoption in business process: identify where agents deliver real value, prototype it, and take it into production with proper controls. Build: write API integrations and develop applications, including low-code tools such as Power Apps, where they solve a problem faster than a purchased product would. Own the user experience of our systems: treat internal users as customers, measure their friction, and design it out. Key skills, experience and behaviours We don't expect anyone to be a 10/10 in every area, and you don't need to tick every single bullet point to apply. What follows is a list of the skills and experience that we think matter most for this role. Different strengths are welcome, and we recognise that people grow into roles like this - don't let this list put you off! Significant hands on experience owning or leading a Tier 1 ERP - with the scars to prove it. Experience owning a portfolio of business applications, not just a single system. Practical integration skills: REST APIs, low-code apps, workflows etc. Real interest and working knowledge of agentic AI, with a view on where it helps and where it doesn't. Track record of process simplification and automation with results you can describe. Systems thinking: you can hold the whole organisation in view and see how a change in one function affects another. About You You are curious about how work actually happens, and you go and look rather than asking for a document. You are excited (and potentially scared) by the power of agentic AI. You are relentless about making things simpler. Complexity offends you. You are a strong communicator and can elicit requirements well. You are platform-agnostic. This is not a role for someone whose entire career has been inside the Microsoft stack. You will need to pick the right tool rather than the familiar one. You care how software feels to use, and you notice when people are quietly working around a system. You explain technical trade-offs to non-technical people without condescension. Working at Rowden We are committed to building a flexible, inclusive, and enabling company. Our aim is to create a diverse team of talented people with unique skills, experience, and backgrounds, so please apply and come as you are! We also recognise the importance of flexible working and support this wherever we can. We typically operate a flexible, hybrid working model, with an average 3 days in the office each week (dependent on the role). We welcome the opportunity to discuss flexibility, part time working requirements and/or workplace adjustments with all our applicants. Rowden is a Disability Confident Committed company, and we actively encourage people with disabilities and health conditions to apply for our roles. Please let us know your requirements early on so that we can make sure you have everything you need up front to help make the recruitment process and experience as easy as possible. Finally, if you feel that you don't meet all the criteria included above but have transferable skills and relevant experience, we'd still love to hear from you!
Rowden
Bristol, Gloucestershire
Talent Sourcing Specialist Department: People & Culture Employment Type: Permanent - Full Time Location: Bristol, UK Reporting To: Guy Franklin Compensation: £40,000 - £45,000 / year Description We're building the UK's next generation engineering powerhouse, providing critical technology that strengthens national security and resilience. We specialise in turning advances in sensing, AI, and communications into operational capability for the edge, where connectivity may be degraded or denied. Our work focuses on accelerating the deployment of technology, improving decision-making for frontline teams, and protecting people and critical assets in demanding environments. Headquartered in Bristol, Rowden employs around 200 people and operates over 20,000 square feet of engineering and manufacturing facilities. We have a growing international footprint and are one of Europe's fastest-growing engineering businesses. The role Rowden operates in markets where candidates aren't browsing job boards and are not always on LinkedIn. Reactive hiring isn't good enough. We need someone who is already talking to the right people before we even know we need them. We're looking for a Talent Sourcing Specialist to build and own our proactive pipeline capability. This is a new function within a small, high-performing People & Talent team, created because we're serious about staying ahead of demand as Rowden continues to scale. This is a role for a resourceful, tenacious sourcer who thrives in specialist markets, builds relationships before they're needed, and turns data plus insight into pipelines that give Rowden a genuine competitive edge. This role offers hybrid working with a minimum of 3 days per week on-site at our Bristol HQ. Candidates must be eligible for SC clearance. More information about security clearance is available here: Key areas of responsibility Build and maintain proactive talent pipelines Develop warm candidate pipelines for Rowden's hardest-to-fill disciplines before vacancies are formally raised. These can range from RF engineering, machine learning, systems engineering and software, through to highly specialist GTM roles. Own Rowden's sourcing strategy across passive candidate channels: LinkedIn Recruiter comes as standard, we're looking for you to inform & build the other channels/platforms we should be utilising. Build and maintain living candidate pools: regularly engage, nurture and update contacts so pipelines stay warm. Ensure the ATS is kept up to date with sourced candidates, pipeline status and engagement history. Deliver talent intelligence and market insight Produce talent mapping outputs that give Rowden a clear view of candidate availability, competitor hiring activity, compensation benchmarks and location considerations. Inform workforce planning decisions by providing data-driven insight on the talent landscape for key disciplines. Track and share market signals that could affect our ability to hire, emerging skills shortages, competitor movements, salary & benefit inflation, in a format the business can act on. Support location strategy decisions with evidence on where relevant candidate pools exist. Partner with the TA team to accelerate hiring Work closely with TA Partners to understand upcoming demand, agree sourcing priorities, and handover qualified pipelines ahead of roles going live. Support TA Partners with headhunting and direct outreach on live roles, particularly for niche or senior searches where inbound volume is low. Run initial candidate engagement and screening conversations to assess interest and fit before passing to the relevant TA Partner. Contribute to shortlist quality by ensuring candidates in the pipeline have been meaningfully assessed, not just collected. Strengthen Rowden's employer brand in specialist communities Represent Rowden credibly and compellingly in conversations with passive candidates, someone who can articulate what makes Rowden different and why it's worth a conversation. Identify and recommend events, communities, and forums where Rowden should have a presence to build brand awareness in key candidate markets. Feed candidate sentiment and market perception back into the TA team to inform how we position Rowden externally. Key skills, experience and behaviours We're less interested in the tools you've used and more interested in your ability to find people others can't. You'll likely bring: Demonstrable experience in proactive sourcing and headhunting, not just reactive CV reviewing. You know how to find passive candidates and, more importantly, how to nurture and bring them into process at the right time. Strong Boolean search skills and fluency with LinkedIn Recruiter. Familiarity with additional sourcing platforms (Metaview, Seekout, JuiceBox, Hackajob or similar) is a plus. Experience sourcing for technical or specialist roles, eg engineering, technology or science disciplines preferred. You don't need to be a subject matter expert, but you need to understand enough to have a credible conversation. A genuine curiosity about the people you're looking for: their career paths, motivations, and what it would take to get them interested. Strong relationship-building skills. You're comfortable reaching out cold and turning that into a warm conversation. A data-driven approach to pipeline management, you track what's working, what isn't, and adjust accordingly. The ability to work autonomously in a fast-moving environment and manage multiple sourcing priorities simultaneously. Experience within defence, national security, deep tech or highly specialist engineering sectors is a significant advantage, but not a requirement. What success looks like Rowden has warm, qualified pipelines in place for its hardest-to-fill roles before those roles are formally opened. Time-to-hire reduces because the TA team isn't starting from scratch every time a vacancy lands. Talent mapping outputs are trusted by the business and actively inform hiring decisions and workforce planning. Candidate quality improves because sourced candidates are genuinely assessed, not just forwarded. Rowden's profile in specialist candidate communities continues to grows, people have heard of us, and they respond when we reach out. Rowden is growing fast in markets that are genuinely hard to hire for. That's not a problem, it's what makes this role interesting. You'll have real influence over how we build our teams, access to modern sourcing tooling, and a TA team that values what you bring. If you're energised by finding the people nobody else can find, and you want to do it somewhere the mission matters, we'd like to hear from you. Working at Rowden We are committed to building a flexible, inclusive, and enabling company. Our aim is to create a diverse team of talented people with unique skills, experience, and backgrounds, so please apply and come as you are! We also recognise the importance of flexible working and support this wherever we can. We typically operate a flexible, hybrid-working model, with an average 3 days in the office each week (dependent on the role). We welcome the opportunity to discuss flexibility, part-time working requirements and/or workplace adjustments with all our applicants. Rowden is a Disability Confident Committed company, and we actively encourage people with disabilities and health conditions to apply for our roles. Please let us know your requirements early on so that we can make sure you have everything you need up front to help make the recruitment process and experience as easy as possible. Finally, if you feel that you don't meet all the criteria included above but have transferable skills and relevant experience, we'd still love to hear from you!
Talent Sourcing Specialist Department: People & Culture Employment Type: Permanent - Full Time Location: Bristol, UK Reporting To: Guy Franklin Compensation: £40,000 - £45,000 / year Description We're building the UK's next generation engineering powerhouse, providing critical technology that strengthens national security and resilience. We specialise in turning advances in sensing, AI, and communications into operational capability for the edge, where connectivity may be degraded or denied. Our work focuses on accelerating the deployment of technology, improving decision-making for frontline teams, and protecting people and critical assets in demanding environments. Headquartered in Bristol, Rowden employs around 200 people and operates over 20,000 square feet of engineering and manufacturing facilities. We have a growing international footprint and are one of Europe's fastest-growing engineering businesses. The role Rowden operates in markets where candidates aren't browsing job boards and are not always on LinkedIn. Reactive hiring isn't good enough. We need someone who is already talking to the right people before we even know we need them. We're looking for a Talent Sourcing Specialist to build and own our proactive pipeline capability. This is a new function within a small, high-performing People & Talent team, created because we're serious about staying ahead of demand as Rowden continues to scale. This is a role for a resourceful, tenacious sourcer who thrives in specialist markets, builds relationships before they're needed, and turns data plus insight into pipelines that give Rowden a genuine competitive edge. This role offers hybrid working with a minimum of 3 days per week on-site at our Bristol HQ. Candidates must be eligible for SC clearance. More information about security clearance is available here: Key areas of responsibility Build and maintain proactive talent pipelines Develop warm candidate pipelines for Rowden's hardest-to-fill disciplines before vacancies are formally raised. These can range from RF engineering, machine learning, systems engineering and software, through to highly specialist GTM roles. Own Rowden's sourcing strategy across passive candidate channels: LinkedIn Recruiter comes as standard, we're looking for you to inform & build the other channels/platforms we should be utilising. Build and maintain living candidate pools: regularly engage, nurture and update contacts so pipelines stay warm. Ensure the ATS is kept up to date with sourced candidates, pipeline status and engagement history. Deliver talent intelligence and market insight Produce talent mapping outputs that give Rowden a clear view of candidate availability, competitor hiring activity, compensation benchmarks and location considerations. Inform workforce planning decisions by providing data-driven insight on the talent landscape for key disciplines. Track and share market signals that could affect our ability to hire, emerging skills shortages, competitor movements, salary & benefit inflation, in a format the business can act on. Support location strategy decisions with evidence on where relevant candidate pools exist. Partner with the TA team to accelerate hiring Work closely with TA Partners to understand upcoming demand, agree sourcing priorities, and handover qualified pipelines ahead of roles going live. Support TA Partners with headhunting and direct outreach on live roles, particularly for niche or senior searches where inbound volume is low. Run initial candidate engagement and screening conversations to assess interest and fit before passing to the relevant TA Partner. Contribute to shortlist quality by ensuring candidates in the pipeline have been meaningfully assessed, not just collected. Strengthen Rowden's employer brand in specialist communities Represent Rowden credibly and compellingly in conversations with passive candidates, someone who can articulate what makes Rowden different and why it's worth a conversation. Identify and recommend events, communities, and forums where Rowden should have a presence to build brand awareness in key candidate markets. Feed candidate sentiment and market perception back into the TA team to inform how we position Rowden externally. Key skills, experience and behaviours We're less interested in the tools you've used and more interested in your ability to find people others can't. You'll likely bring: Demonstrable experience in proactive sourcing and headhunting, not just reactive CV reviewing. You know how to find passive candidates and, more importantly, how to nurture and bring them into process at the right time. Strong Boolean search skills and fluency with LinkedIn Recruiter. Familiarity with additional sourcing platforms (Metaview, Seekout, JuiceBox, Hackajob or similar) is a plus. Experience sourcing for technical or specialist roles, eg engineering, technology or science disciplines preferred. You don't need to be a subject matter expert, but you need to understand enough to have a credible conversation. A genuine curiosity about the people you're looking for: their career paths, motivations, and what it would take to get them interested. Strong relationship-building skills. You're comfortable reaching out cold and turning that into a warm conversation. A data-driven approach to pipeline management, you track what's working, what isn't, and adjust accordingly. The ability to work autonomously in a fast-moving environment and manage multiple sourcing priorities simultaneously. Experience within defence, national security, deep tech or highly specialist engineering sectors is a significant advantage, but not a requirement. What success looks like Rowden has warm, qualified pipelines in place for its hardest-to-fill roles before those roles are formally opened. Time-to-hire reduces because the TA team isn't starting from scratch every time a vacancy lands. Talent mapping outputs are trusted by the business and actively inform hiring decisions and workforce planning. Candidate quality improves because sourced candidates are genuinely assessed, not just forwarded. Rowden's profile in specialist candidate communities continues to grows, people have heard of us, and they respond when we reach out. Rowden is growing fast in markets that are genuinely hard to hire for. That's not a problem, it's what makes this role interesting. You'll have real influence over how we build our teams, access to modern sourcing tooling, and a TA team that values what you bring. If you're energised by finding the people nobody else can find, and you want to do it somewhere the mission matters, we'd like to hear from you. Working at Rowden We are committed to building a flexible, inclusive, and enabling company. Our aim is to create a diverse team of talented people with unique skills, experience, and backgrounds, so please apply and come as you are! We also recognise the importance of flexible working and support this wherever we can. We typically operate a flexible, hybrid-working model, with an average 3 days in the office each week (dependent on the role). We welcome the opportunity to discuss flexibility, part-time working requirements and/or workplace adjustments with all our applicants. Rowden is a Disability Confident Committed company, and we actively encourage people with disabilities and health conditions to apply for our roles. Please let us know your requirements early on so that we can make sure you have everything you need up front to help make the recruitment process and experience as easy as possible. Finally, if you feel that you don't meet all the criteria included above but have transferable skills and relevant experience, we'd still love to hear from you!
Rowden
Bristol, Gloucestershire
Senior Talent Acquisition Partner, GTM & Commercial Department: People & Culture Employment Type: Permanent - Full Time Location: Bristol, UK Reporting To: Guy Franklin Compensation: £65,000 - £75,000 / year Description We're building the UK's next generation engineering powerhouse, providing critical technology that strengthens national security and resilience. We specialise in turning advances in sensing, AI, and communications into operational capability for the edge, where connectivity may be degraded or denied. Our work focuses on accelerating the deployment of technology, improving decision making for frontline teams, and protecting people and critical assets in demanding environments. Headquartered in Bristol, Rowden employs around 200 people and operates over 20,000 square feet of engineering and manufacturing facilities. We have a growing international footprint and are one of Europe's fastest growing engineering businesses. The Role Rowden is growing fast. We're winning programmes, expanding internationally, and building out the commercial teams that will define how we scale. Finding the right sales, business development and capture talent in specialist markets, across multiple geographies, is one of the most consequential things we can do right now. We're looking for a Senior Talent Acquisition Partner to own GTM and commercial hiring across Rowden. This is an end to end, specialist role: you'll be responsible for sourcing, pipeline development, candidate assessment and end to end delivery across Sales, BD, Capture, Customer Success and related commercial functions, including our growing US presence. This is a role for someone who understands that hiring great commercial talent looks different from hiring engineers: the networks are different, the motivations are different, and the ability to assess a candidate's commercial credibility takes a different kind of judgement. You'll be part of a small, high performing People and Talent team, operating as a genuine partner to the business, not a CV forwarding service. This role offers hybrid working with a minimum of 3 days per week on site at our Bristol HQ. Candidates must be eligible for SC clearance. More information about security clearance is available here: Key areas of responsibility You'll own GTM and commercial hiring end to end.This includes (but is not limited to) the following: Take full ownership of the hiring lifecycle for Sales, Business Development, Capture, Revenue Operations, and related commercial roles across Rowden, from briefing through to offer. Build and manage strong shortlists through proactive outreach and headhunting as well as inbound channel management, rather than relying on applications alone. Conduct structured candidate assessments that go beyond CV screening, evaluating commercial credibility, track record, cultural alignment and the specific judgement each role requires. Manage multiple live roles simultaneously, prioritising effectively and keeping hiring managers and candidates well informed at every stage. Build proactive pipelines for hard to fill commercial roles Develop warm candidate pipelines for priority GTM and commercial disciplines before roles are formally raised, particularly for senior, specialist, or globally scoped positions. Maintain an active network of commercial talent across defence, deep tech, government, and adjacent markets, engaging candidates before they're needed. Work closely with the Sourcing Specialist to agree priorities, share market intelligence, and ensure pipelines are ready when hiring demand lands. Stay close to the competitive landscape, understanding where strong commercial talent exists, who's moving, and what it takes to attract them to Rowden. Act as a genuine partner to GTM and commercial hiring managers Build trusted, productive relationships with hiring managers across Revenue Operations, Business Development, and commercial leadership, understanding their team structures, strategic direction, and what good looks like for their roles. Lead structured briefing meetings that set clear expectations, define the ideal candidate profile, and agree a realistic hiring plan. Provide honest, data informed counsel on market conditions, candidate availability, and compensation, including when a brief needs to flex. Coach hiring managers on interview technique, assessment frameworks, and candidate experience, ensuring every process reflects well on Rowden. Lead Rowden's US and international commercial hiring Take ownership of commercial hiring across Rowden's growing US footprint, navigating the nuances of sourcing, assessing and closing candidates in a different market. Develop fluency in US defence and technology commercial talent markets, understanding the candidate landscape, compensation norms, and how Rowden's proposition lands with US based hires. Build relationships with US based commercial talent proactively, ahead of formally scoped roles, to shorten lead times as Rowden's business scales. Work effectively across time zones, adapting communication and process to ensure a consistently strong experience for candidates and hiring managers regardless of location. Key skills, experience and behaviours We're less interested in volume and more interested in the quality of your judgement; on candidates, on markets, and on what great GTM & commercial hiring actually requires. You'll likely bring: Significant experience hiring GTM and commercial roles - Sales, Business Development, Capture, Revenue Operations, or similar. You've owned these searches end to end, not just supported them. A blend of agency and inhouse recruitment experience. Familiarity with defence, national security, deep tech, government, or other specialist B2B technology markets. A track record of proactive sourcing and headhunting for commercial talent, not just managing inbound pipelines. You know how to find and engage candidates who aren't looking. International hiring experience, ideally including the US market. You understand how commercial talent markets differ across geographies and can navigate that confidently. Strong commercial acumen, you can assess a candidate's track record critically, hold a credible conversation about their experience, and make confident recommendations to the business. The ability to build genuine partnerships with senior commercial stakeholders, including when that means pushing back or delivering difficult market realities. Experience operating in high growth, fast moving environments where priorities shift and pace is non negotiable. Comfort working with a high degree of autonomy: you create your own structure, manage your own pipeline, and don't need to be chased. What success looks like Commercial roles are filled with the right people, in competitive timescales, without over reliance on agencies. Hiring managers in GTM and commercial functions trust your judgement and engage you early, not when they're already behind. Rowden has warm pipelines of commercial talent before roles are formally raised, reducing time to hire for the positions that matter most. Candidates (hired and not) leave the process with a strong impression of Rowden, regardless of outcome. Rowden's US commercial hiring capability is established, with active pipelines and a growing network in place. Why Rowden? Rowden is building commercial teams in markets that are genuinely complex; defence technology, national security, and operational edge environments where the stakes are real. You'll be hiring people who go on to shape how Rowden grows, not filling boxes on an org chart. If you want to do serious commercial hiring, in a business that's growing fast and values the people who help it do that, we'd like to hear from you. Working at Rowden We are committed to building a flexible, inclusive, and enabling company. Our aim is to create a diverse team of talented people with unique skills, experience, and backgrounds, so please apply and come as you are! We also recognise the importance of flexible working and support this wherever we can. We typically operate a flexible, hybrid working model, with an average 3 days in the office each week (dependent on the role). We welcome the opportunity to discuss flexibility, part time working requirements and/or workplace adjustments with all our applicants. Rowden is a Disability Confident Committed company, and we actively encourage people with disabilities and health conditions to apply for our roles. Please let us know your requirements early on so that we can make sure you have everything you need up front to help make the recruitment process and experience as easy as possible. Finally, if you feel that you don't meet all the criteria included above but have transferable skills and relevant experience, we'd still love to hear from you!
Senior Talent Acquisition Partner, GTM & Commercial Department: People & Culture Employment Type: Permanent - Full Time Location: Bristol, UK Reporting To: Guy Franklin Compensation: £65,000 - £75,000 / year Description We're building the UK's next generation engineering powerhouse, providing critical technology that strengthens national security and resilience. We specialise in turning advances in sensing, AI, and communications into operational capability for the edge, where connectivity may be degraded or denied. Our work focuses on accelerating the deployment of technology, improving decision making for frontline teams, and protecting people and critical assets in demanding environments. Headquartered in Bristol, Rowden employs around 200 people and operates over 20,000 square feet of engineering and manufacturing facilities. We have a growing international footprint and are one of Europe's fastest growing engineering businesses. The Role Rowden is growing fast. We're winning programmes, expanding internationally, and building out the commercial teams that will define how we scale. Finding the right sales, business development and capture talent in specialist markets, across multiple geographies, is one of the most consequential things we can do right now. We're looking for a Senior Talent Acquisition Partner to own GTM and commercial hiring across Rowden. This is an end to end, specialist role: you'll be responsible for sourcing, pipeline development, candidate assessment and end to end delivery across Sales, BD, Capture, Customer Success and related commercial functions, including our growing US presence. This is a role for someone who understands that hiring great commercial talent looks different from hiring engineers: the networks are different, the motivations are different, and the ability to assess a candidate's commercial credibility takes a different kind of judgement. You'll be part of a small, high performing People and Talent team, operating as a genuine partner to the business, not a CV forwarding service. This role offers hybrid working with a minimum of 3 days per week on site at our Bristol HQ. Candidates must be eligible for SC clearance. More information about security clearance is available here: Key areas of responsibility You'll own GTM and commercial hiring end to end.This includes (but is not limited to) the following: Take full ownership of the hiring lifecycle for Sales, Business Development, Capture, Revenue Operations, and related commercial roles across Rowden, from briefing through to offer. Build and manage strong shortlists through proactive outreach and headhunting as well as inbound channel management, rather than relying on applications alone. Conduct structured candidate assessments that go beyond CV screening, evaluating commercial credibility, track record, cultural alignment and the specific judgement each role requires. Manage multiple live roles simultaneously, prioritising effectively and keeping hiring managers and candidates well informed at every stage. Build proactive pipelines for hard to fill commercial roles Develop warm candidate pipelines for priority GTM and commercial disciplines before roles are formally raised, particularly for senior, specialist, or globally scoped positions. Maintain an active network of commercial talent across defence, deep tech, government, and adjacent markets, engaging candidates before they're needed. Work closely with the Sourcing Specialist to agree priorities, share market intelligence, and ensure pipelines are ready when hiring demand lands. Stay close to the competitive landscape, understanding where strong commercial talent exists, who's moving, and what it takes to attract them to Rowden. Act as a genuine partner to GTM and commercial hiring managers Build trusted, productive relationships with hiring managers across Revenue Operations, Business Development, and commercial leadership, understanding their team structures, strategic direction, and what good looks like for their roles. Lead structured briefing meetings that set clear expectations, define the ideal candidate profile, and agree a realistic hiring plan. Provide honest, data informed counsel on market conditions, candidate availability, and compensation, including when a brief needs to flex. Coach hiring managers on interview technique, assessment frameworks, and candidate experience, ensuring every process reflects well on Rowden. Lead Rowden's US and international commercial hiring Take ownership of commercial hiring across Rowden's growing US footprint, navigating the nuances of sourcing, assessing and closing candidates in a different market. Develop fluency in US defence and technology commercial talent markets, understanding the candidate landscape, compensation norms, and how Rowden's proposition lands with US based hires. Build relationships with US based commercial talent proactively, ahead of formally scoped roles, to shorten lead times as Rowden's business scales. Work effectively across time zones, adapting communication and process to ensure a consistently strong experience for candidates and hiring managers regardless of location. Key skills, experience and behaviours We're less interested in volume and more interested in the quality of your judgement; on candidates, on markets, and on what great GTM & commercial hiring actually requires. You'll likely bring: Significant experience hiring GTM and commercial roles - Sales, Business Development, Capture, Revenue Operations, or similar. You've owned these searches end to end, not just supported them. A blend of agency and inhouse recruitment experience. Familiarity with defence, national security, deep tech, government, or other specialist B2B technology markets. A track record of proactive sourcing and headhunting for commercial talent, not just managing inbound pipelines. You know how to find and engage candidates who aren't looking. International hiring experience, ideally including the US market. You understand how commercial talent markets differ across geographies and can navigate that confidently. Strong commercial acumen, you can assess a candidate's track record critically, hold a credible conversation about their experience, and make confident recommendations to the business. The ability to build genuine partnerships with senior commercial stakeholders, including when that means pushing back or delivering difficult market realities. Experience operating in high growth, fast moving environments where priorities shift and pace is non negotiable. Comfort working with a high degree of autonomy: you create your own structure, manage your own pipeline, and don't need to be chased. What success looks like Commercial roles are filled with the right people, in competitive timescales, without over reliance on agencies. Hiring managers in GTM and commercial functions trust your judgement and engage you early, not when they're already behind. Rowden has warm pipelines of commercial talent before roles are formally raised, reducing time to hire for the positions that matter most. Candidates (hired and not) leave the process with a strong impression of Rowden, regardless of outcome. Rowden's US commercial hiring capability is established, with active pipelines and a growing network in place. Why Rowden? Rowden is building commercial teams in markets that are genuinely complex; defence technology, national security, and operational edge environments where the stakes are real. You'll be hiring people who go on to shape how Rowden grows, not filling boxes on an org chart. If you want to do serious commercial hiring, in a business that's growing fast and values the people who help it do that, we'd like to hear from you. Working at Rowden We are committed to building a flexible, inclusive, and enabling company. Our aim is to create a diverse team of talented people with unique skills, experience, and backgrounds, so please apply and come as you are! We also recognise the importance of flexible working and support this wherever we can. We typically operate a flexible, hybrid working model, with an average 3 days in the office each week (dependent on the role). We welcome the opportunity to discuss flexibility, part time working requirements and/or workplace adjustments with all our applicants. Rowden is a Disability Confident Committed company, and we actively encourage people with disabilities and health conditions to apply for our roles. Please let us know your requirements early on so that we can make sure you have everything you need up front to help make the recruitment process and experience as easy as possible. Finally, if you feel that you don't meet all the criteria included above but have transferable skills and relevant experience, we'd still love to hear from you!