Growth Lead (GTM/B2B)

Our Mission
Human time and effort is the rarest thing in the universe. The fact that so many people hate what they do for work is a disaster on so many levels. How many people live quiet lives of misery? How many generational talents do we miss due to circumstance?

Dex’s mission is to close the gap between Talent & Opportunity, we believe that work, and being productive, is part of the human condition, that regardless of AI, human passion, ingenuity and a desire to do things means that work will always exist.

We are building Dex to create a future where technology helps every individual to understand their strengths, interests and unique abilities, and to connect with opportunities where they can thrive, because more people doing things they love leads to a better, happier and more productive world.

We are starting by connecting the world’s most ambitious software engineers with the companies that deserve them.

The role

Dex’s candidate side runs on an AI agent. The client side, how companies find us, become clients, and hire through us, still runs on people and effort. It works today. As we grow, it needs a system behind it. That’s what you’ll build.

You’ll be our first dedicated B2B GTM hire, and you’ll build the system that runs the client side of the business: the sales pipeline, the CRM, the automations, the client-management engine. Your founder and team handle the relationships and the close; you’ll give them the machine that makes every one of those relationships successful.

This is a rare kind of role for someone a few years into their career: part operator, part builder, part architect of a commercial engine that doesn’t exist yet.

You’ll build it AI-first, the same way we build everything at Dex. Dex is an AI-native company — we build with AI, we run on AI, and the machine you build should have it in its bones.

This is a strong fit if you’re a few years into your career and already the person who builds the systems everyone else works in.

We’re still learning exactly where the early priorities sit, so some of this will sharpen over your first few months. The core of it stays the same: turning effort into systems.

You’ll grow this role as Dex grows, and as you prove out what it needs, you’ll shape what comes next.

What you’ll build

The sales pipeline, operationalised

• Own the mechanics of every deal from first conversation to signed client and live roles: stages, owners, next steps, handoffs
• Build the qualification, follow-up and deal-support workflows — pitch materials, proposals and case studies ready before they’re asked for — so nothing slips and no deal stalls for want of admin
• Own the pipeline data — conversion by stage, deal velocity, forecasts — so the weekly numbers are trusted and decisions get faster

The CRM and client engine

• Make the CRM the single source of truth for every company, contact, deal and role — nothing lives in anyone’s head
• Build repeatable onboarding for new clients and account-management rhythms for live ones
• Create the plays for expansion and repeat roles, and the feedback loops that get client insight back into the product

Automation and AI, everywhere

• Anything done twice gets a workflow. Follow-ups, onboarding steps, meeting prep, proposals, reporting — automate it
• We’re an AI company and we expect you to work like one: LLMs and agents are your default tools, not an experiment

What success looks like in your first 6 months

• Every client, contact and deal lives in the CRM with a stage, an owner and a next step — the pipeline is legible at a glance
• Every live deal has a clear next step and nothing slips — follow-ups, proposals and pitch materials go out the day they’re needed, because the machine drafts them
• New-client onboarding is a playbook measured in days, not an improvised scramble
• The team’s client-facing time goes on pitching, closing and relationships — not admin
• We know our client-side numbers cold: conversion by stage, by channel, by segment — and where the machine needs upgrading next

What we’re looking for

We care more about how you think and operate than perfect experience. You will likely be someone who:

• Has 2–4 years operating in or around B2B revenue in an early-stage startup environment (Seed–Series B) - in growth, sales ops, revops or a founder’s-associate-style role
• Thinks in systems: you see a task done twice and itch to automate it; you build process where it helps and kill it where it doesn’t
• Is technical enough to build without waiting for permission — you can make a serious CRM do real work, wire tools together with APIs and webhooks, and turn messy data into something trustworthy; SQL fluency is a real plus
• Has revenue or ops systems you’ve built before, with results you can point to
• Is commercially sharp — you optimise for signed clients and filled roles, not pretty dashboards
• Communicates clearly in writing and verbally; a lot of B2B growth is writing
• Takes initiative, brings order to ambiguity
• Is AI native: you already use LLMs and agents to do a week’s work in a day

What We Offer

• Above market salary — we’re building a world class team and believe pay should match that ambition
• Significant equity — we want this to be the last job you ‘have’ to take
• Full private healthcare & dental — because life happens and we want to support you
• Fertility benefits & enhanced parental support
• Gym membership & wellness benefits
• Claude tokens — lots and lots of Claude tokens
• Regular socials, offsites and an annual trip
• MacBook Pro + team kit
• “Whatever you need” approach to tools and support

Practical details

• Right to work in the UK is required
• We are unable to provide visa sponsorship

Interview process

We move quickly and with conviction. Broadly you can expect:

1. We love it when candidates have experimented with our agent, Dex. Even if you aren’t an Engineer, you can get a sense of what we’re building, and we love to hear your feedback.
2. A 30m video call with our Internal Talent Lead; we’ll share more about the team, role and business before asking questions about your experience and fit.
3. Hiring Manager call: we’ll share more specific context on short and medium-term objectives and ask deeper questions relative to the role requirements.
4. Most roles involve a practical task to better understand how you work. Usually completed offline and reviewed by the team.
5. Onsite interview loop where you’ll visit the office, meet a cohort of the team, one interview centred on the task you produced, another on Dex culture and values, with a final interview with our Founder, Paddy.

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