HSPG’s mission is to put a roof over the heads of the people who need it most.

Having somewhere to call home is one of our most important basic human needs. The housing shortage presents one of the biggest social crises in the UK. We’re here to create thousands of homes to alleviate that.

HSPG is a social impact real estate company: building partnerships, creating homes, developing communities. At the heart of our Living Sector platform isPPHA, the Group’s For Profit Registered Provider: co-owned in a Joint Venture by HSPG and global investment firm Sixth Street. We are backed by over £1bn, made up of equity and debt. As one of Homes England’s Strategic Partners, we have an additional £150m to deploy. We deliver Section 106 and grant-funded Affordable Rent and Shared Ownership homes at scale.

We can only scale at our desired pace through innovation. We are living through one of the most significant technology shifts in history, and we plan to drive our growth through tech-first, AI-enabled solutions. We expect everyone on the team to look for the tech solution first.

PPHA’s north star is to create homes for more than 8,000 families and individuals by 2030.

• People: you're fascinated by people, constantly building your network, focusing on quality not quantity, and always asking “are they a good culture fit for HSPG?”
• Pace: great candidates don't stay available for long. You create momentum, remove bottlenecks and relentlessly follow up, using AI to help achieve pace.
• The market: you know what great talent looks like, where to find it, what competitors are doing and what candidates expect.

• Judgement: you have excellent instincts for people but don't rely on instinct alone, combining curiosity, evidence, data, structured assessment and references to make better hiring decisions.
• Sourcing: you know how to find people who aren't actively looking. LinkedIn is one tool, not your entire recruitment strategy.
• Challenging: you aren't an order-taker. If a hiring manager's brief is unrealistic, too narrow or focused in the wrong areas, you'll challenge it.
• Execution: you're organised, fast and relentless with follow-up. Candidates don't disappear into a black hole and hiring managers aren't allowed to stall processes unnecessarily.

• Understand HSPG and its hiring needs: review every live role and talent pipeline, identifying quick wins and opportunities to improve hiring quality, pace and sourcing.
• Take complete ownership of HSPG's end-to-end recruitment process from attraction to onboarding handover.
• Build strong relationships with every hiring manager and demonstrate that you can source, screen and interview in the HSPG way.
• Review our recruitment budget, Greenhouse and our existing tools, implementing efficient improvements.
• Build an initial talent map for our most business-critical and difficult-to-hire roles.
• Introduce AI and automation into appropriate parts of recruitment, while keeping the candidate experience personal and human.

• Reduce time to hire and cost to hire, while maintaining or improving the quality of people joining HSPG.
• Review our agency relationships and establish where we genuinely need external support versus what we can deliver directly.
• Improve candidate communication and establish a unique, positive and kind candidate experience.
• Build a year-round talent pipeline strategy with measurable data across sourcing, conversion, duration, cost and quality of hire.
• Work alongside the marketing and brand team to establish HSPG as a business that top talent actively want to join and stay at.
• Create talent communities/pipelines for HSPG's future roles.
• Demonstrate strong quality of hire through successful probation outcomes and hiring-manager feedback.