Part-time People Manager

Data Never Lies is a UK based team that believes in the power of facts over guesswork. For years, we’ve been helping businesses dig into the darkest corners of their data (and yes, data does have dark corners—usually where no one bothers to clean up) to turn insights into action.

Job Description

This is a remote position.

What you’ll do (long-term)

Roughly: 40% Recruiting & Community · 30% People Ops · 30% Culture & Environment

1. Recruiting & Candidate Community (≈40%)

• Build and grow our candidate community from ~1,000 to 3,000 people during 2026
  • Core profiles: Data Analysts, Data Engineers, Analytics Engineers, BI Designers, Project Managers
    
  • Mostly middle / senior
    
  • ~80% focus on Kazakhstan
    
• Set up and run the recruiting process (from job posting to offer)
  
• Publish and promote our roles on job boards and paid placements
  
• Keep our candidate database clean and alive:
  • Make sure at least 10% of the database is “engaged” – updated profile in the last 3 months, reacts to our messages, comes to events, etc.
    
  • Help candidates easily update their status visually (availability, rate, role, etc.)
    
• Work with our tools:
  • Airtable as internal “OS”
    
  • Zoho Recruit as our ATS (we’re actively moving there)
    
• Help us close roles faster and more from our own community, not just the outside market.
  

2. People Operations (≈30%)

• Put order into documents, contracts and processes
  • Everyone has a clear contract, stored in the right place, with the right terms
    
  • Format now: fixed contract with hourly rate, contract with Solo as contractor
    
• Support our onboarding:
  • Make joining Data Never Lies simple, warm and structured
    
  • From “offer accepted” to “I feel part of the team”
    
• Help with payments to contractors and team members:
  • One of your key projects – research, choose and help implement a system like Deel (or similar) for payouts
    
• Make sure people know:
  • How things work
    
  • Who to ask
    
  • Where to find answers and documents
    

3. Culture, Environment & Internal Events (≈30%)

• Build a comfortable environment where people want to stay and grow
  
• Regularly collect feedback:
  • What’s hard?
    
  • What’s annoying?
    
  • What’s missing?
    
  • And help turn feedback into real changes, not just surveys
    
• Organize internal online events (we’re fully distributed):
  • Key team meetings, internal demos, light community-style sessions
    
  • Our goal: 90% of the team participates in key events
    
• Keep an eye on eNPS and engagement:
  • We want a high eNPS and a team that honestly says: “Yes, I like working here”
    

What success looks like in 12–14 months

• Candidate base grown from 1,000 → 3,000 people in 2026
  • With a clear focus on Kazakhstan (≈80%)
    
  • At least 10% of community members are “alive and engaged”
    
• A working, transparent recruiting process in: TBD Zoho Recruit + Airtable
  
• Payment system for contractors (e.g. Deel or similar) researched, chosen and implemented
  
• Onboarding is documented, repeatable, and positively rated by new joiners
  
• At least 90% of the team participates in key internal events
  
• TBD: We see strong eNPS and a feeling that “things are much clearer and calmer now”
  

How we work

• Part-time, with gradual ramp-up:
  • Month 1: 20–30 hours total, one focused area
    
  • Months 2–3: more tasks and higher intensity (still part-time)
    
  • Then ongoing monthly collaboration if we’re both happy
    
• Remote-first, distributed team, HQ in London, UK
  
• Main time zone: UK
  • Flexible schedule, but with two fixed syncs per week in UK time
    
• Communication:
  • Slack for async
    
  • Zoom for calls
    
• Infrastructure:
  • We are a Microsoft shop
    
  • You should be comfortable working via remote desktop when needed
    
• You’ll report directly to the CEO
  

How we’ll start (collaboration plan)

We don’t want to dive into a heavy load from day one. Instead, we’ll start gradually:

1. Month 1 — Trial, light load (20–30 hours in total)
   • We agree on one clear, focused area (for example: candidate database structure, payment system research, or onboarding flow).
     
   • You work mostly on this area, with a light load and close communication.
     
   • Goal: see how we work together, get a visible result, and adjust expectations.
     
2. Months 2–3 — Extended trial, higher intensity
   • If both sides are happy, we add several parallel tasks across recruiting, people ops and/or culture.
     
   • Load increases (still part-time, but more active involvement).
     
   • Goal: test collaboration in a more realistic mode.
     
3. After Month 3 — Ongoing collaboration
   • If everything works well, we continue on a monthly, part-time basis with a stable workload and longer-term goals.
     
   • The role can gradually grow into Head of People as the team scales.
     

Who you are

We’re looking for a person who is:

• Sharp, witty and a bit ironic – you enjoy light humour and don’t take HR-speak too seriously
  
• Energetic and proactive – you don’t just “support processes”, you suggest and drive improvements
  
• Caring and people-focused – you truly worry about the team’s experience and environment
  
• Comfortable working remotely with distributed teams
  
• Has experience in People / HR / Talent in small or growing companies (preferably tech, product, or agencies)
  
• Used to working with ATS / HR systems (Zoho Recruit and Airtable would be a plus, but not mandatory)
  

Language requirements (must-have):

• Strong conversational English (you can comfortably speak, clarify, negotiate, and joke on calls)
  
• Russian is a plus, but not mandatory — some of the team is Russian-speaking
  

Growth:

• Ready to grow with us: this role can evolve into Head of People in 2–3 years as the team scales
  • We expect ~14–18 people by the end of 2026,
    
  • and 30–40 people by the end of 2027