People & Talent Manager
Sparta is revolutionising the commodity trading industry with a B2B SAAS that does away with the Excel spreadsheets that traders have been working with for decades.
They are therefore ready to grow the company. Do you want to know more details?... Join me!
Let's take a look back at how they got to this point... ^__ ^
Felipe (CEO) and Miles (COO) decided to leave the world of oil trading in 2019, after working in this field for more than 35 years. Knowing that the wave of digitalisation, and new technologies had not yet reached the commodities trading market. Together with Luis (CTO), they decided to start Sparta, in order to automate, optimize, and increase the productivity of commodities traders.
Beeing a good trader demands knowing how to take decisions. To do so, you need to have all the relevant information at your fingertips, so that you can take advantage of market opportunities. This means being faster than your competitors. This is where Sparta has revolutionised the industry: its platform not only aggregates the most relevant information, but also processes it and allows traders to communicate efficiently and effectively with their teams. In addition, they allow trading firms to create their own databases, featuring the most relevant historical information, in order to learn from previous experiences. All this happens on the cloud, and it's therefore accessible from anywhere, meaning remote work is possible in a sector in which it is not common, at all.
Later in 2020, they launched their MVP on the web and on iOS, and in 2021, they focused on growing the team and developing the tool. Currently, they are concentrating on growing, expanding into other markets, and making use of all the data they currently have.
You will serve as the company's strategic advisor, taking full control and ownership, attracting, retaining, and training exceptional players, and being the company's advocate.
As part of the hiring process, you will collaborate with the CEO to understand the company's organizational structure.
Since the company is preparing to take off, they need someone with hands-on experience and an entrepreneurial mindset to help them in this challenge and to become the Chief People Officer.
Sparta's growth and bottom line will be supported by optimizing two main axes: hiring, training, and professional development to ensure these activities support the company's growth and financial performance.
And last but not least, you'll work with the organization to continue defining its culture. Your responsibilities include bringing this culture to life through strategic storytelling. Over time, you'll become a cultural influencer, having the ability to tell great stories and reinforce and stitch together the culture and shared values across the candidate and employee lifecycles.
Sparta is a startup scale-up. They have closed a funding round. So you’ll land at a crucial moment, where you’ll learn by doing, and grow at the same time as the company.
En 1 mes
You’ll meet the whole team and understand how the company works.
In order to be able to start working on the most critical aspect, you will have to work hand-in-hand with the C-levels. Hiring strategy can include not only prioritizing them, but establishing a strategy to recruit people who meet the company's requirements in all divisions.
Hiring: You’ll participate and execute a strategic plan to source, interview, hire only A-players
Onboarding: You’ll create an onboarding program for new employees.
Culture: You’ll become the company’s advocate and a great storyteller of Sparta’s values in order to foster and ensure that every initiative and communication effort meet the company’s culture.
Retention: You’ll develop and implement a retention and training plan to align professional development with the company’s growth and bottom-line ambitions.
Growing: Over time, you’ll hire and grow your own team to execute the above plans efficiently and effectively.
Sparta works in an Agile framework, and they document everything in Confluence so that the information is always accessible ;) They communicate via Slack and meet vía Zoom.
The development team has retrospective meetings, every two weeks. As the team grows, you’ll have to define where and how you want the whole team to reach out.
It’s extremely vital that you create a space where information flows, and that the culture is transmitted, reinforcing it as the team grows.
They’ll be happy to hear new ideas and discuss them with you. When you decide to do something, do not doubt they will help you get it done.
Sparta has a defined culture, with its values and mission, but you’ll arrive to help them improve what they have and to build from scratch.
It’ll be a hell of a challenge, but how many times do you find opportunities like this one?
At Sparta, staff really DO enjoy flexible working hours. The only thing they ask is that all members of the team are available during a particular time slot so that you can coordinate (you know, the daily, the Retro, meetings to discuss decisions, etc.).
Día laborableJornada completa
Sparta began as a 100% REMOTE company. Philip is based in Geneva, Miles in London, and Louis in Basel.
They want their product team to be based in Spain, but they strongly believe in the advantages of working remotely and in work-life balance, so you might have colleagues from Cordoba, Salamanca, Valencia or Majorca :)
However, your expenses will be covered if you'd prefer to work in a co-working space.
What's more, they plan to meet up in person from time to time in a chosen location, so that it's not all virtual. Their first off-site meeting was a great success!
The team is well-balanced, experienced, and well-oiled ❤️🔥. New staff will be added, but to date, the team consists of 20 people making the product a reality :).
- Felipe Elink (CEO) - Has more than 15 years of experience in oil trading, particularly petrols and biofuels in BP and Gunvor (the fourth largest oil trading company in the world). He's Spanish, married, and has three children.
- Miles Moseley (COO) - With more than 20 years of experience in petrol trading at BP. He's English, married and has two children.
- Luis Ibáñez (CTO) - Has spent ten years working as a programmer and another five managing development teams. He has worked in Spain, London, and Switzerland. His latest venture was with Roche Pharmaceuticals. He has twice built teams from scratch and his ideas for keeping team members happy involve doing everything he expected to be done when he was a programmer.
- Javier López (Data Lead) - Javi is a born leader. With almost ten years of experience as a backend programmer, machine learning, and big data. He is key to the evolution of Sparta's product as well as to the medium- and long-term vision of the team.
Among them, there are some real manfredites... And more coming soon 😉.
- A recruitment background with a focus on tech profiles
- Working experience in tech companies.
- A track record of collaborating with diverse teams
- A hands-on attitude, with the ability to roll up your sleeves and execute solutions.
- A proven record of working in a fast-paced environment, and/or in a startup.
Buscan profesionales que tengan los conocimientos necesarios para desempeñar las funciones del puesto, independientemente de la tecnología utilizada.
Capacidad de dar feedback
Adaptabilidad al cambio
Capacidad de autogestión
Capacidad de escucha
For administrative reasons, they can manage recruitments in Spain, the UK and Switzerland.
NO. The team is spread over locations from Cordoba to London, from Valencia to Basel.
They organise occasional face-to-face events lasting a couple of days and hope that you'll want to attend. Of course, they'll cover the cost of these trips :)