About Chapter 2

Chapter 2 is a next-generation embedded recruitment (RPO) consultancy headquartered in the United Kingdom, backed by Steven Bartlett and operating across the UK, US, Germany, South Africa, and India. We have grown 1,300% over the past two years, partnering with high-growth and global businesses including Wayfair, Bumble, Grammarly, and Publicis Groupe.

Our model combines the pace and flexibility of an agency with the cultural understanding of an in-house team — embedded Talent Partners, a licensed proprietary tech stack, and integrated employer branding. Brazil is our inaugural Latin American market and the foundation for a wider regional footprint.

Position Overview

This is a build role, not a manage role. We are not hiring a country manager to inherit an established P&L. We are hiring a founder-operator to take Chapter 2 from zero to market leader in Brazil — winning the first clients personally, hiring the first team, and owning the commercial number from day one.

We are looking exclusively for hunters who can manage well — in that order. The successful candidate will spend the first 12 months in-market, in front of CHRO’s, Head of Talent buyers and VC-backed founders, selling consultatively and closing recurring contracts. Operational leadership, team building, and methodology rigour matter — but they exist to support commercial traction, not replace it.

Candidates whose recent track record is weighted toward stewardship, internal transformation, or delivery oversight rather than net-new business will not be a fit, regardless of seniority.

Reporting directly to the Global CEO (UK) and working in close partnership with our local partners, the Executive Director will be the architect of Chapter 2 Brazil — executing the 90-day legal, fiscal, and operational setup while driving the aggressive commercial traction needed to reach break-even within 6 to 7 months.

The equity structure (up to 10% total) reflects the founder mentality the role demands, with material upside tied directly to performance.

The Opportunity

The Brazilian RPO market is expanding rapidly, but lacks solutions that combine the enterprise-grade quality of large consultancies with the agility and flexibility demanded by high-growth companies.

Chapter 2 fills this gap with a dedicated squads model (Talent Partners) and deep integration of technology and AI.

The Executive Director will define and execute the local go-to-market — establishing Chapter 2 as the leading talent acquisition partner for technology companies (Series B/C), European multinationals, and mid-market firms in Brazil — backed by a globally proven playbook, an established client roster, and the marketing reach of our Steven Bartlett partnership.

Key Responsibilities

The role is structured around three pillars. The first is non-negotiable; the second and third exist to compound the first.

1. Commercial Origination & Revenue (Primary)
Personally own the full sales cycle — from outbound to close — for the first 18+ months. Build and convert a pipeline of C-Level and VC-fund relationships within defined ICPs (Series B/C tech, European multinationals, mid-market).

Position the embedded model against transactional recruitment and contingent agencies. Maximise the local impact of the Steven Bartlett partnership through targeted activation. Carry a number; defend it.

2. Operational Setup & Team Building (90-Day Plan)
Stand up the legal entity (LTDA, Lucro Real) and ensure full compliance with Brazilian labour legislation, working closely with local partners and legal counsel.

Recruit, train, and lead the initial Talent Partner squad. Implement Chapter 2's proprietary methodology with rigour to guarantee high-performance SLAs for pilot clients.

3. P&L Ownership & Scale
Own the Brazilian P&L. Drive break-even within 6–7 months. Allocate capital efficiently, design scalable processes, and provide analytical visibility to the global board against the metrics that matter — CAC, LTV, contribution margin, gross retention, and net revenue retention.

The Profile We Are Hiring

If your strongest recent quarters were measured in hires delivered rather than revenue won, this is not your role.

Non-Negotiables

• A demonstrable, recent track record of personally originating and closing complex B2B services contracts in Brazil — references will be checked against revenue, not headcount.
• Comfort carrying a number, not just a team. You have hit quota in the last 24 months and can talk through exactly how.
• The instinct to pick up the phone, get on the plane, and sit in front of the buyer — every week, for the first 12 months.
• Resilience for a true zero-to-one environment: no inherited pipeline, no warm desk, no safety net beyond your own conviction and our global platform.
• Bilingual fluency — fluent or native English is mandatory for direct reporting to the Global CEO and interaction with global clients.

Strongly Desired

• Leadership experience (Director, Country Manager, Head of Business Unit) inside global recruitment, RPO, or embedded talent businesses — Korn Ferry, Randstad, Manpower, PageGroup, AMS, or comparable peers — provided the experience was commercially-led rather than delivery-led.
• Track record of building B2B go-to-market motions in Brazil, with success in selling complex services and recurring contracts.
• Hands-on P&L management, services pricing, and margin optimisation.
• Experience structuring or scaling operations in emerging or zero-to-one markets.
• An established C-Level and VC network in São Paulo / Rio that can be activated from week one.

Mindset

• Analytical and value-oriented. You make decisions from data, articulate trade-offs explicitly, and prioritise financial sustainability over vanity metrics.
• Cold and pragmatic. No romanticisation of the work — execution and results.
• Comfortable moving between board-level discussion and operational bottlenecks in the same day.
• Deep, instinctive understanding of the Brazilian relational market — and how to convert relationship into revenue.

Compensation & Equity

Chapter 2 offers a structured package designed to align long-term interests with value creation in the LATAM operation.

Base Compensation
Engagement as a PJ (Pessoa Jurídica / Independent Contractor), with a competitive monthly package adjustable as the operation evolves.

Base Equity
5% equity stake in the Brazil operation, vesting over 3 years.

Sweet Equity
Up to 5% additional equity (total potential of 10%), tied to achievement of critical growth, revenue, and EBITDA targets in the first 24 months.

Total Equity Pool Allocation:
10% of the local Chapter 2 entity.

The structure is intentional. It provides the autonomy and impact of acting as the founder of the operation in a rising market, with material upside tied directly to performance. It is not designed for candidates seeking a salaried country manager seat.

Selection Process

Candidates will be evaluated on commercial track record first, structured analytical thinking second.

Finalists will be expected to present an action plan covering:

• Structuring the sales machine in the first 90 days — including target accounts, channel strategy, and conversion assumptions.
• Mitigating the operational and labour risks of the Talent Partner (PJ) model in Brazil.
• Defending the projected contribution margin against market pricing pressure.

Process steps include an initial commercial conversation with the Global CEO, a deep-dive on track record with references, the action plan presentation, and a final session with local partners.

A Final Note

This is a high-risk, high-return position. The right person sees Chapter 2 Brasil not as a job but as the chance to build and scale a high-impact business with the platform, brand, and capital of an established international group behind them.

The equity reflects that. The expectations do too.

If you are reading this and recognising yourself, we want to hear from you. If you are reading this and looking for reasons it might suit you anyway, it almost certainly will not.