Chief AI Officer
Head of AI
La Fosse · Staffing & Talent Acquisition · 500-1000 employees · 📍 London Area, United Kingdom
La Fosse is hiring its first senior AI leader to build and own an enterprise-wide AI strategy at a UK staffing firm facing existential pressure to automate and augment recruitment operations before AI-native competitors erode its market position.
AI Maturity
building
Reports To
CEO
Why Role Exists
Transformation
Company Stage
scale-up
Source
linkedin
Key Responsibilities
- Define and own the company-wide AI strategy, roadmap, and governance framework
- Identify and prioritise AI use cases across talent acquisition, workforce planning, and recruitment operations
- Build and lead an internal AI capability — team, tooling, and vendor relationships
- Partner with product, technology, and business leaders to embed AI into core workflows
- Represent AI strategy to senior leadership and external stakeholders
Requirements
- Proven track record leading AI strategy or transformation at an organisational level
- Hands-on understanding of ML/AI tooling, LLMs, and applied AI product development
- Ability to operate as both strategist and practitioner in a resource-constrained environment
- Stakeholder management and executive communication skills
Signals
- ⚠ No salary disclosed — below-market comp risk for senior AI talent
- ⚠ Vague job description with no detail on scope, team, or deliverables
- ⚠ Second posting of the same role within weeks/months — prior process stalled or failed
- ⚠ Staffing firms often undervalue tech leadership relative to market rates
- ✓ Genuine strategic urgency — AI is an existential threat and opportunity for recruitment firms
- ✓ First-mover advantage within the La Fosse business if mandate is real
- ✓ Likely greenfield scope with high visibility to CEO and board
- ✓ Staffing sector rich in proprietary data assets for AI training and differentiation
Company History
This appears to be a re-posting of a role first listed in May 2026 — suggesting the initial search stalled, a preferred candidate declined, or internal alignment on scope/budget was not achieved. Candidates should probe why the role is still open and seek clarity on decision-making authority and resources before engaging deeply.