We're Heidi.

We're building the future of healthcare by giving every clinician the earth's finest AI Care Partner. Our platform has absorbed the administrative chaos of 175 million patient visits and supported 67 million clinical hours. Today, we support 2.8 million patient sessions a week across 190+ countries, in 110 languages and over 200 specialties.

Healthcare systems are failing us; clinicians spend more time on documentation than on patients, and the human connection that makes medicine worth practicing is eroding. Our mission is simple: double the world’s capacity for care and strengthen the human connection at its heart.

We found product-market fit with a freemium medical scribe that clinicians love. Now, we're expanding. Every task a clinician hands to Heidi is a patient who feels more attended to, a health system unclogged, and a clinician who gets to be a clinician again.

We’ve grown annual recurring revenue from $1 million to $50 million in two years.

To go further, we’ve secured US$340 million: a $100 million Series C led by Blackbird, with Phoenix Court, Point72 Private Investments and Headline, alongside a $240 million growth investment led by General Catalyst’s Customer Value Fund.

If you want to join us in doing work worth shipping, jump in.

The role

Our People Partners are embedded partners to leaders and teams, not a service desk. We're looking for a Senior People Partner to own the people agenda across EMEA. Based in London and reporting to the Head of People Enablement & Operations, you'll hold primary responsibility for the UK & Ireland alongside our growing footprint in France and Germany, plus our teams in South Africa and the UAE. As Heidi expands, your remit expands with it.

This is a broad regional role built on judgment, coaching, influence and business impact. You'll partner with leaders on performance, talent, organizational design, leadership capability and team effectiveness, and you'll help us navigate the people implications of scaling into new markets through a mix of local entities and Employer of Record arrangements. You won't need to be an employment lawyer in every jurisdiction, but you'll know where the risk sits and when to bring in specialist help. We build excellent teams without unnecessary layers, process or bureaucracy: strong people practice should increase clarity and performance, not slow teams down.

We're also actively working out what the People function looks like inside an AI-native company, where administrative work gets absorbed by tooling and the real value-add moves higher. This role is for someone already thinking that way.

What you'll do

Own People partnership across EMEA, becoming the trusted partner to leaders and teams in the UK & Ireland, Europe, South Africa and the UAE
Translate regional business priorities, growth plans and talent needs into a clear set of people priorities
Coach managers through performance, feedback, accountability and complex employee matters, building their confidence rather than their dependency on you
Challenge leaders directly and honestly to raise performance, leadership capability and team effectiveness
Partner on organizational design, workforce planning, team structure and succession as the region scales, spotting capability and talent gaps before they bite
Bring clear, balanced judgment to performance calibration, talent reviews, promotions and reward decisions, and help leaders stretch and retain our strongest people
Work with People Operations and external partners to navigate employment requirements across multiple jurisdictions, including EOR-employed teams, so our people approach scales as our footprint does
Use people data and business context to surface trends, risks and opportunities, and simplify, automate and apply AI to strip out low-value admin

If we'd worked together the last 6 weeks

You'd have coached a manager through a difficult performance conversation they'd been avoiding, and they'd have run the second one without you
You'd have sat in calibration with a leadership team and changed a rating that didn't hold up to the evidence
You'd have worked out how we support a new team hired through an EOR in a market we'd never employed in before, and written down the approach so the next market is faster
You'd have flagged a capability gap in a scaling team eight weeks before it became a hiring emergency
You'd have killed a process the region didn't need and replaced it with something a manager can actually run

What you'll need

5+ years partnering senior leaders in fast-growing, high-accountability environments, across multiple countries or jurisdictions, though we care more about what you've built than years on the clock
A romantic streak about software. You believe great products can transform someone's day
Strong talent judgment. You spot performance risk and high-potential talent early, and you don't reach for a rigid playbook to do it
Comfort with ambiguity and rapid international growth. You take complex problems from identification to resolution without waiting for everything to be defined
Passion for AI, shown through hands-on building, prototyping, or side projects
You default to building over requesting
You're confident in your thinking and open to being wrong. Great ideas win regardless of who surfaces them

How we show up

Build for the next decade, not next quarter. Our targets are outrageous on purpose. The world's health doesn't have the luxury of incrementalism.
Lead, don't wait. We treat tomorrow's problems today. Sometimes we build what's needed before it's wanted, and we're fine with that.
Follow the evidence. Trust the patient. We pursue truth relentlessly. But when the subjective and objective disagree, we treat the patient, not the numbers. Ego is a comorbidity we can't afford.
Own the outcome. Everyone here carries the company. Raise problems with solutions, solve them end-to-end, and never be a bystander.
Ship, measure, go again. A button today, a workflow tomorrow. More iterations beat better planning. We're precise at pace, not reckless.
Live in clinicians' reality. Not the ideal workflow, the twenty-patients-before-lunch actual one. We build for exhausted humans, and we'd better be decent ones while we do it.

Why Heidi?

You'll join a team focused on real-world impact over imaginary valuations and glossy PR. We live and breathe the challenges of modern health systems, and are laser-focused on exacting the change we'd like to see. We're medicos, engineers, builders, and designers who've felt the moral and practical toll of what non-care feels like. True A-players progress extremely fast here. The nature of the scale-up game is demanding, but we value sustainable performance and mental health. You're trusted to perform, and you set your schedule. We operate on outcomes > inputs, not process theatre. We all take the bins out, metaphorically and literally.

Building what we're building isn't always easy. But we didn't choose easy, we chose to build something that actually matters. We hold ourselves to a higher standard because healthcare demands it. If you join Heidi, you recognise that the deeper question isn't whether AI can solve the global healthcare crisis, but whose hands will shape it. The work is hard, but you will trust and admire the people you work beside, and rest easy knowing you're doing the defining work of your career.

We take care of you.

We offer comprehensive private medical and dental cover through Bupa, 24/7 mental health, coaching and wellbeing support through Sonder, a £100/month Healthy Heidi's wellness stipend, a £500 home office budget, a £700 annual learning and development budget, 26 weeks paid primary parental leave and 18 weeks paid secondary parental leave, fertility support up to £7,000, up to four weeks of work from anywhere per year, Recharge Days after major milestones and busy periods, 10 days per year of clinical leave for eligible clinical roles, and a hybrid working environment with 3 days in the office.

We chose to open-source our benefits hub, if you care to take a peek.