Built from experience inside scaling companies.
Jojaru was founded to give growing technology companies another way to access experienced Talent, Recruitment and HR capability.
Traditional recruitment agencies typically operate outside the company.
Jojaru sits between the two.
- We embed.
- We learn the business.
- We work directly with founders, leadership teams and hiring managers.
- We represent the company in the talent market.
- We help deliver the hiring plan.
Internal teams require permanent headcount, infrastructure and investment.
And when required, we can support the wider People challenges that appear as the organisation grows.
Jojaru's approach has been shaped by years of experience working inside specialist technology companies during periods of significant growth.
That experience now sits behind our three service levels:
Established in 2023.
Jojaru was established in 2023 after years of experience working inside growing technology companies.
The business was created around a simple observation.
Startups often reach a point where recruitment becomes too important to manage informally, but building a complete internal Talent and HR function can still be premature.
At the same time, relying heavily on traditional recruitment agencies can become expensive and disconnected from the wider business.
Jojaru was designed to provide another option.
An embedded model that gives companies access to experienced capability while remaining flexible enough to evolve alongside them.
Since its formation, Jojaru's work has included supporting scaling businesses such as BuildNow and Mechasys across recruitment, Talent and HR.
The next stage of Jojaru builds on that experience.
Recruitment when you need recruitment.
Ownership when you need a Talent function.
HR and People expertise when growth creates new challenges.
Built through real company growth.
The Jojaru approach is informed by experience supporting multiple technology businesses through significant periods of scaling.
John Hall
Founder
Jojaru was founded by John Hall, a senior Talent and HR leader whose career has progressed from specialist recruitment through internal Talent leadership and ultimately to Director of HR within a venture-backed international technology startup.
John's early career included specialist recruitment and RPO across automotive, motorsport and advanced engineering, supporting programmes associated with organisations including Aston Martin, Red Bull Racing and Mercedes F1.
He subsequently moved inside high-growth technology businesses, where his responsibilities increasingly expanded beyond recruitment into the wider People function.
Across Envisics, XYZ Reality, BuildNow and Mechasys, John's experience has included recruitment, Talent strategy, HR, People Operations, workforce planning, organisational development, international employment and leadership advisory.
Most recently, John operated as Director of HR at Mechasys.
This combination of hands-on recruitment and senior HR leadership forms the experience upon which Jojaru's methodology and service model have been built.
Jojaru is founder-led today.
It is being built to become much bigger than its founder.
Startups need capability that can grow with them.
A startup may not need the same level of support throughout its growth.
At one stage, the priority may simply be making five critical hires.
Six months later, the company may need someone to own recruitment.
Following another round of growth, the challenge may become organisational structure, international expansion, managers, policies or People Operations.
Jojaru is designed around that reality.
The service grows as the requirement grows.
Start with the business.
Before thinking about recruitment, we want to understand where the company is going.
- What is the business trying to achieve?
- What capabilities are required?
- What does the organisation need to look like?
- What needs to happen now?
- What can wait?
Then we build the appropriate Talent and People solution around that.
Our approach is deliberately practical.
Startups need structure.
They don't need unnecessary bureaucracy.
Recruitment should make hiring easier.
HR should enable growth.
Processes should solve actual problems.