A rebrand of this scale isn't just a marketing exercise, it's an organisational shift. Grammarly's move to operate under the Superhuman identity meant building out functions in new geographies, establishing a European presence, and making hires that would set the tone for the next chapter of the business.
The internal talent acquisition function needed to move faster, think bigger, and operate in markets it didn't yet fully understand. The EU talent landscape, in particular, was largely unfamiliar territory for a US-headquartered team. And with product, engineering, design, and research all requiring new leadership and specialist talent simultaneously, the pressure was significant.
First-of-a-kind roles were on the line – the kind that define a company's direction.
Chapter 2 embedded as a strategic talent acquisition partner, working across critical functions including product, engineering, design, and research. But the brief went well beyond filling roles.
We elevated the sourcing strategy from the ground up, bringing rigour to resource planning and a sharper lens on competitor positioning and brand awareness in new markets. Using our three-pillar approach, we delivered:
Market mapping – Detailed intelligence reports covering skills availability, location-by-location talent density, and salary benchmarking across target markets. The kind of data that turns guesswork into confident decision-making.
Training – Direct knowledge transfer to Superhuman's US-based hiring team, educating them on the nuances of the EU talent market, including candidate expectations, notice periods, compensation norms, and how to tell a compelling story to European talent.
Events – Activating Superhuman's new brand in Berlin, building awareness and presence in a market where top-tier talent needed to know who they are.
The work produced hires that mattered – not just in volume, but in significance.
Chapter 2 secured Superhuman's first Design Director in Europe and their first Partnerships Lead in APAC – two roles that represented genuine firsts for the business in new regions, and both critical to the company's international growth strategy.
Beyond the individual hires, the partnership left Superhuman's talent function in a stronger position than it started; better equipped, better informed, and with a hiring process built to scale.
