🧠 Our Approach to Hiring

Without a great team, we can’t build a great product. Team planning is tough but important. This is some of the guidance our teams follow before advertising a role:

• Team Planning
• Define the role
• Write a job description

⚙ Our Hiring Process

We’ve designed our hiring process to identify the traits, knowledge and skills that are likely to result in high levels of job performance and test for these qualities in a high-utility way. As a result, we use semi-structured, behavioural interviews to gather measurable insights about you as a candidate while aiming to keep the discussion comfortable rather than interrogation-like.

• Typical process
• Typical timeline (6 weeks + reference checks)
• We send key questions to candidates ahead of our calls
• We aim to get back to all applicants, regardless of outcome

Accommodations

All of our interviews are held on Google Meet, which allows for auto-captioning. We can offer alternatives at each step of the hiring process to accommodate neurodiverse needs like dyslexia, ADHD or autism or physical needs like legal blindness. Illustrative examples include extra time on questions and tasks, fewer face-to-face interviews (replaced by written tasks), and large print on tasks and written communications. Please get in touch if you would benefit from accommodations during the hiring process.

🤝 How We Hire

We hire primarily within the UK. Depending on the role, we can occasionally make remote hires, though this is not our preference given it can significantly limit a team member’s capacity to collaborate on UK/EU work (due to data privacy regulations) and requires an Employer of Record.

• Visa sponsorship: Not currently available. You must have an existing right to work in the UK.
• Background checks: Due to the nature of the work we do with global governments and partners, all employees are required to pass BPSS verification. We partner with Zinc to carry out these checks once an offer has been accepted.
• Reference checks: We like to speak to past employers to hear about how candidates like to work and how we might set them up for success in their new role. We typically ask for 2-3 contacts, depending on seniority.

🌈 A Note on Inclusion, Bias & Diversity