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Benefits
Remote first
As a team we are spread across the UK, this means we can work with the best people out there. We also recognise the importance of building a sense of team, meeting regularly (at least once a quarter) and put a lot of emphasis into team building in the ‘virtual’ work environment also – e.g. regular team video calls, non-work Slack channels such as one specifically for sharing the music we are listening to.
Flexible working
To manage the interface of life and work we operate a flexible working policy, at the start of the week we ensure we clearly communicate as a team what commitments people have - e.g. doctor, school drop-off/pick-up, activities - so as a team we can ensure that life and work fit together.
Learning and development
We will provide support for employees to broaden their professional capabilities - e.g. purchasing books and going on training courses.
Supporting women and primary carers in tech
We are a MotherBoard Charter signatory
We are extremely committed to diverse hiring and also recognise that the biggest imbalance in diversity within engineering and software focussed industries is the gender imbalance. As a result this is a focus of our diversity hiring, not to the exclusion of any other diverse candidates.
Our two founders fully recognise the importance of building a supportive working environment for parents so they can continue a career, while remaining supportive and attentive to kids. This has been heavily influenced through their experience as fathers and with partners who continue to have successful careers, while sharing parenting loads.
As a result, we are making the following pledges to address the issue of gender imbalance:
- Introduce a robust return to work policy
- Improve maternity & paternity leave policy
- Improve gender balance talent pipeline
- Increase the percentage of women in our team
- Implement annual Pay Gap Reporting
- Offer support to attend female reproductive health training
- Introduce female health package support
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