For candidates →Application
A short form — 2 questions, no CV required. We’ll ask for one in step 03 if you’d like to share, but it isn’t scored.
15min
Time to apply
Careers · 64 humans, growing to 80 in 2026
We’re hiring for potential.
We’d be terrible advertisements if we weren’t. We hire through our own Assessment Platform — which means interesting people from non-obvious backgrounds, and a process that values what you’ve actually done over how your CV reads. About a third of the team came in via apprenticeship or first-job routes. We’re proud of that, and we’d like to keep it that way.
Why work here
Four things you’d notice in your first month.
1. The work is real and the stakes are clear. Every product decision, every cohort design, every line of copy ends up affecting whether a young person gets a fair shot at a job. That’s a useful thing to wake up to.
No-one here has ever read from a script. Most of us came from the inside of early-careers work and refused to do it the old way.
2. You’ll work with practitioners, not generalists. Chartered business psychologists. Former Russell-Group outreach leads. Ex-Workday product leaders. People who’ve run RPOs and refused to do it again. Multi-disciplinary by design, and quietly opinionated.
3. Evidence over intuition is the actual culture. If you propose something, expect to be asked what you’d measure. We argue at the whiteboard, and the arguments are why the work holds up.
4. Social-enterprise economics, not VC pressure. We’re a registered social enterprise — profit reinvested, no growth-at-all-costs runway theatre. We hire when there’s a job to do, not when the funding round demands it.
How we hire
Step 01
Step 02
Step 03
Step 04
Same process we sell.
Our hiring process uses the Assessment Platform we sell to clients. That’s a deliberate proof point: we wouldn’t ask employers to hire from behavioural evidence if we wouldn’t hire from it ourselves. Here’s the full sequence.
Work-sample exercise
A realistic task that mirrors the actual job. Designed to take about 90 minutes. We pay for your time if you’re currently between roles.
90min
Paid if needed
Two practitioner conversations
Structured interviews with two people from the team. Same questions across all candidates for the role. We share the framework in advance.
2x60
Min, video
Decision & feedback
Decision within 5 working days. Every candidate gets feedback — offer or no — against the same rubric we used to evaluate the cohort.
5days
To decision
We don’t use take-home tests as a filter, we don’t ghost candidates, and we don’t make offers that aren’t backed by structured evidence. The full hiring rubric is published on request.
Open roles · April 2026
Six roles open right now.
If your role isn’t here but the work is, send us a note anyway. We’d rather hear from people we’d be lucky to hire than miss them on a timing technicality.
Senior Business Psychologist
Assessment Science team · Reports to Dr. Ada Olatunji
Product Designer, Assessment Platform
Platform & Engineering team
Enterprise Account Director
Financial services & public sector
Engagement Specialist, Schools
North-West region · reports to Tom Reeves
Data Scientist, Validity
Assessment Science team
Content Producer, Immersive Work Experience
Schools & Engagement team
What you’d get
Benefits, plainly listed.
No table-tennis tables, no “unlimited holiday” that nobody actually takes. The list below is what every member of the team gets, and what we’d expect to apply to you on day one.
Salary & equity
Banded transparently against UK market data, reviewed annually. Profit-share scheme funded by the social-enterprise surplus — not options.
30 days holiday + bank
Plus the working week between Christmas and New Year, when the company shuts. Bank holidays additional.
Hybrid by default
Two days a week in your closest office (London / Manchester / Bristol), three days remote. Field roles pro-rated. Home-office stipend on starting.
L&D budget
£1,500 per person per year, no manager approval needed up to the limit. Most of the team have used it on chartership, conferences and CPD.
Pension & cycle scheme
8% employer pension contribution. Standard cycle-to-work scheme. Private health from your second year.
Volunteering days
Two paid days a year to volunteer in early-careers programmes. Most of the team uses them with our school partners.
Hiring fairness
We measure our own hiring against the same 4-fifths rule we sell.
The Assessment Platform we use to hire is the same one we sell. The adverse-impact monitoring is the same. The fairness audit is published in the Impact Report, alongside the data for client cohorts.
We are open about the fact that this is harder than it sounds. We don’t always meet the bar on first pass — we’ve had to redesign two role profiles in 2025 after the validity panel flagged adverse impact in the rubric. Both went back through the process and were reissued. That’s the work.
If you’d like to read the methodology before applying, the Impact Report and the Hiring Fairness Note are both downloadable. No gating.
Don’t see your role?
Tell us what you’d build here.
If you’d be a great hire and we’ve missed you because the role posting hasn’t gone up yet, that’s a process bug. Send us a short note — what you’d work on, why this place — and we’ll reply, even if there’s nothing right now.