Cera on cord

Cera

General Manager

External position
London, UK
Hiring internally for Cera?
HealthTech
Revolutionising home healthcare
Posted
a week ago
Checked
cord regularly checks that external positions are still open
2 days ago

Skills & Experience

Job roles: Human Resources
Experience level: Lead
Core skills considered: Business Analysis, Building Teams, Communication software
Other skills considered: Product Management, Sales automation tools, Stakeholder Management

Logistics

Base salary: Undisclosed
Some companies on cord are unable to disclose salaries publicly due to internal company policies. Message the company for salary information.
Employment type: Permanent
Remote working: Hybrid
Visa sponsorship: Not available

Job Description

Lead a live voice AI recruitment venture inside a Series C health-tech scaleup. The product calls every applicant within five minutes, screens them against the hirer's criteria, and books the qualified ones straight into the recruiter's calendar. It has screened over 150,000 candidates, has paying external customers and a live sales pipeline, and the parent group has committed follow-on funding tied to commercial milestones.

The product came out of the group's own hiring problem. It recruits at volume in health and social care, and the same thing kept happening: good candidates applied, nobody called them back quickly enough, and they took jobs elsewhere.

The venture built a voice agent that responds immediately and works evenings, weekends and bank holidays. In production it reaches a 78% contact rate against a 28% manual baseline, and time-to-offer has fallen from eight days to under three. Screening and booking is the starting point.

The vision is to automate the whole recruitment and onboarding journey: every step between a candidate applying and a compliant first day at work. The GM shapes how far and how fast the venture goes after that. The same problem exists in every sector that runs on shift work.

Health and social care is the hardest version of it (regulated, compliance-heavy, and very competitive on speed), which is why the venture sells there first. Light industrial, hospitality, construction and education all have milder versions of it. Part of the job is deciding when to expand beyond care, and not trying to serve every market at once.

The venture has got this far without a full-time commercial leader. Deals sit in the pipeline while selling happens as a side activity, revenue has grown anyway, and there is no written growth plan or support function around the team yet. A founding commercial hire is being recruited alongside you to work the pipeline; producing the growth plan is your first task.


Responsibilities

  • Own the venture P&L, revenue and costs.
  • Own the product. You set the roadmap and work directly with the engineering team, and voice quality, screening accuracy, latency, drop-off, escalation paths and auditability all sit with you.
  • Own pricing and packaging, and change them when market evidence says they are wrong.
  • Manage the founding commercial hire day to day. You set their pricing guardrails and pipeline priorities, and the revenue they close counts toward your P&L. The hire is shared with a second venture in the group, so part of their time will eventually move there.
  • Sell directly. At this stage the GM carries deals: you run the strategic and first-of-their-kind deals yourself, close alongside the commercial hire until the pattern is established, and feed what buyers tell you back into pricing and product decisions.
  • Find the repeatable sales motion in the deals closed so far and the live pipeline, and prove it before spending to scale it.
  • Turn the internal deployment and the existing customers into case studies and reference material that persuade outside buyers.
  • Hit the commercial milestones that release the follow-on funding.
  • Grow the team from its current small base as revenue justifies it.
  • Report to the group's technology leadership and executive team in P&L terms: revenue, cost to serve, pipeline, and what has changed since the last update.
  • If the evidence says the venture should stop, or should get more investment, make that case with the numbers.

What's expected:

Business orientation: Thinks in unit economics. Knows the venture's cost to serve, price floor and break-even point, and plans the roadmap around them.

Product judgment: Stays close to the product: listens to real calls, knows where the agent fails and why customers churn, and prioritises the roadmap on revenue and retention rather than on what is technically interesting.

Pace and resilience: Ships pricing changes, packaging tests and product bets in weeks rather than quarters, and keeps momentum through lost deals, slipped milestones and setbacks.

Ownership: Owns the growth targets within the funding envelope, and treats blockers as problems to work through.

Communication: Simplifies complex situations honestly so leadership can make good decisions quickly, and keeps them informed without being chased, including when the news is bad.

AI-native working: Uses AI heavily in their own work: analysis, reporting and admin are largely automated, and they expect the same from the team.

Founder-led sales: Sells the product themselves: technical enough to demo it credibly, explain what it can and cannot do, and win the trust objection from buyers in regulated sectors.


Ambiguity:

Turns an open mandate into a concrete plan with milestones and a decision cadence, and updates it as evidence comes in.

Tactical and strategic: Does the work as well as directing it, including carrying deals, while still making time for where the product goes next.

Low ego: Willing to recommend shrinking or stopping their own venture if the evidence points that way, and doesn't take market feedback personally.


What you need coming in


In order of importance:


1. Experience building a venture inside a larger company. You have incubated a product or business unit inside an established organisation and taken it to real external revenue.

You know how to negotiate for shared resources, how to stop the parent organisation slowing you down, and how to keep a venture commercially disciplined when it is spending a parent's money and no runway pressure is forcing decisions.


2. P&L ownership with real numbers. You have owned both sides of a business's economics and made the decisions that go with that: pricing, hiring, and stopping things that were not working.


3. Applied AI product judgment. This is a voice AI product sold into regulated sectors. You have shipped AI or conversational products that customers kept using, you know where these systems break and how to measure them, and you can argue a roadmap with engineers and packaging with buyers.

Founder experience is welcome and counts toward the first two, but it is not a substitute for having done this inside a larger organisation. Sector experience is not required.

General Manager at Cera
Position posted a week ago

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Starling Bank on cord

Starling Bank

Full Stack Engineer (ML Ops)

London, UK
FinTech · Banking · Finance
A better bank for everyone
Active
over 6 months ago
Responds to
0% of requests
Responds in
1h 55m
Requests
7 pending

Skills & Experience

Job roles: Full Stack
Experience level: Mid, Senior
Core skills considered: Java, React, Redux, AWS, JavaScript

Logistics

Base salary: £70K - £110K
Employment type: Permanent
Remote working: Hybrid (up to 2 remote days p/w)
Visa sponsorship: Not available

Job Description

Starling is the UK’s first and leading digital bank on a mission to fix banking! Our vision is fast technology, fair service, and honest values. All at the tap of a phone, all the time.

Starling is the UK’s first and leading digital bank on a mission to fix banking! We built a new kind of bank because we knew technology had the power to help people save, spend and manage their money in a new and transformative way.

We’re a fully licensed UK bank with the culture and spirit of a fast-moving, disruptive tech company. We’re a bank, but better: fairer, easier to use and designed to demystify money for everyone. We employ more than 3,000 people across our London, Southampton, Cardiff and Manchester offices.

Our technologists are at the very heart of Starling and enjoy working in a fast-paced environment that is all about building things, creating new stuff, and disruptive technology that keeps us on the cutting edge of fintech. We operate a flat structure to empower you to make decisions regardless of what your primary responsibilities may be, innovation and collaboration will be at the core of everything you do. Help is never far away in our open culture, you will find support in your team and from across the business, we are in this together!

The way to thrive and shine within Starling is to be a self-driven individual and be able to take full ownership of everything around you: From building things, designing, discovering, to sharing knowledge with your colleagues and making sure all processes are efficient and productive to deliver the best possible results for our customers. Our purpose is underpinned by five Starling values: Listen, Keep It Simple, Do The Right Thing, Own It, and Aim For Greatness.

Hybrid Working

We have a Hybrid approach to working here at Starling - our preference is that you're located within a commutable distance of one of our offices so that we're able to interact and collaborate in person. We don't like to mandate how much you visit the office and work from home, that's to be agreed upon between you and your manager.

Our Data Environment

Our Data teams are excited about the value of data within the business, powers our product decisions to improve things for our customers and enhance effective and agile decision making, regardless of what their primary tech stack may be. Hear from the team in our latest blogs or our case studies with Women in Tech.

We are looking for talented data professionals at all levels to join the team. We value people being engaged and caring about customers, caring about the code they write and the contribution they make to Starling. People with a broad ability to apply themselves to a multitude of problems and challenges, who can work across teams do great things here at Starling, to continue changing banking for good.

Requirements

We have built our entire banking platform in house and mostly in Java. We are looking for people who want to work on building the tooling that is used by our engineers on a daily basis.

We are looking for people who are truly full stack, and are as comfortable polishing their javascript front end as they are debugging the innards of their java applications database interactions, or standing up infrastructure with terraform. We are looking for people who can:

  • Design REST apis.
  • Code backend services, ideally using Java, or another other server side compiled language.
  • Develop modern front ends, ideally using React and Redux.
  • Get their code into the cloud and support it there, ideally on AWS.
  • Believe in clean coding, simple solutions, automated testing and continuous deployment.
  • Like to take ownership of a feature from the original idea through to live.
  • Think (like us) that a small number of empowered developers is the right way to deliver software.

Company Benefits

  • 33 days holiday (including flexible bank holidays)
  • An extra day’s holiday for your birthday
  • 16 hours paid volunteering time a year
  • Part-time and/or flexible hours available for most roles
  • Salary sacrifice, company enhanced pension scheme
  • Life insurance at 4x your salary
  • Hybrid/remote working
  • Private Medical Insurance with VitalityHealth including mental health support and cancer care. Partner benefits include discounts with Waitrose, Mr&Mrs Smith and Peloton
  • Generous family-friendly policies
  • Varied social groups set up and run by our employees
  • Perkbox membership giving access to retail discounts, a wellness platform for physical and mental health, and weekly free and boosted perks
  • Access to initiatives like Cycle to Work, Salary Sacrificed Gym partnerships and Electric Vehicle (EV) leasing

Full details are available on our careers site

Interview Process

Interviewing is a two way process and we want you to have the time and opportunity to get to know us, as much as we are getting to know you! Our interviews are conversational and we want to get the best from you, so come with questions and be curious. In general you can expect the below, following a chat with one of our Talent Team:

  • Stage 1 - 30 mins with one of the team
  • Stage 2 - Take home challenge
  • Stage 3 - 90 mins technical interview with two team members
  • Stage 3 - 45 min final with an executive and a member of the people team
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