Redsquid on cord

Redsquid

Director of People

External position
Borehamwood, UK
Hiring internally for Redsquid?
Consultancy · Computer and Network Security
Making a Difference to Our Customers
Posted
2 days ago
Checked
cord regularly checks that external positions are still open
2 days ago

Skills & Experience

Job roles: People Ops
Experience level: Lead, Leadership
Core skills considered: Building Teams, Employee engagement, Employee onboarding, HR policy writing
Other skills considered: HR qualified, Line management, Compensation & benefits

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

Own the engagement agenda end to end - what we measure, what it tells us, and what changes as a result. Hold the group to its B Corp and Best Companies standards and use them as a management discipline rather than an accreditation exercise. Be the person who notices when the stated culture and the lived experience have drifted apart, and who does something about it.

A People function that is accurate, fast and trusted: contracts, policy, HRIS, payroll interface, absence, performance and casework. Sixteen acquired businesses means legacy terms, inherited practices and inconsistent data - bring that onto one credible platform without stripping out what made each business good. Handle complex ER and TUPE matters yourself, with sound judgement on risk.

Own how we attract and hire, in-house wherever possible. Build the employer brand that our B Corp status, share scheme and growth story already justify, reduce reliance on agencies, and hold a quality bar that leaders respect. Hiring at pace in a competitive MSSP/MSP market is a commercial capability, not a support service.

Every colleague should be able to see a route forward and know what it takes to get there. Own the progression frameworks, the technical and commercial development offer, and the group's management capability programme - because the single biggest driver of whether someone thrives here is the quality of their line manager. Partner with the Director of Education so the group's learning assets work for our own people as well as our customers.

The M&A people partner in your team runs the day-to-day integration work: diligence input, TUPE and harmonisation, day-one experience, post-acquisition engagement. You own the standard they work to, the playbook they use and the outcome the group gets - retention of key talent, integration pace, and an honest read on which of the previous eleven integrations worked and which did not. You step in personally on the complex and the contentious, and you are the one accountable to the Executive team for people risk in any deal.

Work with the Group MD on the shape of the group as it scales - structure, spans, succession and the leadership bench. Bring rigour to how we assess and develop senior people, building on the Lumina and leadership assessment work already in use.

A reward architecture that is defensible across sixteen businesses and legible to colleagues: pay frameworks, benchmarking, the EMI scheme narrative, recognition, and sales incentive design in partnership with the commercial and finance leadership.

Own the people metrics in the group KPI framework - retention, regrettable attrition, time to hire, cost per hire, engagement, manager effectiveness, absence - and present them to the Executive team and board with a clear view of what they mean commercially and what you intend to do about them.


What success looks like


First 90 days

You have been into the businesses and met people at every level, not just leadership. You can describe, with evidence, where the employee experience is strongest and where it is failing. The People team knows what you expect of them. You have a clear read on ER risk, data quality and the state of the last three integrations, and you have brought the Executive team an honest diagnosis rather than a plan.


First 6 months

A people plan agreed with the Executive team and landed with the SLT, with named priorities and measures that sit inside the group KPI framework. People operations running cleanly and consistently across the group. The manager capability programme designed and started. Talent acquisition in hand, with an agency spend trajectory you can defend. You are the person leaders call before they call a lawyer.


First 12 months

Engagement and retention measurably improved and attributable to specific things you changed. Career pathways published and in use. A repeatable people integration playbook, proven on a live acquisition. B Corp recertification requirements on track for 2027. Colleagues describing Redsquid as a place where they can build a career - and our hiring pipeline reflecting that.


Who you are


Essential

  • Senior generalist People leadership in a multi-site, multi-entity business - ideally in a people-and-skills business where talent is the product.
  • Direct experience of M&A from the people side: diligence, TUPE, harmonisation and post-deal integration. You have done this more than once and can say what you would do differently.
  • Commercially literate and commercially credible. You can hold your own on a P&L, connect people decisions to margin, retention and delivery capacity, and be challenged by a CFO without retreating.
  • Built things, not just run them - frameworks, pathways, management programmes, a People function that scaled with the business.
  • Strong technical grounding in UK employment law and ER, with the judgement to know when to take risk and when not to.
  • Comfortable owning talent acquisition as well as the People agenda, and building an in-house capability.
  • Credible with a leadership team of founders and owner-managers: able to influence people who are used to being in charge, and to disagree with them well.

How you'll show up

We are hiring for conviction as much as competence. The person who succeeds here believes that how people are treated at work is a serious matter, and behaves accordingly when it is inconvenient.

  • First in line. You go and create the conditions yourself rather than writing a policy about them. You are visible in the businesses, you know people's names, and you would rather spend a day in Scotland or on a support desk than a day in a governance meeting.
  • Warm and straight. You care about people and you tell them the truth. You can hold a line on performance and still leave someone with their dignity intact.
  • Commercial, not corporate. You bring pace and pragmatism. You are allergic to process for its own sake, and you can tell the difference between the structure a 270-person group genuinely needs and the bureaucracy of a business four times our size.
  • Comfortable with imperfection in motion. Sixteen businesses, eleven integrations, more to come. You can build the foundations while the ground keeps moving, and you sequence the work rather than waiting for a stable year that will not arrive.
  • Rigorous. You bring evidence. You will be asked what the data says and what you are going to do about it, every month.
  • A builder of other leaders. Your lasting contribution is a generation of Redsquid managers who are good at the job, not a set of documents with your name on them.
Director of People at Redsquid
Position posted 2 days ago

Talk directly
to who's hiring

cord intros you to the companies worth joining, from seed to enterprise.

Everything you need to find work

Surface every relevant position, direct message the people hiring and manage all your applications in one place.

Get started

Every position in one place

We index the web for open positions that might be relevant to you and bring them all in one place.

Positions you might like split into tabs based on their type

Direct messaging

No more CV blackholes. Message people hiring directly and see their activity live on cord.

A sent message to a hiring manager
A board of positions in different stages

Application management

Manage all your applications and interviews in one place.

Advanced insights

Know your worth and see how you compare with other applicants.

Visualisation of a profile match score for a position and score comparison with other applicants

Direct.
Transparent.
Human.

On cord you can message people hiring directly, see when they were last active, how responsive they are and access transparent information that you wouldn't be able to find anywhere else.

Photos people at Starling BankPhotos people at Starling BankPhotos people at Starling BankPhotos people at Starling BankPhotos people at Starling Bank
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
Alex Yeates on cord
Message Alex Yeates at Starling Bank
Typically responds in an hour

What people are saying

2,000+

users joining every week

Oliver on cord

Oliver

Software Engineering Consultant
It's really easy to use, has a solid selection of jobs, and makes it helpful to direct message companies. The platform seems to offer a good range of opportunities while keeping the process simple and convenient.
November, 2025
David on cord

David

Lead Software Engineer
The platform allows you to create a professional CV, making the setup process simple and polished. The internal chat also provides an easy way to directly contact hiring companies, which makes communication much more efficient.
November, 2025
40,000+

open positions

Nicolae on cord

Nicolae

Senior Full Stack Developer
It is a great platform if you are looking for a job. It makes the search process straight forward and gives you access to solid opportunities.
November, 2025
3 million+

messages exchanged so far

Nicolae on cord

Nicolae

Senior Full Stack Developer
It is a great platform if you are looking for a job. It makes the search process straight forward and gives you access to solid opportunities.
November, 2025
83.12%

response rate from companies

Aarambha on cord

Aarambha

Associate Software Engineer
Absolutely amazing idea, the ability to see which recruiters are active makes finding opportunities very quick. There is a form of transparency built into the website that lacks in any other job searching platform.
August, 2025
Adam on cord

Adam

Senior Engineer
cord was great. Clean UI, easy to browse, and the data feature made it a breeze to quickly check whether my profile would match up well with a particular role. The messaging system made it easy to approach companies but also filter out unwanted requests.
August, 2025
4.6

score on Trustpilot

Talk directly to the people that matter

Join the hundred of thousands of people using cord to find work

Get started
 on cord
 on cord
 on cord
 on cord
 on cord
+403 joined last week
Moved to your Not right positions