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A sales leader to accelerate and underpin our growth

Childcare is a major pain. Every parent knows it. That’s why Koru Kids is building the world’s best childcare service, starting here in the UK. This is a rare opportunity to join an inspiring tech scaleup at a pivotal moment of growth and lead our inside and inbound sales teams.

It’s worth knowing that we never use the word ‘sales’ at Koru Kids, but we use the word ‘matching’ as we essentially aim to match great nannies and families together to form long-lasting relationships. For simplicity, we’ll use the word ‘sales’ in the rest of this job description as that term is more recognisable in the wider market.

Your mission will be to build out a world-class consumer, inside and inbound sales team that spans our nanny and home nursery services, plus any future services that we launch.

The service we have built is amazing. Well, we would say that, but our families and nannies say it too – they mainly use words like ‘love’ and ‘life-changing’ to describe what we do. Our trustpilot reviews (4.7 / 5), google reviews (4.8 / 5), and NPS scores (>70 for both families and nannies) give you a taste of just how good and important our product and service is. Koru Kids is game-changing for working families who are crying out for balance and support. You will be an integral part of bringing that solution to even more people.


You’ll care deeply for our customers as you work towards measurable outcomes

First and foremost, you need to care deeply about delivering great outcomes for our families and childcarers. We believe that true lasting growth will only come from delivering an amazing service to our families that is fully aligned with our values and brand.

Because of this, we have never implemented typical incentive-based pay structures within the company. This is because:

  1. Koru Kids thrives from customer loyalty, high-levels of trust and positive word-of-mouth - so making poor-quality matches for short-term gain is counterproductive

  2. We don’t want to incentivize ‘hard sales’ at the expense of making sure we are creating the right relationships for our families and nannies; and

  3. The nature of ‘sales’ at Koru Kids is inbound consultative sales, where the focus is on the longer-term customer experience, conversions, and capacity management.

Your role will also not be commission based. But if you would like to explore setting up commission structures in your teams that remain aligned to our values, then you have the mandate and free-reign to do so.

In line with our values, we also operate on the principles of setting clear outcomes, and giving our teams autonomy and support to achieve them. Your initial objectives will be as follows:

  • Deliver exponential new business revenue growth over the next 18 months and beyond through improved conversions and lasting customer satisfaction (incl. NPS)

  • Recruit and onboard an ‘A’ grade consumer sales team - growing from 6 FTEs to 20+ FTEs over the next 18 months. You also have the mandate to define what ‘A’ grade means and coach your team towards it.

  • Hit your growth targets while driving cost efficiencies

  • Identify and deliver cross-sell opportunities across our services

  • Provide data-driven insights back to the wider company

  • Adapt our teams and processes to deliver new propositions and services


A typical day

9am - You grab a cup of coffee and join the company-wide (video) standup to hear what’s been going on across the business

9.15am - You review yesterday’s metrics and see that we’re up by 20% versus last week. You send a message on our #gratitude Slack channel giving a shout out to the team.

9.30am - It’s time for your weekly 1:1 with your trusted second-in-command, Matt (the Nanny Sales Lead). This is his time to discuss whatever is on his mind with you and it’s sacred in your diary every week.

10.30am - Interviews! You’ve got a busy morning with 3 phone task interviews for some important sales team roles. You’ve worked with Ollie, GM for our Home Nursery service, to make sure you’re on the same page with the purpose, scorecard and questions. Now it’s time to put your game-face on and get cracking! Each interview is 30 minutes and you’ve given yourself a 10 minute buffer between each one for overtime and to write up notes to share with Ollie and update our ATS.

12.30pm - A welcome break after a hectic morning! You grab some food and head outside to make the most of the good weather.

1.30pm - You join the weekly Marketplace forum - this is where your marketing counterparts and the product managers gather to discuss the health of the marketplace. Your team’s role is focused on nurturing introductions (i.e. when families and nannies meet each other on our platform) to live, working matches. The teams in this Marketplace forum are focused on creating those introductions for your team to nurture - this makes you a key partner in the discussion. You review the latest metrics and forecasts together, and also use the time to share direct insights from your team on where families and nannies' heads are currently at, and the quality of introductions they are managing. The teams take actions away to change some messaging and experiment with marketing spend on higher quality, low-confidence channels.

2.30pm - You’ve scheduled a coaching session for the team to listen to call recordings as a group. First up is Allie, who’s been with the company for 6 weeks and has got off to a great start. Based on the call she identifies some gaps in her knowledge about how the nanny service works. You also coach her on asking more open-ended questions so she can handle objections better. Next up is Caitlin, who has been with Koru Kids for over a year. It’s clear she knows the product inside out and you suggest she partners with Allie to fill in some knowledge gaps. You then offer her some suggestions on how to close the call with clearer next steps.

3.30pm - Back to recruitment, and when reviewing your pipeline you work out that you need more applicants in order to fill your vacancies this quarter. You connect with our People Lead and agree to set up new job adverts on all the major job boards. You scour through your Linkedin connections and send some messages to people you’ve worked with before, as well as connect requests to potential candidates. You also share a message to the wider company about our referral scheme, and personally follow up with each member of the Exec team to see if they can help.

4.30pm - you have a quick meeting with one of our Product teams to review their prototype for how to streamline getting families to trial our nannies. Early tests have suggested this can increase conversion by up to 10% and also reduce your team’s workload. You’re really impressed with the prototype, offer a few constructive suggestions, and agree to help QA the final version before it goes live.

5pm - you meet up with Alix in the Home Nursery sales team as she wants to test a new process where we call each family an hour after they finish a home nursery tour to get feedback. You coach her on clarifying her hypotheses and how she will know if the test has been successful. You also brainstorm together a few different ways of asking questions to get the best feedback. You take notes in a shared google doc and agree to check back in with her in one week to review results. You also jot down a few thought-starters that came to mind on cross-selling opportunities between services.

5.45pm - you check back on metrics and see that the team have had another barn-storming day. You have a quick video debrief with the team and thank them for all their hard work. Then you close your laptop and head downstairs to enjoy your evening!


Why this job is great

You’ll be joining a company with a critical social mission at its core - to help working families.

You’ll be joining a world-class team, and the experience and skills that you bring to the table will amplify everything that we do as a company. You will have a huge impact almost immediately.

You’ll be joining a rocket ship with huge potential for personal growth. Not only will you be responsible for building out the sales teams for our existing childcare services (Nanny and Home Nursery), but you’ll also play a key role as we continue expanding into more childcare services and geographies.


And now about you

And now about you

This is the perfect role for someone who has previous leadership experience in B2C inbound sales where the focus has been on nurturing customers to make informed decisions on high consideration products.

This is not a high-pressure, boiler-room sales operation - so if that is your background and where you do your best work, then you will unfortunately not thrive within this role.

Transparency is one of our core values. So in the interests of transparency: here’s the scorecard against which we will be assessing candidates for this role. We don’t expect you to be able to nail all of the below. We are willing (and keen) to invest in the right person to develop into this role if needed.

We’re looking for someone who has experience:

  • Hitting team targets as a manager, not just individual contributor - and doing so in a way that creates lasting customer satisfaction and positive word of mouth

  • Hiring and onboarding high-performing team members

  • Introducing new sales methods and coaching/training inexperienced sales teams

  • Working in B2C sales or Inside Sales teams (this isn’t Enterprise sales)

  • Running rapid data-driven and ‘concierge’ experiments (aka hacky tests)

  • Using data to advocate for change and being the voice of the customer

  • Working with product teams to improve the customer experience and drive growth

Some other things that would be great for you to have experience of, but aren’t essential:

  • Cross-selling or upselling

  • Managing a manager, i.e. you’ve had indirect reports

  • Working closely with marketing teams to generate a stronger sales pipeline

  • Managing to a cost budget while achieving growth targets

  • Managing contractors or remote part-time employees

  • Expanding into other geographies / markets

For this role we’re also looking for the following behaviours:

  • You have high levels of empathy with customers and team members. You seek to understand their perspective and walk in their shoes. You know not to hard sell, instead you tailor your approach to each situation. You ask more than you tell. You have strong listening skills.

  • You’re incredibly humble. You’ll gladly dole out credit for the team, but will own up and take responsibility when things don’t work out. You’re constantly looking for ways to improve, and actively seek out feedback.

  • You set high standards for the team and then act as a role model. You’re happy to muck in to get things done.

  • You also set ambitious goals for the team, and work with them to figure out a clear action plan, and then prioritise effectively.

  • You’re comfortable with data. You proactively track performance and can spot trends

  • You’re naturally commercial. You enjoy developing tactics to improve our commercial performance, drawing on your understanding of the customer.

  • You’re comfortable getting into the weeds to understand and improve products, processes and communication.

  • You move fast, and have a bias to try out new ideas as quickly and scrappily as possible, while retaining a laser focus on what we’re trying to learn.


Important things to know...

Timing: We'd like to have this person join the team ASAP, but we will wait to find the right person.

Flexibility: The role can be done flexibly. It can also be part-time if you like, although in that case you are likely to have highly relevant experience as you'll have less time to learn things from scratch. We welcome parents and would love to discuss any other working arrangements that make it possible for you to be part of our team.

Salary: The salary range for this role is £55K - £70K, plus significant, above-average equity. The range of salary and equity depends on your experience.

Unlike many other sales leadership roles, we don’t offer commission as part of the package. This is because (1) we don’t want to incentivize ‘hard sales’ at the expense of making sure we are creating the right relationships for our families and nannies and (2) the nature of ‘sales’ at Koru Kids is all inbound consultative sales, where the focus is on the customer experience, conversions, and capacity management.

In addition to the above, we also have some awesome benefits — parents, among these is the ability to have a Koru Kids nanny for half price (that’s right - 50% off childcare!) You'll also get a MacBook Air and generous allowance for home office equipment, plus 25 days paid holidays.

Location: You can do this role from anywhere in the UK and earn the same salary as you would if you were in London (where we are based). We welcome applications from people living outside London. Outside the UK is more complicated as it has tax and other implications, so we are unlikely to hire someone living outside the UK.


About us

Koru Kids is building the world’s best childcare service, starting in London. We believe that every family should have the perfect childcare for their family to flourish.

We’re growing like crazy, are backed by fantastic investors, including top venture capitalists and business angels such as Michael Pennington the founder of Gumtree, and have won a ton of awards for our technology, people and social impact.

Our culture is informal, hard-working and kind. The team is an A++ when it comes to talent but our "no dickheads" rule means we're also a humble and supportive bunch.

We’re also really committed to working with integrity, doing the right thing and building a company we are truly proud of.

We have always promoted flexible working and are currently working remotely but we will have the option of an office space to work from next year.

We can't fully capture what working at Koru Kids feels like, but here's our best attempt to give you a sense…. Every new starter in the Koru Kids team meets with our founder and CEO Rachel in their first week, to talk about our company values and what they really mean in practice. We recorded one of these sessions, and here it is. In this recording, Rachel meets with Adam, a software developer on Day 5 of his job with Koru Kids. She outlines our commitments to transparency, quick decisions, humility, continuous personal growth, recognising that we are humans and not robots, respecting each others' time, and our no dickheads policy.


How might I develop personally at Koru Kids?

In this recording, Rachel outlines the 7 different ways we help each and every team member to develop faster at Koru Kids than they would anywhere else on earth.


A series of conversations with the team

Rebecca and Kellie - Marketing

"I was so drawn by the complexity of the problem and I was immediately drawn into solving it….

It's the best team I've ever worked on and I feel like I've hit the jackpot really"

An Nguyen - Chief operating officer

"It's such a hard problem and being able to tackle that is really fun" - Koru Kids COO An Nguyen talks about why he joined Koru Kids, what he's looking for in a hire, and why we hire in a weird way at Koru Kids.

Michael Baird - Head of engineering

In this recording, Michael talks to Rachel about why he joined Koru Kids, what kind of team he's building, the technical problems we're working on, and what kind of engineer will flourish at Koru Kids.