Unifrog is growing
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Open opportunities
International Partnerships Manager
The International Partnership Manager’s role is to lead the International Partnerships team and maximise partner engagement with the Unifrog platform. They will support the team to achieve a sky-high resubscription rate (95%+). They will facilitate an environment which identifies and promotes best practice across partners and they will ensure the best strategies are shared and implemented across the wider team.
- Deadline: 22:00 (UK) on Wednesday 15th June 2022.
- Start date: as soon as possible, though we can be flexible for the right candidate.
- Salary: £40,000 per annum, plus performance bonuses.
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Head of UK Sales
The Head of UK Sales’ role is to make sure we achieve our partner growth, resubscription and revenue targets. They’ll be responsible for maintaining and improving sales excellence within the team and they’ll make sure that our resubscription rate remains above 95%. They will report to Unifrog’s Head of UK Partnerships.
- Deadline: 22:00 (UK) on Sunday 12th June 2022.
- Start date: as soon as possible, though we can be flexible for the right candidate.
- Salary: £48,000 per annum, plus commission from schools and colleges in your area. OTE of £58K+.
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Head of International Sales
The Head of International Sales’ role is to make sure we achieve our partner growth, resubscription and revenue targets. They’ll be responsible for maintaining and improving sales excellence within the team and they’ll make sure that our resubscription rate remains above 95%. They will report to Unifrog’s Partnerships Director (HE and International).
- Deadline: 22:00 (UK) on Sunday 12th June 2022.
- Start date: as soon as possible, though we can be flexible for the right candidate.
- Salary: £45,000 per annum, plus commission from schools in your area. OTE of £55K+.
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Account Manager - East London
As an Account Manager, your role is to make sure that all partners in your area make the most out of the Unifrog platform. You’ll build and maintain excellent working relationships with your partner schools and provide expert guidance on how to embed the platform across the whole school.
You will cover your own area of the country – East London and surrounding areas – with occasional travel to these locations (on average 1-2 days per week).
Application and interview details
- Deadline: 22:00 (UK) on Sunday 5th June 2022.
- Start date: as soon as possible, though we will be flexible for the right candidate.
- Base salary of £32,000 per annum, plus bonuses.
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Why join us?
Hear from our Co-Founders...
Our vision
Our team is at the heart of our business and is integral to our success. We pride ourselves on recruiting talented people who share our passion for our mission. We promise to foster a culture of openness, happiness and innovation, and we commit to helping every individual learn and grow so that they reach their full potential.
Our mission
Our mission is to level the playing field when it comes to young people finding the best opportunities for them. It's the driving force behind everything that we do, and we want to hire people who are fired up by it.
We are working to achieve our mission by building a one-stop-shop for destinations, where young people can explore, find and apply successfully for their best next step after school, wherever it is in the world.
We put having a positive social impact before anything else.
Our team
Our culture is professional but informal. We all work hard and are passionate about our role in the company. We work on projects together, and have close line manager <> line managee relationships.
We celebrate each other's successes, we support each other, we aren't afraid to be wrong or to fail, and we promote good ideas wherever they come from.
Who are we? Go to profiles of some of our team.
How we work
We have a culture of innovation right across the team. Good ideas can come from anywhere, whether they are about cool new things on the platform or ways we can improve how we work.
We believe in open communication. If something needs to change, we say it right away.
Every person in Unifrog has clear responsibilities, but also every one is encouraged to take on new challenges. We will always make space for you to grow with the company, and we have a general policy of promoting from within.
Social and belonging
We believe in the power of diversity in all its forms, including in terms of culture, socio-economic background, education, religion, age, race, gender, sexual orientation, personality and life experiences.
We have company meetings 4 times a year to celebrate our successes, and so that everyone is kept up to date with the work we are all doing. Sessions at these meetings are interactive and can be led by any member of the team.
As a company, we make time to get to know each other and have fun together! All our team meetings include a social aspect, and we have 3 volunteer social secretaries who do year-long stints managing our socials.
Learning and development
Professional development is at the core of our performance review process. Everyone in the company defines their own 6 month objectives; their line manager and the rest of the organisation tries to support them to reach these objectives.
Everyone in the company has an annual training budget. Each person decides how to spend their budget, supported by their line manager.
Anyone in the team can volunteer to become a 'Champion' in a specific area - they get an additional training budget, and the chance to lead training sessions for the whole team.
Progression
We have a strong record of promoting from within.
For example, all the managers at Unifrog started in junior roles and have been promoted to their current positions (and in fact our CEO started as a sales rep, then managed the sales team, then became managing director, and then CEO).
Management is not the only route for progression. To take on more responsibility and get paid more, people develop specialisms within their role, and lead on long-term projects, specific parts of the platform, and the way we deliver our services.
Where we work
Since Unifrog started we have had a London HQ, with the majority of the team working remotely, spread around the UK and the world. We are big believers in open and regular communication, so wherever we are, we talk often.
If you're based in London: pandemic-dependent you'll work flexibly, spending at least a few days each week in our lovely office. If you're based outside London you're very welcome to work from our office when you're in town, and you'll come to our in-person Team Days 4 times per year.
What matters to me
Unifroggers on working at Unifrog
Inclusion and diversity
Samar Shah, Head of UK Partner Success
To me, diversity and inclusion mean being able to happily coexist in a place where there are people different to you. It also means feeling comfortable enough to be your true self, knowing you aren't being judged or ridiculed for it. I think a big part of it is also creating a sense of belonging so other people feel included and welcome.
At Unifrog, we’ve created an environment where employees are listened to and our opinions are really considered. We have a really strong sense of belonging here, making it easy to speak to others comfortably if you want to change something, and it's great to be a part of that.
Openness and transparency
Vikki Garner, Head of UK Partnerships
For me, openness and transparency means having a team of people that can communicate with one another in a clear and honest way. This is important inside the Unifrog team, but also in the way we work with our partner schools. We ask for their feedback, inform them of our plans and of the reasons behind the decisions and developments we make.
It’s vital that we do this, because being open and transparent leads to trust between every member of the team and our partner schools. It fosters an environment where we can share our ideas and thoughts, provide constructive feedback, and know that we're respected and supported every step of the way. In this way, we make better and more informed decisions about the direction of the platform and the company.
Social purpose
Freddie Knaggs, Head of HE Partnerships
Unifrog's mission is important to every person on the team, and it's what drives all the decisions we make. I'm really proud to be a part of a company that puts its social impact before commercial decisions.
From the very beginning the platform was built in a way that helps each student find the best path for them. Our aim is always to help each student make their own decisions, never to push them towards a particular one - so all career and education pathways on Unifrog are represented and we encourage everyone to take a look at everything. We also just added a new tool which helps students search for things like scholarships and summer schools they are eligible for, and I am excited to work on more things like this in the future!
Building a team
Daniel Keller, CEO
The biggest challenge is getting the balance of the team right - we want everyone to share a real enthusiasm for our mission as well as certain characteristics we value, but we also want to make sure that across the team we nurture a varied set of skills and a range of strengths. If you can get this right though, it's brilliant!
We have ambitious goals that we can only achieve if everyone on the team has the drive to push us onwards and upwards, so for this reason it’s really important to us that Unifrog employees are passionate about our mission. Other important traits include being proactive and innovative, with the ability to take projects forward independently when required. We’re also a particularly socially conscious group of people, and having integrity and being supportive with a community spirit is key. If someone has these characteristics and values, together with the expertise required for a specific role, they'll be a great fit!
Some of our benefits
Wellbeing
- Generous holiday (28 plus bank holidays)
- Additional holiday after 5 and 8 years
- Flexibility to take leave for religious holidays
- Early finish Fridays
- Team social events through the year
- Healthplan including prescription, dental, physio, optical
- Health and fitness allowance
- Home office equipment contributions
- Cyclescheme
- Limits on out-of-hours contact
- Mental health support and Employee Assistance Programme
- Weekly yoga
Your world
- Flexible working
- Annual company performance bonus
- Personal annual training budget
- Regular salary reviews
- 5% employer pension contributions
- Travel expenses including car allowance if relevant
- Interest free loan for travel card or season ticket
- Payroll giving
- 'Save the Planet' volunteering day each year
- Carbon offset for travel
Parental
- Enhanced maternity pay: 100% of normal pay for 12 weeks
- Enhanced paternity pay: 100% of normal pay for 4 weeks
- £250 antenatal classes voucher
- Extra leave for first 12 weeks after return
- 5 days emergency leave for children under 2
- Payroll nursery scheme
London office
- Tropical themed office in plush new building
- Regular socials
- Free breakfast
- Free fruit and milk (dairy and non-dairy)
- On-site bicycle storage and showers
- Pet friendly
Some of our internal policies that we really care about
At Unifrog we believe it is crucial to have a truly diverse team. We work with thousands of schools around the world and it’s our responsibility to make sure our team is as diverse as our community of teachers and students. Wherever we fall short of this goal - and currently we have work to do - we prioritise fixing it.
Actions we are taking at the moment and on an ongoing basis include reviewing our recruitment strategies with the aim of increasing diversity, offering resources and training to help our team educate themselves and limit unconscious biases, offering work experience to students from underrepresented backgrounds, and creating relevant content for students and teachers to use on our platform.
We are also committed to making Unifrog a fully inclusive place to work. The whole team should be actively working towards recognising their own unconscious biases, and we should be filling gaps in our understanding when it comes to issues of race, class, educational background, age, gender, sexuality and disability. Continually making progress is one of our core values and so we aim to learn from our mistakes. We all have a personal responsibility to learn: ignorance isn’t an excuse for discrimination.
Here are some of the things we do to ensure that we recruit from as diverse as possible an array of candidates, and to ensure that the process is fair and inclusive:
- We are transparent when advertising roles. We clearly display the salary and benefits that candidates can expect.
- When scoring candidates' written answers to our application questions and tasks:
- We do not look at candidates' names, or their personal, educational or professional background.
- We randomise the order in which we assess each answer. For example, we might assess Candidate 1's answer to task 1, then Candidate 4's answer to task 2, then Candidate 2's answer to task 3. This means that if we get a bad impression from Candidate 1's answer to task 1, we're not carrying that judgement over to their task 2.
- We take time to create tailored second stage tasks that accurately assess only the essential skills needed in the role.
- We rotate the people who sit on our interview panels so that everyone on the team can be involved, and it's not always the same people who are making decisions. We're also mindful of the need for the panels to be diverse.
- At the end of the process of recruiting for a role, we analyse applicant data to see if we're successfully attracting a diverse range of candidates. If we're not, we take actions to improve the process so more people from a greater variety of backgrounds apply for the next role that we recruit for. Things we often tweak include advertising in new ways and in new places.
- We give detailed feedback over the phone to anyone who is successful in getting a final interview. We make sure our feedback is specific, fair and practical so that candidates can take it forward to their next interview.
- We have a general attitude of always trying to improve how we recruit, and always being open to making changes, however big or small.
Everyone at Unifrog gets one 'save the planet' volunteering day per year to take part in sustainable action (e.g. conservation work at the London Wetland Centre).
We fund rewilding and reforestation projects run by Mossy Earth - a team that works to restore nature and fight climate change. For example, we have funded a kelp restoration trial in Portugal.
We offset flights and miles driven for work using carbon offset programmes. You can see our impact on Ecologi, here. We also keep track of how many tonnes of carbon our work activities release into the atmosphere each year, and we review how we can reduce this number for the next year, for example by doing more virtual meetings.
Our office is in a sustainable building in East London (rated 'excellent' by BREEAM - a sustainable assessment method), and uses 100% renewable energy from EDF.
We have 'Sustainability Champions' in the team who are always looking for ways to make Unifrog more sustainable. For example, we've decided to always eat team dinners at vegetarian restaurants, and we also encourage everyone in the team to use the search engine ecosia.
We try to always communicate in the most straightforward manner possible, honestly, and with respect for the other person. We do this with each other and with people outside Unifrog.
We take the time to communicate complicated things as straightforwardly as possible, which includes doing things like writing concise emails rather than long vague ones. See full policy here
"I've felt the team's culture of innovation right from my first day. Our platform is continually developing!"
Ben Mahoney, Area Manager
"We have a really strong sense of belonging here."
Samar Shah, Head of UK Partner Success
"I'm really proud to be a part of a company that puts its social impact ahead of commercial decisions."
Freddie Knaggs, Head of HE Partnerships
"There is so much support for each other, and shared passion behind what we do."
Nicola Twiston Davies, Account Manager
"Stellar communication is key here at Unifrog! We are to the point, speedy, and - more than you'd imagine - full of joy and humour! "
Anna Barker, Area Manager
"Line-managers help you to have maximum impact in your role, and also support you to reach your longer-term career goals."
Tom Haywood-Pope, UK Head of Sales & Delivery
"We're continually improving because we're good at listening to the brilliant ideas of our partner schools and each other."
Hayley Young, Operations Manager
Talk to us!
We want to hire talented people who share our mission, regardless of their background.
If you have any questions at all please get in touch:
Call us on +4420 3372 5991. Email Stephen for general questions, and Samar or Farhana for anything related to diversity.
Stephen Rodwell
Head of Finance and Operations
Responsible for recruitment
Farhana Somani
International Area Manager - Asia
International Diversity Champion