R-31 · GROUP
Group Operations
Nine companies, a founder who reads the work, and a set of operating habits designed for eight people.
FULL-TIME · CHIEF-OF-STAFF SHAPED · REMOTE · OVERLAPPING HOURS WITH THE FOUNDER
OPENINGS
1
One. When it is filled, this page comes down.
BASE SALARY
£220,000 to £380,000
The band, published. The offer is the same whether or not you push for more.
EQUITY
0.25% to 0.65% of CN Solar Labs
Founding equity in the parent, because this role serves all nine companies.
01
The problem this role exists for
The group runs on a short memo before anything expensive, one owner per surface, and decisions logged where the next person will find them. Those habits are the reason speed here is not chaos, and they are about to be asked to carry four or five times as many people.
You would run the cadence: the memos and whether they were actually written, the decision log, the metrics that go to the board, the interfaces between ventures that are supposed to be versioned contracts rather than favours, and the quiet processes costing everyone a day a week. You would also be the person who notices a venture has gone quiet before anybody reports it.
02
Your first week, and a normal Tuesday
Week one you read everything: every decision log, every memo from the last two quarters, and the metrics pack as it currently stands. Then you write down the three places where the process has already stopped working at eight people, because those are the three that will break first at forty.
A normal Tuesday: assembling something for the board from the source rather than from what people tell you, a conversation with a venture owner about an interface that has quietly become a favour, and an hour deleting a process. Fridays are the weekly pack. Nothing in this job happens verbally and then evaporates.
WHAT YOU WOULD BE WORKING IN
SQL against the group's own systems, a spreadsheet you built, and the documentation surface where decisions live. You will use Continuum daily as a customer would, which is deliberate: it is one of the few places we get honest internal feedback on it.
We do not screen on tools. Nothing above is a requirement, and a stack list is a poor proxy for whether somebody can do the work. If you have gone deep in something else and would arrive with a view about why half of this is the wrong choice, that is an argument we would like to have.
03
What you would own
Not a ticket queue and not a slice of somebody else’s roadmap. Four things with your name against them in the decision log, from the first fortnight.
01
The cadence
What happens weekly, monthly and quarterly, and why each earns its place.
02
The record
Decision log, memos and the metrics pack, written so they survive the meeting.
03
Reporting
Board and investor packs assembled from the source, not reconstructed after the quarter.
04
Removal
The process quietly costing everyone a day a week. You find it and you delete it.
04
What we are looking for
MINIMUM
What we would need to see
- ▸You have run operations or been chief of staff somewhere that scaled quickly, and can describe what you stopped doing
- ▸You write clearly and quickly. Most of this job is written
- ▸Comfort with numbers: you assemble the metrics pack yourself rather than requesting it
- ▸Little interest in a large team, and considerable interest in a small one working well
PREFERRED
What would move you up the pile
- ▸Multi-entity or holding-company experience, where the reporting boundaries actually mattered
- ▸You have prepared board material that a sceptical non-executive read closely
- ▸SQL, or the demonstrated willingness to learn it rather than delegate it
- ▸You have killed a recurring meeting and made it stick
Nothing in the preferred column is a filter, and neither list is applied before a human reads you. No degree is required for anything on this page, and we have hired people with doctorates and people with no degree at all into the same rooms. If you meet most of the minimum and not all of it, write anyway and say in the first paragraph which part you do not meet.
05
Pay, and everything around it
£220,000 to £380,000 base, plus 0.25% to 0.65% of CN Solar Labs, reviewed upward annually without you having to ask. The band is published here rather than discovered three conversations in, and the offer is the same whether or not you negotiate, because the band is the band.
Everything else is what the whole group gets and is not negotiated per offer: a holiday floor rather than a ceiling, health and dental and vision for your family, sixteen to twenty weeks of parental leave for every parent, a funded setup, monthly paid group meetups somewhere in the world, one required funded trip abroad each year, a protected day a week on the research ventures, and no non-competes.
The full list, the salary band chart and the visa sponsorship map are on the careers page. We sponsor without qualification across seventeen jurisdictions and publish exactly which.
06
Apply for this role
Four steps: a conversation with somebody who would actually work with you, one real problem drawn from work we are genuinely doing, a working session on your solution, and a decision within a week of that session. The problem is paid if it runs long, and you keep the work either way.