(CTO) Chief Technology Officer

£150k to £190k

Example
www.example.co.uk | linkedin.com/company/example
Context
Team
Technology
Expectations
Offer
Funding Raised £12M Series A in March 2025. We have 24 months of runway at current burn.
Positioning Competing with Zapier, Workato, and Retool - but 10x faster setup via native integrations.
Why now? Engineering is still founder-led, and it's limiting our ability to scale. With funding secured and demand growing, we need a senior technical leader who can own architecture, build the team, and help us mature as an organisation.
Board priorities Version 2 of the platform, SOC2 preparation, and team scaling over the next 12 months. Path to Series B by early 2026.
Role scope You’ll own tech vision, hiring, infra, and process - with full autonomy and no micromanagement.
Metrics £1.8M ARR, growing 25% QoQ, with 8% churn (improving). Target: £5M ARR and churn < 5%.
Engineering You will inherit a total of 12 engineers across different disciplines:
  • 6 backend (Node.js, TypeScript)
  • 3 frontend (React)
  • 1 DevOps
  • 1 machine learning
  • 1 part-time QA
Key individuals
Turnover 15% in the past 12 months, mostly early hires who didn’t scale with growing complexity.
Structure
  • No engineering managers yet, we want you to build the leadership layer.
  • CTO reports to CEO Jude Marlowe.
  • Dotted-line to board tech advisor Eleni Vassilou (ex-Skyscanner CTO).
Remote setup
  • Fully remote in UK & EU.
  • Core overlap hours are 9am-2pm GMT.
  • Two off-sites per year, location rotates.
Tech stack
  • Node.js (monolith, ~250K LOC), React (Next.js), AWS (Fargate, RDS, Lambda).
  • 60% unit test coverage.
  • Weekly deploys.
  • CI: GitHub Actions.
  • Observability: basic logging, no structured tracing yet.
  • Infra-as-code: partial (Terraform + manual overrides).
6-month objectives
  • Audit current system architecture, tech debt, and team skill gaps.
  • Improve uptime to 99.9%, resolve top recurring incidents.
  • Hire 3 senior engineers to reinforce backend, DevOps, and QA.
  • Ship redesigned integration framework with better tooling and logs.
9-month objectives
  • Deliver V2 of the platform with improved latency (< 200ms p95).
  • Establish CI/CD guardrails and post-mortem rituals.
  • Initiate internal SOC 2 compliance controls.
  • Cut onboarding time for new integrations by 60%.
12-month objectives
  • Grow engineering team to 25 FTEs across ICs and management.
  • Reduce churn to < 5% through platform reliability and key feature rollout.
  • Decrease infra spend by 25% via architectural optimisation.
  • Build and document engineering career ladders and review processes.
Offer details
  • Base salary: £150k to £190K.
  • Work pattern: Remote first.
  • Equity: 0.5% to 1.2%, strike price £0.24, 4-year vest with 1-year cliff.
  • Bonus: Up to 15% based on uptime, team growth, and launch cadence.
  • Perks: Remote setup stipend (£1,000), 5 weeks holiday, £2K annual L&D budget.