A Training Lead to help us take our childcare services to the next level

We want to change the world through childcare, helping families flourish. To do so, we need to arm our childcarers with the tools and techniques they need to help 21st Century kids to face 21st Century challenges. We also want to support our childcarers to develop and achieve their own goals, and have rewarding careers in childcare.


This role is all about designing and building incredible training for our nannies and childminders. 


Reporting to our Chief Product Officer, you’ll be a core member of our childcare development team and work with our incredibly talented product managers, designers, engineers, and researchers - among others - to integrate training into the heart of our service. You’ll own the vision for training and take charge of all training activities, making sure it’s evidence-based, data-driven, engaging, effective, and in line with the Koru Ethos.


You’ll have responsibility for Training across the business. You might not deliver much training yourself (although it’s cool if you do!); your role is more of a ‘conductor’, figuring out the strategy and working with specialists to make it happen. You’ll identify training needs, and work out how to meet them. (For this particular need, do we need to curate or create?) Where we need to create, you might do so yourself if it’s in your area of expertise -- but otherwise, you’ll find and manage great experts, and work with them to make sure the training is engaging and effective. 

 

 

A Typical Day

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

9.20am - You review the family and nanny feedback data that’s come in over the previous 7 days. This feedback is really useful to inform your plans for what kind of training to develop next, and you make some notes.  Next, you review some training videos that were sent to you last night. There’s lots of good stuff in them, but overall they lack pace and need more work to be really engaging. You write detailed feedback and send it off to the video editor. 

11.00am - Via Zoom, you meet with Yuliya, the Childcare Development product manager, to review some new training data together. Uptake for the Cooking series has been great but is it really improving practice of the less confident cooks, which was the original goal? You discuss a way to segment and ask parents for feedback in the app, and agree to check back in 2 weeks’ time to review progress.

11.30am - It’s sunny, so you sit outside with a coffee and prepare your questions for your next meeting. It’s an interview with a potential new trainer for infant safe sleeping. She seems great, so you schedule a trial run to test her out for real. 

12.30pm - Lunch time!  

1.00pm - You open up Slack to read updates and check your messages. There are some helpful updates from others, and a direct message for you from Laura, from Marketing. She’s asking for some ‘snippets’ to use on Instagram to showcase our training to families. Do you have anything relevant to the topic of ‘Helping Kids learn to regulate their emotions?’ Of course you do! You send over links to some of the best bits, which the Marketing team will package up into parent-facing content 

2.00pm - You’re always keen to keep in touch with childcarers and understand where their pain points are, so you’ve decided to sit in on a couple of deep structured interviews with nannies that a product design colleague is running. As you listen, your mind is buzzing with ideas for how better training could help them and the families they work with

4.30pm - Afternoon Showcase! Time to see what everyone across the company has built this week. Everyone who wants to present, has 3 minutes to show off their work in a big Zoom meeting. The Childcare Development team has been working on new profile pages incorporating some designs for training ‘badges’ you worked on, and it’s great to see the new versions converting much better than the old. One of the engineers who worked on the new profiles does a great job presenting.

5.00pm - You check back in to see if anything on Slack needs your attention. The video editor has already turned around most of your comments from this morning, so you check out his revised draft -- it’s much better. You write a congratulatory message on the #gratitude channel in Slack, thanking him for his hard work today.  Your last task is to review a couple of document drafts from colleagues, so you leave some comments -- and then shut the laptop and head on out!


You’ll be working towards specific outcomes:


After 1 month: You’ll have reviewed our existing assets and data to identify initial high-leverage training opportunities, and established success metrics.


After 3 months: New training is happening! All our nannies are receiving at least one monthly training opportunity. You’ve established a hypothesis-driven continuous testing and learning process, and are getting weekly insights building towards our product vision. 

 

After 6 months: You’ve built a ‘playbook’ for how to identify learning opportunities, create relevant training, and feed it into publicly facing content and community. At least a third of nannies each month take up a training opportunity, and families and nannies begin spontaneously mentioning our training in feedback. Training is seen around the company as contributing to our content strategy, developing our childcarer community, and helping to scale up our customer service.

 

After 9 months: After months of testing and learning, you really understand the formats that ‘work’ for childcarers. Engagement of childcarers with the training is very high. You’ve built up a small ‘library’ of training modules and we can confidently say that Koru Kids childcarers are armed with the latest thinking on 21st Century childcare.

 

 

And now about you:

In our application and interview process, we’ll be looking for:

  •  Child development knowledge, preferably including the EYFS. You don’t necessarily need a formal qualification (although it’s fantastic if you have one!) -- but if you don’t have one, you’ll need to have a very strong personal interest in this subject with plenty of self-study in your past. This is because you need to be able to identify training needs in this area, and also identify excellence in training

  • Teaching/Training/Learning and Development experience, preferably with adults and preferably using a range of formats  (e.g. in person/remote, synchronous/asynchronous, in-depth/bite-sized). This is so that you can design effective training interventions and give thoughtful feedback. Formal teacher training is extremely useful but not essential 

  • Evidence that you’ve built something. This could be a company, a course, a book, a philosophy, an invention, a community -- anything substantial started from scratch. We’re looking for this in order to check that you’re an entrepreneurial person who can start from a blank page and build

  • Affinity for product and digital. We’re a tech company, and we built digital product to help people -- so you’ll need to have an affinity for digital. This could be a personal (as opposed to professional) affinity, and doesn’t need to be direct experience, although that would be great. What we really need as minimum is interest in modern digital product and how it could be used to deliver training

  • Project management skills are absolutely essential. We’ll look for experience working with specialists to get something produced to a deadline (and setting and managing own deadlines), and a good baseline of ability with data.

 

Some other things that would be lovely, but aren’t essential

  • Experience developing asynchronous online training

  • Expertise in one or more forms of content production (written, video, audio)

  • Expertise in Instagram and/or Tiktok

  • Experience building an online or offline community around a specific theme

 

You should also:

  • Have a very strong learning orientation, and be open to feedback

  • Be excited about exploring and building a whole new aspect of our business

  • Have very high standards of excellence -- you push boundaries, you always have feedback on early drafts -- but also a strong bias for action and the confidence to be publicly associated with something unfinished

 

Important things to know...

  • Flexibility: We are happy to consider applicants looking to work either full-time or part-time for this role. We are also very supportive of flexible working hours. 

  • Location: this role can be done fully remote from anywhere in the UK, but you're also welcome to come into our London-based office if you prefer.

  • Salary & Benefits: The salary for this role is £45,000 - 55,000 and you’ll get 25 days paid holiday (plus bank holidays). You'll also get generous 'equity options', allowing you to own some of the Koru Kids. Each of these things will be pro-rated if you work part-time. You'll also get a MacBook Air and generous allowance for home office equipment. For any parents thinking of applying - we also offer 50% off Koru Kids childcare (up to a value of £7,000 per year). Why the salary range? We’re open to different levels of experience for this role. At the higher end, we’ll expect you to have managed complex projects, had more in-depth child development knowledge, more teaching/training experience, built something bigger, have more relevant experience in product and digital. That experience will mean you can deliver more, faster, and will need less supplementing with other staff to achieve the outcomes. We can figure this out as part of the application and interview process, and create a fair package in discussion with you.

 

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 most of the team is currently working remotely, but we do have a beautiful office on Shoreditch High St in East London that you'd be welcome to work from some or all of the time, if you'd like to.

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.


 
To view all of our vacancies and find out more about Koru Kids head to our careers page.
 

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