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  • London
  • parttime
  • ₤20 - ₤30 per hour

Confirmed - The role is still hiring despite coronavirus

This role ALSO accepts expressions of interest from those currently on furlough - anyone can apply


Interim Tech Lead for InChorus


3 month part-time position as interim tech lead, thereafter, opportunity to join full time with share options.


We’re looking for a Software Engineer with an interest in working with an early stage B2B SaaS business, to help us further build, an award-winning platform which enables companies to manage their culture to be more diverse, inclusive and harassment-free. 

We believe culture should be managed like your code: companies should find their cultural ‘bugs’ and fix them, not brush them under the carpet!


The Role


You’ll be working with the co-founders, Rosie Turner and Raj Ramanandi, serial-exited founders, on a mission to scale their tech-for-good venture to create the biggest impact possible.


They are raising a venture round of investment and will be expanding the team and client base rapidly over the next 12-24 months. This is an opportunity to join early on in the journey and help to shape a rising star, dis-intermediating a $20 billion market.

You will be the lead on all matters tech, offering valuable input into what we build, when we build it, and how we build.


The product roadmap encompasses many exciting directions that we hope to deliver to businesses of varying sizes and across industries.


Right now we do a lot of work in the music, FinTech, & Tech sectors with SMEs. We value all-rounders and are happy to bring in experts to round out the team as and when necessary, for example, candidates with a strong back-end / data-science background might prefer front-end /UX assistance from time to time, or vice versa - your job will be to help define, and then shape the process with internal and external resources


About InChorus


Companies need to offer employees a fit-for-purpose mechanism to report bullying & harassment. The MeToo movement, and now Black Lives Matter uprising, have highlighted a toxic combination within workplaces and systemically; namely: startlingly high levels of harassment, and low levels of reporting.


The result has been an increased focus upon fit for purpose, and clearly signposted reporting mechanisms. The importance of this is set to increase, with upcoming legislation in the UK looking to place greater responsibility on companies to prevent harassment and protect employees. This will impact organisations of every size.


Additionally, the new Whistleblowing Directive will place pressure on companies to have robust whistleblowing mechanisms at an earlier stage - from only 50 employees. Whilst larger companies (1000+) often have a solution in place, and the resource to effectively manage it. Smaller companies (50 - 1000), who may be scaling rapidly, often do not have a secure, effective, or user friendly mechanism. 


This presents an opportunity to offer a simple, safe reporting suite that targets smaller organisations - serving both their need for compliance around harassment, and their appetite to build a positive, inclusive culture where diverse, top talent can be attracted and retained. 


Our Services


We support companies to steer their culture away from more serious incidents through capturing actionable employee data. Our inclusion feedback tool allows employees to anonymously flag ‘micro-behaviours’, both positive and negative, that they experience frequently. This data is aggregated into key insight in our HR  dashboard, surfacing trends around potentially problematic, or positive, behaviours. This product is built, and soon being expanded into a slack app. 


InChorus provides a trusted, anonymous reporting tool enabling employees to safely and simply report misconduct to HR. We aggregate these reports into an intuitive case management system to simplify the process of handling an incident. This feature is to be built. 


Finally, we use a company’s unique inclusion data to offer smarter, customised sexual harassment & inclusion training. Rather than outdated scenarios, we cover nuanced topics, appropriate to a post-MeToo context, and draw upon L&D best practice to deliver micro-training modules that are engaging and impactful. 


We work globally, and have top partnerships in our focus industries, regularly feature in industry press and have even won the odd award! That said, we are still very much at the beginning of an exciting journey, meaning you’ll have ample room for career progression as we continue to grow at pace.


Tech Stack


Our current product is very much an MVP, built by an external consultant that we still use to maintain the solution. This is what you will assess and have the opportunity to start again or build from these foundations. We are code-agnostic regards how we move forwards but our web app was built in PHP, using the Laravel framework, and our database is on a SQL server. We are also currently having a slack app built by a third party.




  • Bring our tech in-house. Manage php app, maintain slack app, manage sql database, review reporting dashboard. Review current product and co-design roadmap for new products and features. Start in on product roadmap!

  • Passionate about our cause!

  • Great team player, able to work remotely

  • Dedicated to learning. Learning from the founders but also leading on what the company needs to be stronger on as we grow. For example, security is of paramount importance to our tech stack, and we would expect you to learn and educate us about best practise as we progress.


Bonus Points if you have:


  • Built a product or business yourself

  • The ability to work with different personalities and external partners

  • Experience beyond technical skills, ie project management or design, would be a bonus


Benefits we envisage after the 3 months:


  • Share options

  • Modern office space, if safe

  • A shiny new Macbook if needed

  • Flexible working hours

  • Regular team dinners and activities

  • An openness to ensuring we deliver your work goals whilst you deliver on our business goals, ie a unique 12-18 month ‘pact’ of what we will do for each other during that period, ie specific training or experiences for you, including a 2k budget for training 

  • 30 days of holiday per year.


During the interim period we will pay £200-£300 per day based on experience, but right now we are unclear on how many days we will need per week. Let's discuss!


Thanks for listening.

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