Head of Coach Development and Operations, Multiverse
1-5 days a week in office
Providing equitable access to economic opportunity for everyone.
Open for applications
Providing equitable access to economic opportunity for everyone.
501-1000 employees
Open for applications
1-5 days a week in office
501-1000 employees
Company mission
Multiverse's goal is to break the expensive barrier between education and employment that is holding back companies and people.
Role
Who you are
- 7+ years of relevant work experience and 3+ years of people management experience, leading mid to large-sized teams (5+ reports) in a scaling, customer-centric environment (e.g. Learner Operations, Enablement, Customer Success)
- Strong vision and experience in and vision for leading rigorous, engaging, scalable, tech-enabled adult learning strongly desired
- Strong analytical skills with the ability to leverage data for decision-making and continuous improvement
- Strong change-management and project-management skills with an ability to keep many cross-functional workstreams moving forward at pace
- Extensive experience in influencing cross-functional technical and non-technical teams e.g. Learning, Product/Tech and Customer Success
- Effective communication and leadership skills, with a demonstrated ability to inspire and motivate teams
What the job involves
- As our Coach Enablement team grows, we are seeking an experienced individual to join the Coach Enablement leadership team
- As Head of Coach Development and Operations, you and your team will be responsible for defining Multiverse’s brand as a professional service, delivering best in class adult learning to Multiverse coaches and ensuring continuous improvement and quality control of our coaching standards
- Build and grow the team (currently 5 direct reports with the likelihood of more) overseeing tasks such as:
- Leading, iterating and improving the onboarding and training process for new coaches
- Driving change management and platform adoption
- Developing the Multiverse Coach Quality Framework along with creating on-demand content to enhance coaching skills
- Building a community of contingent coaches
- Define Multiverse's brand as a professional service through external benchmarking and data analysis, and lead the change management and training of the team to achieve this vision
- Analyse proficiency on the Coach Quality Framework, which currently defines excellent coach quality, iterating and enhancing the framework to align with our evolving vision for coaching
- Collaborate closely with Learning and Tech teams to ensure our training curriculum for coaches aligns with their curriculum and learning methodologies
- Finalise the team design, ensuring direct reports are engaged, challenged and delivering business impact
- Define and iterate performance KPIs for the Coach Enablement team, establishing cadences and mechanisms to monitor performance
- Foster an inclusive and positive team culture on the team and takes a general leadership role across the Coach Enablement team
Salary benchmarks
Our take
In today's tech-driven workplace, skills like digital marketing, software engineering, product design, and data analysis are pivotal. Traditional pathways to acquiring these skills are evolving, with coding schools like Makers Academy challenging the necessity of a formal Computer Science degree.
Recognizing the need for inclusive pathways, apprenticeships have gained prominence, spurred by government mandates like the 2016 levy. Multiverse (formerly WhiteHat) exemplifies this shift, offering opportunities for all to reskill and thrive in the tech industry.
Embracing a mission of accessibility and innovation, Multiverse's recent strategic moves, including acquiring Californian AI firm, Searchlight and attracting top-tier talent, underscores its commitment to excellence. Partnering with industry giants like Google and Facebook, Multiverse is driving transformative change, democratizing access to tech education.
Steph
Company Specialist
Insights
Many candidates hear
back within 2 weeks
58% female employees
96% employee growth in 12 months
Company
Employee endorsements
Opportunities to learn
"Whether that's the content in the course you are teaching of which you're developing a deeper understanding, weekly CPD (continuous professional..."
Funding (last 2 of 5 rounds)
Jun 2022
$220m
SERIES D
Sep 2021
$130m
SERIES C
Total funding: $414m
Company benefits
- Equity - every Multiverse has ownership in the business through equity options
- Quarterly M-Powered Days to refresh and recharge
- End of Year Company Shut Down
- 27 days holiday, plus 1 life event day and 2 volunteer days
- Hybrid & remote working - weekly or monthly visits to the London Office
- Team fun - weekly socials and regular offsite events
- A focus on wellbeing with access to Spill therapy support, an Employee Assistance Programme and an internal Wellbeing working group.
- We've got your health covered with private health insurance with Bupa, a medical cash back scheme with Medicash and Life Insurance with YuLife.
- Dependency leave, enhanced Maternity & Secondary Parental Leave
Company values
- We believe in equality of opportunity
- We treat others as we want to be treated
- We adopt an owner mentality
- Development is at our core
- We make decisions based on facts and logic
- We don’t take ourselves too seriously
Company HQ
Paddington, London, UK
Articles
Founders
Euan Blair
(CEO)Prior to founding Multiverse, Euan was the UK CEO of Sarina Russo Group, an employment and training provider with more than 1,500 staff worldwide and a turnover exceeding £100 million.
People progressing
Peppa is VP of Go-To-Market, UK&I. She joined Multiverse as an Account Executive in the Go To Market Team and was promoted to Regional Director within 7 months, then progressed to Area Vice President.
Diversity & Inclusion at Multiverse
Siobhan Randell (Director of Diversity, Equity and Inclusion)
- We want to be a leader in Diversity, Equity & Inclusion (DEI), so we’re working hard to drive the change we want to see in the world, inside Multiverse.
- Everything we do in the DEI space is undertaken with the goal of being representative of the geographies in which we operate – and our apprentice community. Gender diversity has been a long-term challenge for the tech world. We're proud that 55% of our UK Team identify as women, this increases to 64% of our Global Leadership Team (director level and above). We're also proud of our thriving LGBTQQIAAP community, comprising 11% of our UK Team.
- We're committed to improving the diversity of our workforce, at all levels. We continue to invest in early talent through our in-house apprenticeship scheme – something we know is a fantastic route into our organization for exceptional talent from a diversity of backgrounds.
- Last year we identified improving the diversity of our Global Leadership Team (director level+) internally as an area of focus. Steps that we took included introducing robust DEI monitoring processes, rolling out Inclusive Recruitment Training to all staff involved in the hiring, and launching our first internal, Global Leadership Accelerator program.
- We’re proud that in the last 12 months, the representation of colleagues from ethnic minority backgrounds at director+ levels, globally, has increased from 6% to 19%. This is good progress but we still have work to do and are committed to building a leadership team that is representative of our colleagues and of the communities we serve.
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