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Key Insights
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Example.io
- Raised £12M Series A in March 2025. We have 24 months of runway at current burn.
- £1.8M ARR, growing 25% QoQ, with 8% churn (improving).
- Competing with Zapier, Workato, Retool but 10x faster setup via native integrations.
- Previous CTO exited due to personal relocation; founder now seeking a true technical partner.
- Board expects version 2, SOC2 prep, and team scaling in next 12 months.
- Path to Series B in early 2026;
- Target: £5M ARR and churn <5%.
- You’ll own tech vision, hiring, infra, and process with no micromanagement.
Website: www.example.io
LinkedIn: linkedin.com/company/example
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
- Anna Kovacs - Lead Backend, ex-Monzo
- Leo Ritchie - DevOps, Ex-Paddle
- Maya El-Tayeb - ML Engineer, PhD, ex-Oxford
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.
Cadence & authority
- Weekly syncs with CEO, monthly all-hands, quarterly board updates.
- You own hiring, infra decisions, vendor stack, and roadmap veto on technical risk grounds.
We're offering
- Base salary: £140–175K.
- Equity: 0.5–1.2%, 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.
- Other: No relocation required, but London travel ~2x per year for offsites.