Chief of Staff

About Nous

Nous is a household AI agent. It takes over the bills and admin people don't have time for and acts for them: switching energy, buying insurance, cancelling forgotten subscriptions, managing the family calendar. Nearly 250,000 UK households have signed up, and another joins every minute.

We think the real value of AI isn't writing amazing cover letters, it's doing useful things in the real world for real people. That's the hard part, and a brilliant product is only half of it. An energy switch takes weeks, so our agents run on long-running workflows, not a single chat turn. Cancelling a subscription means a browser agent handling the code Apple sends to your phone. Buying insurance meant getting our regulatory principal comfortable with an agent doing it end to end (a UK first), which comes down to knowing exactly when the LLM should hand over to rules because a mistake would cost someone real money.

We're about 30 people running one agent across energy, broadband, mobile, insurance, mortgages and subscriptions (with more being added), each with its own suppliers, rules and ways of going wrong. With far more problems than people, a person or small team owns each one end to end, from spotting it in the data or a customer conversation to shipping the fix. And because the agent acts, you find out quickly whether the fix worked.

Everyone builds here: a product engineer launched our subscription cancellation product within a couple of months of joining, and a PM rebuilt our WhatsApp agent.

And it's working. We're growing more than 20x year on year, with a market-leading NPS above +80, and we manage well over half a billion pounds of household spending. We've raised more than $30M from Heartcore, Mosaic and a who's who of entrepreneurs who founded Monzo, GoCardless, lastminute.com and Onfido. But the real draw is the team - ask anyone here why they joined and you'll get some version of "to do great work with really smart people".

The goal is household life that's simpler, cheaper and fairer, and most of that is still to build.

Why we're hiring

Nous runs on small teams with real ownership and barely any middle management. That's a big part of how about 30 of us became one of the UK's fastest-growing startups. It also means the work of joining everything up has been spread across the founders and leads, squeezed in around their day jobs. Plans, OKRs, closing the hires that matter, the big company pushes: everyone does a bit of it and nobody owns it.

Last week showed what happens when someone does. We ran "crunch week": five days where most of the company dropped its normal work to relaunch Nous as a household agent. Twelve workstreams, one owner each, a short daily sync and a pre-mortem. In a week we rebuilt onboarding and the website, shipped new agent capabilities, and got legal, security and comms ready for launch. As one of the team said afterwards, when we cluster around a problem for a bit, we do loads of work.

We want that pace more of the time, without a founder having to drop everything to run it. So we're hiring a Chief of Staff.

About the role

You'll work directly with Greg (our CEO) and the founding team, and own how Nous runs day to day: the pace, planning and OKRs, and the big company pushes, plus overseeing hiring and helping land the hires that matter most. You'll sit in the management meeting and get the full picture, including the things that aren't public yet. And you'll have the authority to change how we work: cancel or reshape meetings, and move people and cut scope during a big push.

You enjoy coordinating, but only because it gets things done faster. You'd rather get a decision made today than design a process for making decisions.

What you'll actually do

Set the pace. Spot what's stuck, work out why, and get it moving. Usually it's a decision nobody has made yet, so you get it made, or make it yourself.

Own planning and OKRs. Quarterly OKRs, the weekly management meeting, planning and offsites. Squads run pretty autonomously; you make sure they're working to the same priorities. Each of these should take up less of everyone's time with you running it, not more.

Own the scorecard. Keep the numbers behind our OKRs current, and say each week what's off track and why. You pull the data yourself (SQL, our BI tool, a spreadsheet) rather than chasing people for updates.

Run the big pushes. The next crunch week is yours: scope it with the leadership team, pick the owners, run it, and write up what we'd do differently next time.

Oversee hiring, and help close the hires that matter. Hiring managers run their own processes, and you won't be running ten of them. But you'll keep an eye on all of them, know where every search stands, and jump in where needed. Mostly that's closing the people we really want: working out what they care about and how to win them. Sometimes it's getting a recruiter excited about working with Nous, or unsticking a process that's gone quiet.

Represent Nous. You'll talk to recruiters and senior candidates from day one. Over time, and where it helps, you'll represent us to partners, suppliers and investors too.

Automate the boring bits. You'd rather build the Monday status digest with Claude than write it by hand every week. Anything you find yourself doing every week is a candidate for automating.

What this role isn't

An assistant. Diaries and inboxes are someone else's job.

A process role. If your first instinct is a new meeting, template or tracker, this probably won't suit you. With you here we should have fewer recurring meetings, not more.

A product role. Squads own what gets built, and strategy stays with the founders. You'll be in the room for both, and you make sure nobody's blocked.

A recruiter. You oversee hiring and step in where it matters; hiring managers still run their own processes.

A dumping ground for jobs nobody else wants. You'll pick up odd jobs, as everyone here does, but the bulk of the role is above.

What success looks like

In your first 90 days:

The company runs noticeably better: decisions get made faster and fewer things stall. Ask the leads and they'd say so.

Something that had been stuck for weeks has shipped because you got involved.

You've helped close at least one hire we really wanted.

Next quarter's OKRs are set, and the scorecard is current every week.

At least one piece of weekly coordination (the OKR update, the status round-up) runs as an AI workflow you built, and nobody does it by hand any more.

We have fewer recurring meetings than when you joined.

After a year:

You've led two or three company-wide pushes that shipped what they set out to.

The senior hires you helped close have said yes and are doing well.

Planning, OKRs and the weekly meetings run fine for a month without you.

Most of the routine coordination runs on workflows and tools you built, not on meetings.

About you

You've got 4–7 years behind you (perhaps a little more if you've switched careers), probably a mix of a fast-growing startup and somewhere that taught you structure: consulting, BizOps or strategy and ops at a scale-up, a founder's office, or product work where you ran launches across teams. Maybe you've founded something.

You coordinate because you're impatient. You notice the thing that's been stuck for a week, and you're the one who unsticks it.

You're persuasive. You can work out what a candidate is really optimising for and how to close them, get a busy recruiter excited about Nous, and hold your own with senior people outside the company.

You're comfortable with numbers. You can build a quick model, write a bit of SQL or find the right dashboard, and tell a real trend from noise.

AI tooling is already how you work. Claude, Claude Code or similar is where you get things done, not something you tried once.

You write clearly and quickly. Most of this job happens in writing: kick-off notes, weekly updates,