Software Development Engineer, GoCardless
Growth
£80-90k
1+ day a week in office
Making payments easier for everyone
Job no longer available
Making payments easier for everyone
501-1000 employees
Job no longer available
£80-90k
1+ day a week in office
501-1000 employees
Company mission
To become the world’s bank payment network.
Role
Who you are
- Professional experienced in coding - with TypeScript/React on frontend and Ruby (on Rails ideally) on backend, with a commitment to building reliable, well-tested systems
- Enthusiastic about working in a strong culture of experimentation, testing and code review - to help us in experimenting ways to grow our product!
- Someone who is excited about supporting and growing a group of engineers, helping them become the best engineers they can be
- Somebody able to effectively communicate - mainly technical topics to technical and non-technical audiences
- Collaboration and cross-functional work - we have a Product Manager, Designer, BI Analyst and Growth Marketer as part of our team and work with a lot of other commercial teams across the business
- You have a growth mindset, motivated by driving concrete business outcomes
- You adapt to new technologies and processes quickly
- You thrive in a collaborative environment and believe the best products are built through collaboration
- You are passionate about building and improving products by experimenting, prototyping and applying an iterative approach to validate ideas and learn
- You are data-driven and analytical
What the job involves
- The main goal is to drive Product-led Growth - user acquisition, activation, revenue and retention via the product itself. To achieve this we apply experimentational approach and move projects from ideation to implementation
- We are looking for engineers to join Product Growth, where you will be working on business problems that have a direct impact on company growth and revenue
- Joining the Product Growth you’ll be working in a team that contributes to various codebases across the whole product, we are frequent contributors to codebases responsible for the customer dashboard and primarily use React, TypeScript, JavaScript, Ruby on Rails, Postgres, BigQuery, Google Cloud Platform. Problems we solve range from improving activation rates to converting payers into customers or driving growth through partner integrations
- Engineering in Product Growth owns a growth tech stack including user tracking, product analytics and tooling for a/b testing and experimentation. We support other teams in adopting an experimentation approach and help them to get started with the tech stack
Salary benchmarks
Our take
GoCardless has emerged to facilitate recurring payments, with a focus on streamlining the subscription economy. After securing $75M in 2019 for international expansion, the company now operates in key regions, processing over $35B annually for 80,000 businesses.
Recent advancements include the acquisition of Nordigen in 2022, enabling GoCardless to leverage OpenBanking functionality and establish a robust platform for direct bank-to-bank payments. The company also achieved an impressive $312 million in Series G funding in 2022.With a strategic eye on the future, GoCardless introduced GC Embed, a white-labeling product granting other payment providers access to its premier bank payment platform.
This success is underscored by the company's commitment to innovation, exemplified by its 2019 partnership with TransferWise, integrating foreign exchange rates into its services. GoCardless continues to evolve, navigating the complex landscape of recurring payments and staying ahead of competitors like Stripe and Square, who are beginning to enter the subscription economy. With a global footprint spanning the UK, France, the US, and ANZ, GoCardless remains at the forefront of reshaping how businesses manage and process recurring payments on a massive scale.
Steph
Company Specialist at Welcome to the Jungle
Insights
Few candidates hear
back within 2 weeks
45% female employees
4% employee growth in 12 months
Company
Employee endorsements
Opportunities to learn
"I love that we have an environment of trying new things and if it doesn't work, it's okay, as long as you learn from it. This has enabled me to..."
Funding (last 2 of 9 rounds)
Feb 2022
$312m
SERIES G
Feb 2021
$105m
SERIES F
Total funding: $634.3m
Company benefits
- Enhanced maternity, paternity and shared parental pay
- 27 days holiday (excl. bank holidays)
- Work-away scheme
- Health insurance
- 4 additional wellbeing days off per year
- Equity grant for all employees
Company values
- Start With Why: We believe you can only do a job properly when you know why you are doing it. Understanding why we care about the problem motivates us to keep going until we’ve solved it
- Make it Happen: We work with urgency, and take personal accountability for getting things done in pursuit of our vision.
- Care Deeply: We care deeply about our impact on the world and those around us
- Act with Integrity: We do what’s right even when no one is watching. We don't see doing the right things as a choice — we act with integrity regardless of the cost
- Be Humble: We act without ego and don’t let excuses get in the way of achieving our goals. We believe life's too short for self-importance
Company HQ
Clerkenwell, London, UK
Articles
Leadership
Hiroki Takeuchi
(CEO)Hiroki and Matt met when they were consultants. They started GoCardless during Y Combinator. After a number of years as co-founder, Matt left to start Nested.
Matt Robinson
(Board Member)Started company supplying waiters to events while at school, before joining McKinsey. Founded Nested Estate Agents in 2015 where they currently serve as CEO.
People progressing
Beccy joined GoCardless as a Sales Development Representative in May 2018 and has since had 3 promotions to become Senior Manager.
Steph joined GoCardless as an Intern in the Compliance team 4 years ago and she's now the Manager of the team.
Diversity, Equity & Inclusion at GoCardless
Lena Tailor (Director of D&I)
- Given the large number of hires we have been making in recent months, we have continuously reviewed both our hiring processes and channels to eliminate bias. We’ve introduced programs that attract diverse talent and we continuously seek to create hiring experiences that are fair, transparent and accessible by all
- We are working on creating a transparent framework for how we grow and develop talent in a scaling organisation. This will include bringing more clarity on internal career opportunities and provide clear expectations on the behaviours we want to see aligned to our values and commitment to building an inclusive organisation
- We have introduced systematic processes to help ensure compensation decisions are data-driven, fair and competitive. We have also invested in Reward capability and expertise to ensure we bring pay equity into every step of the employee journey
- Thanks to these employee-led groups we have been able to further our efforts in voluntary diversity data collection this year, to develop support for parents and carers, offer community mentoring opportunities in partnership with Career Accelerator, help to raise awareness and empathy during significant events of the past year, and importantly, offer more employees a community of people with whom they share experiences and interests
- To strengthen our commitment to D&I we have recently appointed our first Director of Diversity & Inclusion, an experienced culture change leader, which will allow us to have a more strategic and systematic approach to building a diverse and inclusive organisation for the long term and as we scale
- The Director will work with the executive team and ERGs to define clear D&I targets that GoCardless will commit to achieving over the next three years, and to develop a structured roadmap of initiatives aligned with those targets
- This will create greater clarity and accountability across the entire organisation on D&I progress
- We’ve got a long way to go, but here’s how we’re doing as of June 2022 - Female Employees - 46% - Ethnic background - 32% - Identify as LGBTQIA - 10% - Neurodivergent - 9%
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