About the role
About Us At Axle Energy, we’re building the infrastructure that will underpin the decarbonised energy system. Our software moves energy usage to times when electricity is cheap and green, by controlling vehicle charging, heating systems, and home batteries. We control hundreds of thousands of energy assets. We’re building in a legacy industry and moving gigawatt-hours of electrons in the real world, but we operate at lightning speed, and we’re growing
the team to meet customer demand. We’re proud to be supported by world-leading investors, including Accel. Read more about what we’re building here .
About
the Role You'll own the employee experience from onboarding through to performance, engagement and development, partnering across the business to ensure Axle This is a standalone People Ops role, so having experience across the entire employee lifecycle is critical. What you will be doing Lead our performance review process, ensuring managers are equipped to give high-quality feedback and develop their teams. Drive employee engagement initiatives and continuously improve the employee experience. Own the employee lifecycle from onboarding through to offboarding. Develop scalable & compliant people policies, processes and systems to support our growth. Act as a trusted advisor, providing practical and balanced guidance on things People
Benefits A meaningful slice of equity in Axle, alongside a competitive salary, with total
compensation ranging from £75k–£200k (base salary + equity). We operate with a deliberately flat structure and aim to keep pay equitable across the company, with a 1:1 median ratio between founder and team
compensation. Enhanced parental leave to support you through life's meaningful moments. Bi-annual retreats to strengthen team connection & shared purpose. Hybrid working - We have a dog-friendly office around Farringdon. To maximize collaboration, we ask that you spend 2-3 days a week in the office. The opportunity to directly shape the future of energy markets and accelerate the transition to a low-carbon world. We are extremely keen to build a diverse company, and we’re particularly eager to hear from candidates who don't fit the traditional role stereotypes. If you’re motivated by our mission, please do reach out, even if you feel you might not ‘check all the boxes’. Interview process Initial interview Take-home exercise Final interview (in-person) Offer, references, and welcome to