Key Notes
Performance management here governs evidence used for promotions, rewards, stretch assignments, workforce planning and talent investment. You’ll design rating mechanics, detect inflation and manager bias, connect individual goals with operating metrics and give leaders a real-time view of performance. Relevant expertise includes strategy-consulting experience alongside work inside a high-growth technology or consumer business. The full-time London position offers hybrid working.
What You'll Work On
- Design rating mechanics and analytical tests that distinguish employee-performance evidence from inflation and manager bias across Bolt teams.
- Connect individual goals with Bolt’s operating metrics so performance expectations form an accountable organisation-wide cascade.
- Own calibration governance and challenge ratings that are inconsistent, weakly evidenced or not comparable across functions.
- Build leadership reporting and recommendations covering promotions, rewards, stretch assignments and investment in talent.
- Bring performance evidence into organisation-design and workforce-planning decisions with the VP of People and senior leaders.
Why This Role Matters
- Bolt’s promotion, reward and stretch-assignment decisions depend on ratings that distinguish genuine performance from inflation and manager bias across teams and functions.
- Workforce planning and talent-investment decisions use the organisation-wide performance view this role builds, giving senior leaders evidence they can test when allocating opportunities and resources.
What They Are Looking For
- Experience: Relevant experience includes strategy-consulting experience at MBB or an equivalent firm combined with work inside a high-growth technology or consumer business.
- Technical: Relevant technical skills include the ability to build defensible analytical cases and present them to stakeholders who challenge the evidence.
- Technical: Relevant technical skills include independent data-modelling capability for assessing the business consequences of talent decisions.
- Stakeholder: Relevant stakeholder skills include direct influence of C-suite stakeholders through the candidate’s own analysis.