The Edurio Pledge

What you can expect

• Work that benefits schools, trusts and their people. You will not be asked to work in ways that compromise value to our customers for a commercial goal.

• Continuously developed source of truth. We will describe our ambition, plans and approaches and share with every team continuously so that you have full context to set your priorities and own your work.

• Real flexibility in how your work gets done, covering working hours, holidays and work styles, within the commitments your team makes to each other and our customers. We treat each other as adults here, with trust rather than control.

• Never being left alone with a problem. Come to anyone at Edurio with a question and you can expect us to think it through with you, point you to the right person, or roll up our sleeves alongside you.

• Owning our commitments. We will change our strategy and plans when there is a good reason. It is our responsibility to explain those changes.

• Share options from your first day of full-time employment. The team at Edurio gets share options in the company so if we succeed in building a large organisation, everybody who has built it benefits from being a shareholder.

What you’re unlikely to get

• A settled role. Your job will change shape, sometimes more than once a year. We are still a small company, closer to a startup than an enterprise. We are still building the company itself: our structure, our processes, the way we do things. Nobody here is stepping into a finished system, and you will help build it as we go.

• Decisions by consensus. Every decision needs to have a clear owner. It is their responsibility to consult with colleagues, gather evidence and then make the best decision they can. Everyone should have the chance to input on the decisions that affect them, and we won’t always be able to accommodate everybody’s preferences.

• Detailed instructions that tell you what to do. Leadership should always be able to communicate the needed outcome and the context and constraints around it. Deciding how to do it and adapting the plan or seeking help when something gets in the way is your responsibility.

What you can expect

• Learning from our mistakes through retrospectives and regular requests for feedback from the team and customers. We share the lessons openly.

• Being pushed beyond your current role, and nudged towards opportunities, sometimes before you feel fully ready for them.

• Room to experiment. We will plan workload and team resourcing in a way that allows trying new things and learning.

• Annual Professional Development Review with your team lead – a conversation about how you’re doing, what you want next, and what we can do to help you get there – with regular check-ins in between.

• Professional development budget to spend on courses, books, conferences, or anything else that helps you grow, and occasional organised training for the whole team.

• Fair salary that grows with you. Salary growth of at least 5% a year with additional increases when your responsibilities grow, and a company-wide fairness review so nobody is left behind by the market.

What you’re unlikely to get

• A clear career ladder. There are no titles to climb and no promotion cycle. Some roles don’t have an obvious next step as we are a small team. Growth will frequently happen in responsibilities rather than titles and rely on your participation.

• Above-baseline increases every year. The 5% baseline comes with an expectation that you keep developing, and that each year you are stronger in your role. Not every increase in role scope will lead to additional pay beyond the baseline.

• Performance pay. There are no commissions and no individual incentive schemes. Good work is recognised with scope, responsibility and trust alongside the commitment to review salaries as you grow.

• A guarantee that your next step is here. Sometimes the growth you want will not exist at Edurio, and the best next step for you will be somewhere else. We will aim to have an honest conversation where either we or you feel it is time to explore elsewhere and we encourage interviewing elsewhere to gain perspective.

What you can expect

• Transparency in decision-making. When we make a decision we explain the reasoning, including the cases for the options we didn’t pick and how firmly set the decision is. We take the time to understand how the decision affects you and explore the trade-offs.

• Hearing about things while they are still taking shape. We share our thinking early – what might happen, what we are weighing up, where we are unsure. You will see what is actually going on in the company as it develops, and know there aren’t long discussions behind closed doors affecting your careers.

• Interest in your feedback to your team lead and to the wider leadership, in a meeting or in passing. We will also actively seek out feedback, through feedback surveys and through open conversations.

• Direct, kind feedback from us. If something isn’t going well, we will tell you, and we will do it in a way that gives you a fair chance to act on it. We will not talk about you without making sure you have access to direct feedback.

• Transparent salaries across Edurio, giving you the ability to validate that you are paid fairly, and call it out if you are not.

• No internal politics, and no tolerance for it. We do not talk about colleagues behind their backs, and we do not let speculation without checking the facts determine our decisions.

What you’re unlikely to get

• Certainty. Hearing things early means some of what you hear will change as we discuss and reflect further. That carries real uncertainty and at times it will be frustrating.

• Skipping the uncomfortable conversations. Not all feedback is comfortable and it is natural to want to put it off or downplay it. We will make a conscious effort to highlight conversations that need to happen and err towards telling you rather than leaving you guessing.

• Polished and aligned internal communication. A lot of what you hear from us will be thinking in progress or half-formed ideas. Sometimes exec team leaders will disagree about the best path forward openly. We believe showing the working is an important element of transparency.

What you can expect

• Colleagues and leaders who care. We will apply empathy and compassion to things happening at work and in personal lives and rally to support you when you need help.

• Good intentions assumed. We trust that everyone here is trying to do the right thing and ask everybody to do that to our colleagues, customers and partners.

• Expressing your views is never held against you, including views that are uncomfortable for leadership or critical of the company.

• A community we build on purpose. We will create occasions for our team to spend time together both professionally and socially. We will give opportunities to work and spend time together in person alongside building a strong community online.

What you’re unlikely to get

• Leaders solving all your problems. We all need to work closely to understand and support each other. Addressing some of the challenges we face will take initiative and involvement from you and others.

• A relaxed pace. We set high goals and we work hard to reach them, which asks for initiative and owning outcomes beyond working through a task list. Some periods will be hard. It should stay sustainable so it is important you say when the load is too much. We want both ambition and a sustainable pace.

• Highest pay and benefits you can find. We aim to pay fairly both internally and externally but none of us are here just for the pay. We won’t always match salaries that you can find elsewhere if that would mean compromising fairness or reaching above what we can sustainably afford.

• A job just to have a job. Strong community is core to Edurio and we expect everybody to contribute to building a relationship with colleagues in your team and beyond. That includes showing care and initiative beyond your direct job responsibilities and taking an interest in your colleagues’ work and life events. We build a team with this in mind as we wouldn’t want to feel like just a group of colleagues, here to do a job.