In this C-Suite Column, Kate Avery, chief people officer, reacts to the news that Modulr has been named as one of LinkedIn's Top Startups in the UK.
At Modulr, our vision is to become the world’s leading digital alternative for wholesale and commercial payments.
Last month we announced that we won a £10m grant from Pool C of the Capability and Innovation Fund (CIF) under the RBS Alternative Remedies Package. This was a huge achievement for the entire team at Modulr - no mean feat considering the competition from 76 other applicants - and a resounding endorsement for our products and young business.
Over the last 12 months we’ve grown from around 40 staff to over 120 (and we are still growing). One of our public commitments made against CIF funding is to create an additional 64 new roles, which has understandably generated a huge buzz internally as well as in the market.
If this wasn’t exciting enough, LinkedIn has announced Modulr as one of 25 Top Startups to work for in the UK. We’re certainly proud to be recognised alongside the quality and calibre of the companies that also appear in the list.
With the recent investments and our ambitious plans, we’ve got an exciting road ahead.
Creating an organic, scalable culture
We’re naturally focused on business growth, but we recognise we can only achieve this by creating an environment where individuals can thrive and reach their own unique potential.
A scale up business is fast paced and exciting to be a part of – but it requires commitment, focus and resilience. Change is the only constant. You have to get comfortable with feeling uncomfortable and be ready to navigate the ever-changing needs and priorities of the business, the industry, and our customers.
To do this well, we need to make sure that Modulr is an incredible place to work and that our employees are happy everyday they come to work – even if at times it feels tough! So, it is essential that we identify the challenges people face every day and equip them with the tools they need to deal with them.
Establishing and living by our core values will ensure we can do this. Culture is organic in nature and will and should constantly evolve as the business grows. But our values will be what guide us. They are the essence of who we are, defining how we work, how we interact with each other, and the relationships we build with our clients. And we focus on this when we recruit. I don’t believe in interviewing for cultural fit because you risk hiring like-for-like. Focusing our hiring for values fit and cultural contribution means we get different people with different ideas but all united in their drive and excitement for collective and individual growth.
But quite simply, we want people to love working here! Our plans are exciting and ambitious. We want everyone who works at Modulr to be energised, enthusiastic and driven about the future of Modulr, and more importantly, genuinely believe in that future – clearly able to see where they fit.
In this way, we ensure we hire the right people, keep our culture organic, and keep it maturing at the same scale as our business.
Think you're a fit? Visit our careers page here.