We’re always looking to grow our prospective group of exceptional sales people. Although we’re not looking for AEs today, we will be in the future, so here’s the place to register your interest for future opportunities.
Think of this as an open invitation. If it sounds like you, apply now and we'll come back when we open this role.
About us
Flexa is the data-driven platform where people and companies find their match. We've gathered over 3 billion data points on what people actually want from work, which gives employers a live picture of the talent they're trying to reach - and helps people find verified companies where they'll do their best work.
Since we started in 2019, we've grown to 5 million users. We work with the likes of SAP, Mars, Airbus, Vodafone, ASOS, Tesco and Heineken, and we've become a trusted voice on the future of work for employers and talent alike. That growth doesn't look like slowing down, and a lot of it rests on the people who sell here.
Why this isn't quite like other AE jobs
Plenty of AE roles come with a deck, a target and a product that does one thing. This is a bit different.
Our product is really the data, so the sale isn't a demo and a discount. It's showing a talent or employer brand lead something about their own market they hadn't seen, and staying credible when they push back on it.
Making sense of a dataset, working out what's genuinely interesting in it, and turning that into something a CPO / Head of Employer Brand / Head of Talent will act on
Holding your own in a room full of people who know their sector better than you do - including being honest about where the strengths and weaknesses of our data lie
Selling something with layers to it: an employer brand platform, but also a talent intelligence product, bought by different people for different reasons
If you're the sort of person who'd open the raw file before the summary slide, you'd probably enjoy it here.
What you'd actually be doing
Looking after deals from the first conversation through to signing and handover
Running discovery that gets to what a business is really trying to sort out, rather than what's in the brief
Putting the data case together and presenting it: the right cuts, read honestly, explained well to senior people
Working with our SDRs on what's worth going after, and with the product side on what clients keep asking for
Forecasting your own pipeline honestly and understanding it in-depth - we'd far rather have a realistic number than a flattering one
Who we're hoping to hear from
Background matters a little more here than it does in our junior roles, though how you think still counts for most of it.
Comfortable with data - properly comfortable with understanding it, not just selling it, and you have experience selling a data product of some kind, ideally in HR Tech or Talent Intelligence
Clear - you can explain a number to people who aren't analysts, without talking down to them or hiding behind it
Experienced - you've sold data-led products with a bit of complexity to them; a considered sale, several people involved, a proper evaluation
Ideally at home in HR Tech or HCM - you'll already know the buyer, the budget cycles, and why "we have a great EVP already" isn't really an objection
Candid - you'd sooner qualify a deal out early than carry it in the forecast for a quarter
Bonus points if you have succeeded at a highly relevant company; tier 1 here is Lightcast, Talent Neuron, LinkedIn Talent Insights, Draup, or their competitors; tier 2 is GlassDoor, GPTW, or their competitors
Why Flexa
We're a small team that moves quickly and treats people like adults. That works both ways - a good deal of autonomy early on, and a fair bit expected of you in return.
Remote-first across the UK, with one funded team day a month in London
4.5-day week - most weeks wrap up at 2pm on Friday
Roughly 36 days' annual leave plus bank holidays, plus your birthday off
Work-from-anywhere scheme - up to 45 days working abroad
Uncapped commission, share options and a work-from-home budget
Output-based progression - no ceiling, no rigid ladder; you grow as fast as your impact does
You can read more about our employee offering and benefits on our Flexa profile (of course).
An honest heads-up: we work quickly and we work hard, which is rather the reason we can offer this much flexibility. There aren't formal promotion frameworks - progression comes from being exceptional. You'll often find yourself working outside your job description and looking after your patch end to end. For the right person it's a brilliant place to be, but it won't suit everyone, and that's absolutely fine.
We believe diversity makes us stronger, and we welcome applications from people of all backgrounds and circumstances. If you have particular needs, or would like adjustments at any stage, just tell us what would help you do your best work.
What happens next, so you're not left guessing
When a role opens up (and if your background is the right fit, of course), we’ll get in touch with you for an initial chat.
