Life at Multiverse

ERGs are groups created for employees and led by people that share common life experiences or identities. Typically, these groups are comprised of people within communities that have been historically and systemically marginalised.

ERGs provide support and safe space for underrepresented and/or marginalised communities. They help employees in their professional development, increase engagement and retention, and drive towards organisation-wide goals. LGBTQ+ @ Multiverse is a community for those who identify as lesbian, gay, bisexual, trans or queer as well as nonbinary or anyone who identifies as intersex, pansexual or asexual, as well as allies to this community. Currently 12% of our workforce self-identify as being part of the LGBTQ+ community.

We sat down with Julia Paolillo, a Project Manager based in our New York office and the new LGBTQ+ @ Multiverse Chair, to talk about her new role.

What inspired you to run for Chair of LGBTQ+ @ Multiverse?

Multiverse is the first place I’ve ever worked that has ERGs, and one of the first workplaces where I’ve been fully out as a member of the LGBTQ+ community. The sense of belonging that I felt as a member of the LGBTQ+ @ Multiverse was so unique and compelling - the perfect mixture of learning, advocacy, and plain old fun. I knew I wanted to do my part in helping the community grow and flourish - and here I am!

What is the main goal of your ERG?

Our mission is to create an inclusive space for all LGBTQ+ Multiversers to create community, and for allies to learn about our community. We uphold this work with three pillars:

• 📣 Awareness - Sharing the richness of our community with others at Multiverse.
• 🌈 Inclusion - Creating a space that is inclusive of the many different identities under the LGBTQIA+ umbrella... no small feat!
• 🪩 Celebration - Creating both informal and formal spaces in which we can enjoy our culture.

Why do you think the ERG is important?

As a member of the LGBTQ+ community, I've loved the experience of learning and expanding my mindsets and definitions during the 10 years that I've been publicly "out" (🎉). Constant growth and learning are often hallmarks of the ever-evolving queer community, but far too often the LGBTQ+ world exists in siloes.

LGBTQ+ @ Multiverse can help us break down those siloes, and bring together lesbian women, gay men, bisexual people, trans people, and non-binary or gender nonconforming folks into a space where we learn from each other, support each other in the workplace, and share our unique experiences navigating life and work as members of this community. Additionally, I hope that we can create a truly supportive internal community at Multiverse, I believe there’s also work to be done in promoting awareness about our group to allies within the company.

What are the big plans for the ERG this year?

We’re kicking off with a bang for Pride Month in June! We are co-hosting a networking event in London with the PRISM Network, an apprentice-led group committed to creating space for LGBTQ+ Multiverse Apprentices, past and present.

For the rest of the year, we plan to organise volunteer days across the UK and US, to host external speakers and come together with the other Multiverse ERGs to practice what we preach: that we are stronger and better together.

If our commitment to diversity inspires you and you wish to be a part of a company that invests genuinely in its people, we would love to have you on board. See open roles.

The Gender Pay Gap explained

First - some technical bits. The gender pay gap is the difference in the average hourly wage of all men and women across a workforce. The gender pay gap is not the same as unequal pay which is paying men and women differently for performing the same (or similar) work. Unequal pay is illegal and has been in the UK since 1970.

At Multiverse, we welcome people of all gender identities and expressions. HMRC specifies that Gender Pay Gap data sets should only include people who identify as a man or woman, and do not currently include non-binary individuals. So for the purposes of this report, we have aligned with these guidelines, despite this approach not being in line with our internal practices.

Sharing our data

As a reminder, this data is retrospective and looks at the gender pay gap at Multiverse between 5th April 2022 - 5th April 2023.

In the UK, Multiverse’s mean gender pay gap was 11%. The mean is the average pay of women and men. On average, the pay of a man at Multiverse was 11% higher than the pay of a woman.

Multiverse’s median pay gap was 7%. The median compares the midpoints in the ranges of women's and men’s pay. At Multiverse, the median man had pay 7% higher than the median woman.

While our mean gender pay gap was lower than the average for UK tech (16%), as a mission-driven organisation, we know the job here is never done. In this post, we’ll share the details behind the data and what we’re doing to improve.

Explaining our data

Our gender pay gap increased in 2023 compared with our 2022 results because our business, and who we hire, is changing. Our investments in technology mean we are hiring more people from areas traditionally dominated by men, particularly sales and software engineering. This means we are colliding with the systemic issues Multiverse exists to solve.

According to the Tech Talent Charter 'Diversity in Tech' report, women make up 29% of the UK tech industry. At Multiverse in 2023, 35% of our Tech team (Engineering, Product and Data & Insight) were women. In 2022, we reported that 31% of our Tech team were women. This year-over-year improved gender representation highlights our commitment to attracting and sourcing diverse candidates, equitable interview practices, and employee retention strategies.

We will continue to focus on increasing the gender diversity in our engineering and product teams. These roles are some of the highest paid in the industry, so with efforts to hire more women into these teams, we should see our pay gap start to close.

Another contributing factor to our gender pay gap was that we saw a decrease in women at “Director” and above levels. Representation at these levels changed from 69% women in April 2022 to 58% in April 2023. We also saw representation of men at our “Principal” level change from 36% to 47% during this time period.

To understand this data better, we can look at how women’s and men’s pay was distributed. To calculate this, we have split all of our team members into pay quartiles and worked out the proportion of men and women in each quartile. Overall, we have more men in our highest paid roles and more women in our lowest paid roles.

Gender breakdown by pay quartile

At the time of reporting, just over half of Multiverse employees received a bonus: 55% of women and 50% of men. Multiverse’s mean gender bonus gap was 34%. This means that on average, the bonus of a man at Multiverse was 34% higher than the bonus of a woman.

The median gender bonus gap was 11%.This means, the median man at Multiverse had a bonus 11% higher than the median woman.The large difference between the mean and median reflects the irregular distribution of bonuses, including some outliers. Effectively a small number of men received proportionally larger bonuses.

The reason behind our gender bonus gap was because Multiverse’s highest bonus receivers were in our Sales team, and at the very top of the scale in this team, women were underrepresented. Additionally, Multiverse employees choose whether to progress their careers as individual contributors or move into management roles.Many of our top performers in Sales who are women choose the management pathway - this is great, as we want more women in leadership overseeing male dominated areas, as it will hopefully encourage the next generation of women to join these professions.

However, as the bonus structure is different for a manager role compared to an individual contributor, this had an accelerating impact on our gender bonus gap.

Our US team data

Gender pay disparities are a global problem, and as a global organisation, we believe it’s important to voluntarily share the gender pay gap for our US team, even though this is not a government requirement. On the snapshotreporting date of 5 April 2023, we had 138 employees in the US.

In the US, Multiverse’s mean gender pay gap was -8%. This means that on average, the pay of a woman at Multiverse in the US was 8% higher than the pay of a man.

Our median gender pay gap was 5%, this means the median man at Multiverse in the US had pay 5% higher than the median woman.

Our approach to gender equality

We’ve been committed to creating an equitable and inclusive workplace since we were founded in 2016. We have a number of initiatives in place to ensure that equity is at the forefront of our People strategy, and we’ll continue to prioritize this work to improve our gender pay gap for the future.

• Pay philosophy - A pay philosophy is the strategic approach that guides an organisation on how to attract, retain, motivate, and reward employees. This philosophy is the guiding force behind all compensation decisions and we have a number of principles in place to ensure our approach is holistic and equitable. One of our principles is transparency. Pay transparency is beneficial both to the organization - in the consistent and equitable application of our pay practices - and to our employees by giving them insight into their position and what their future career path looks like. Pay transparency is a journey, not a sprint, and we’ve been progressing on our journey over the last 18 months. So far, we have created consistent pay bands and managers have communicated to their direct reports what their pay band is, where they sit in the band and how this has been calculated. We’re continuing to progress with this work and are moving towards even greater transparency.
• Inclusive hiring practices - We have recently launched a new hiring framework and interviewer training module to ensure that consistency and inclusivity are at the heart of our hiring process. We also actively partner with a number of organisations for underrepresented communities, including Black Young Professionals (BYP) Network and Flexa, to improve the diversity of our talent pool. Specifically in sales and engineering, we’re focused on attracting and sourcing candidates from a diversity of backgrounds, as we know that these roles have been traditionally dominated by men.
• Leadership development - For us, it's essential to create equitable opportunities for progression for team members from backgrounds currently underrepresented in our leadership teams. We run a 12-month Leadership Accelerator programme that offers mentorship, sponsorship and coaching to support Multiverse employees who hit specific demographic criteria, on their leadership journey. We’ve had two successful cohorts of this programme and we’re looking forward to launching the 3rd cohort soon!
• Equitable performance reviews - We believe that having our eyes open to potential bias in the system is critical to creating equitable outcomes. We have therefore introduced a structured performance appraisal process, with clear expectations and calibration across teams. By applying rigour to this process, we are able to make more accurate decisions for all employees regarding their pay, performance and progression.

Conclusion

While reporting our gender pay gap for the 2022-2023 tax year provides an important moment for us to reflect, our diversity, equity and inclusion efforts are a critical part of every day life at Multiverse. As a mission-driven organisation, we’re striving to provide equitable access to opportunities for everyone - and this work will never be done.

Hosted by Multiverse royalty Sarah Olubunmi - Product Manager, panelists for this discussion were Chloe Barker - Head of Governance, Hilary Cymrot - Director of Coach Enablement and Crystal Williams - Business Development Representative. They each drew from their extensive personal experiences in the workplace, sharing stories, helpful insights, and valuable nuggets of advice.

Chloe: The art of balancing work and life

Kicking things off, Chloe offered a refreshing viewpoint on the hot topic of work-life balance. Drawing from her experiences, she sees work-life balance as a critical skill for achieving work success - rather than a wishful luxury. In her own words, she says, "It's about developing the right mindset and skills.” She further emphasized how balance doesn’t just relate to managing time, but also involves handling different responsibilities. She says, “Work life balance also involves asking yourself questions like ‘Am I the only one who can do this?’ If the answer is no, you should delegate."

Chloe advocates nurturing resilience, actively seeking assistance when needed, and embracing an efficient mindset as the key to successfully juggling professional and personal lives. Chloe’s feedback was especially stand-out for soon-to-be parents in attendance, with Chloe herself only recently returning from Maternity Leave.

Hilary: Confidence and the importance of personal values

"How do I make sure that I am being strong and standing in my power in my own light." Hilary’s discussion centred around the importance of being self-assured and driven by personal values, especially in leadership positions. Ask yourself, she shared, "What is the spirit of the thing that I care about? What do I deeply believe?". If you can answer that and stand up for it, it will give you confidence in yourself, in the room and throughout your career.

Hilary shared a practical tip for bringing this to life when facing a challenging conversation at work: write down on a piece of paper ahead of the conversation “This aligns with my beliefs because of X or Y” to centre the conversation around your personal values. This advice aligns well with another favourite quote from the panel; “women can do hard things!”

Hilary also shared an interesting perspective on the infamous ‘fake it 'til you make it’ catchphrase. Hilary believes instead that there’s power and confidence in saying “I don’t know but I’ll find out”. We don’t need to have all the answers in order to be a successful and inspiring leader.

Crystal: Staying authentic and trusting your gut

Finally, Crystal offered insightful advice on dealing with the societal pressures faced by women in the workplace whilst staying true to oneself. Crystal believes women should never consider diluting their self-worth or accepting anything less than what they are due. With conviction, she said, "First and foremost, you've got to know yourself. And regardless of a yes or a no, a win or a failure, you're still going to be you at the end of the day." This was particularly poignant in Crystal’s experience of working in Sales when you often have to deal with rejection.

Crystal also shared advice about trusting your intuition. In her experience, this isn’t just a gut feeling that comes from nowhere, your intuition is a highly calibrated and experienced feeling that we develop and refine over time - just like any other skill.

Encouragement for women trailblazers

The discussion concluded on a high note with each of our panelists encouraging women to embrace and showcase their unique strengths and talents. A resounding message was for women to treat themselves with the same empathy and support they extend to others. Chloe summed it up eloquently, "We so often lead others with kindness and we lead ourselves with cruelty." Let’s replace this pattern with compassion towards ourselves.

True success in the workplace lies at the intersection of personal and professional balance, staying authentic and aligned to your values, and accepting yourself wholeheartedly. Each speaker at the panel discussion shared this in their own unique ways.

Here's to all the women who are carving their own paths and setting new benchmarks. As we pay homage to women's contributions during Women’s History Month, let’s pledge to be more understanding, supportive, and encouraging towards one another. Together, we can shape a more diverse and inclusive future.

At Multiverse, we are working hard to create the change we want to see in the world. We’re proud that 55% of our UK team identify as women, and this increases to 64% of our Global Leadership Team (director level and above). In our Tech team 36% identify as women - while this is higher than the UK Tech industry, we know we need to do more. This blog post aims to celebrate the contributions and perspectives of four exceptional women helping to shape Tech at Multiverse.

Aishwarya's journey, from rural India to being a Senior Software Engineer at Multiverse, is a testament to her passion for problem-solving and the transformative power of technology."In the rural parts of India where I grew up, problem-solving and mathematics were my escapes, and my journey started when my father gifted me a laptop during my childhood. This sparked my curiosity and passion for technology," Aishwarya says.

Aishwarya believes that the tech industry's most rewarding aspect is its profound societal impact, especially in her role at Multiverse, where she works on projects aiming to bridge the tech skills gap. "Witnessing the transformation of people's lives, especially those who couldn't afford traditional education, is incredibly fulfilling,” she explains.

Looking ahead, Aishwarya imagines exciting possibilities for the future of the tech industry, where technology is used as a tool to address real-world challenges and contribute to positive societal changes.

Her advice for anyone interested in pursuing a career in tech? "Embrace curiosity and continuous learning," she advises, "Engage in real-world projects, network with industry professionals, and find your passion within the realm of technology."

For Mireia, her passion for mathematics led her naturally to a career in data science and she particularly enjoys using “mathematical models in real-world scenarios.”

Among the most rewarding aspects of her career, Mireia highlights the sense of achievement in seeing a project through to completion. She’s also excited by ’ the rapid advancements unfolding in the AI space, and how this will likely change the look of everyone’s lives and work going forward.

When asked what advice she would give to somebody considering a career in data science, Mireia keeps it straightforward: "Always continue learning." This aligns with the Multiverse value of ‘development is at our core’, which we know is crucial to a successful and fulfilling career.

"I’ve always been interested in dissecting details and spotting patterns," Ellena says, "The process of researching, spotting trends, and deciding what story to tell via aggregated information is surprisingly similar to creating a robust essay or report."

Her passion for data analytics fuels her current role at Multiverse, where she utilizes her talents to facilitate productive discussions and bring actionable outcomes for our customers.

As for the future, Ellena is most excited by the emerging potential of AI to increase productivity, enhance the understanding of customer sentiment, and help to make informed decisions using big data.

"If you're considering a career in data and analytics," Ellena advises, "make sure to research, talk to people in the industry, understand what you enjoy (whether it's the research aspect, cleaning data, storytelling, or all of it), take learning courses, and build a network. It’s useful for learning, demonstrating interest, and problem solving!"

Sara has found the perfect sweet spot between her knack for creativity and a more practical, functional role in the product design world.

"The challenging, shifting landscape of the tech world thrills me," Sara affirms, "The creativity that comes with coding and working with a team to turn ideas into reality seems like the perfect compromise between working in industry and being an artist."

When asked about the most rewarding part of her work, Sara speaks highly of her colleagues. "Working with incredibly talented people who challenge me every day and make me strive to be better".For Sara, one of the most exciting things about the tech industry is its constant dynamism; the industry is always on the move, continually advancing, which means there’s always something new to learn and adapt to.

Sara's advice to young women considering a career in tech is unequivocal: "Be brave and bold. There’s a space in the tech industry for us, too."

These inspiring stories underscore that the tech industry is a dynamic field populated by passionate, bold, and brilliant individuals. The contributions of women in tech enrich the industry and influence a more balanced, inclusive future.

If you’re looking to join our growing Tech team, check out our live roles.

The 3Cs Defined

Our 3Cs framework simplifies and reinforces what we look for in our candidates:

1. Capability: Demonstrates the required hard/technical skills and competencies necessary to do the job well, exhibits the ability to think critically and handle complex tasks effectively, and possesses the necessary knowledge and experience to excel in their role.
2. Coachability: Shows a willingness and eagerness to learn, develop, and grow in their role, accepts and implements feedback effectively, utilising it as a tool for improvement, and demonstrates self-awareness and the ability to reflect on personal growth.
3. Character: Displays resilience, discipline, work ethic and a positive attitude in the face of challenges, proven history of driving towards long term goals and a relentless pursuit of excellence, acts with integrity, ethical conduct, and a collaborative spirit, embraces diversity, and contributes to a positive work environment.

Key principles of the 3Cs

1. Simplicity scales: This framework cuts through ambiguity and offers a clear guide to what we seek in a candidate. It’s designed to be easily understandable and utilised by our hiring team and our candidates.
2. Values alignment: It's fundamental that the people we bring onboard align with our core values and contribute positively to our work culture.
3. Data driven: The 3Cs enables a measurable and equitable hiring process for every candidate, and drives continuous improvement in our hiring strategy over time.

Through the 3Cs framework, our goal is to attract and hire people who will thrive in our unique environment. The characteristics we've identified reflect a balance of critical skills, leadership potential, growth mindset, and shared values: the foundations for a successful career at Multiverse.

If the 3Cs resonate with you, we’d love to receive your application. We’re on a mission to provide equitable access to economic opportunity, for everyone. Join us?

We built the first version of our values back in 2016 and they served us very well. At that point, there were 8 values and they formed a deeply personal and impactful part of the growth of Multiverse. But as we crossed 600 people and gathered pace for a succession of funding rounds, we knew it was time for our values to evolve, ensuring they were ready to drive us forward to where we will be in the future.

Today we have 6 values, and they are:

We seek to level the playing field and are guided by fairness as a fundamental principle. It is our North Star, reflected in our mission to create a diverse group of future leaders and governs what we do and don’t do at Multiverse.

We treat those around us with respect and kindness. We never assume bad intent and judge people based on their actions, not on assumptions about their motivation. We act with integrity and think about the impact our actions have on others and strive to be the best version of ourselves.

We are direct but kind in our feedback and provide it regularly because we want to help people grow and reach their full potential. We believe skills are developed and built and see setbacks as opportunities to adapt and grow. No one should be the same person they were 3 months ago.

We take responsibility for what happens around us and we do the right thing, not the easy thing. We work with great care and skill, sometimes at an uncomfortable speed, energising those around us by the standards we hold.

We understand the fundamentals and facts first, and build our approach from there. We are guided by integrity in the decisions that we make and are solutions oriented. We will not be constrained by what has been done before or tradeoffs we don’t need to make.

Our mission is serious, and so is our approach to the work we do. But everyone deserves to work in an environment where they can have some fun, share some laughter, and feel unafraid to be themselves.

Our values are embedded in our culture and ways of working - allowing us to make the right decisions for Multiverse. From who we hire, to how we talk about career progression and development, and importantly, setting the tone for everyone as we continue in our mission to provide equitable access to economic opportunity, for everyone.

Do these values align with your personal values? We're hiring. 

What is your playbook for success?

The team matters more than anything to me, and surrounding ourselves with incredibly talented people is the key to success. It all comes down to recruiting the right people, developing those folks and then executing with excellence, both at the individual level and as a team.

What’s your leadership style?

I’ll address style but first I want to call out that I’ve been fortunate to work under some of the greatest sales leaders out there and I’ve learned a huge amount from them. I’ve taken elements of their approach that work really well, and reflected on what I would do differently - adaptability is critical for my leadership approach.

My experience extends itself to our team in two ways: first, my number one priority is to coach and support the team so that individuals can be wildly successful in their jobs at Multiverse. It’s a supportive, collaborative style that carries trust. When you’re with a group of winners, like we are, this collaborative style is the best approach. Second, I want our team members to develop here at Multiverse in a way that “future-proofs” their careers. This means they become so great at their profession at Multiverse, that they command their ideal opportunities in the future.

So a big part of my leadership style is to approach situations and people with empathy, carrying a coaching mindset, while ensuring an enjoyable environment - my sense of humor, for better or worse, comes out often! With this mindset, I find I’m far more likely to unlock potential in the people and ideas around me.

Why did you join Multiverse?

I’ve been part of some very special journeys at the likes of Udacity, MongoDB, and Zscaler and what all of those companies had in common was the caliber of the team around me, and the opportunity to solve critical problems for some of the biggest organizations in the world.

At Multiverse, we have an incredible team, a huge market opportunity and we have a mission that matters. We are transforming lives in our ability to upskill and reskill talent, and we’re providing equitable access to economic opportunity, for everyone. There are not many places where you can have such a meaningful and powerful impact that serves both your professional and personal why.

Tell us about the culture at Multiverse

Reflecting on my first 6 months as CRO, it’s clear that we have a lot to celebrate in our culture. We have an environment where folks can learn and develop their careers faster than anywhere. We have a big commercial opportunity, we’re serving a mission-critical market and we’ve got some of the best sales talent in the market. Our teams work together and take pride in getting better every day - the proof is in our sales productivity and growth rates.

While all of those circumstances are fortunate, my priority is to enhance our culture further. Our culture of excellence isn’t changing, but it’s really important to me that we have fun while we’re achieving these amazing things. One of our values is “we don’t take ourselves too seriously”, and I’m keen to live by this value so that we can all enjoy this journey by succeeding and having fun together.

What are your 2024 goals?

2024 is huge for us. We’re doubling the size of our sales team and investing in our RevOps and Enablement teams to continue our focus on excellence, learning and development. And we’re going to capture more of the market, at a faster pace - so now is the perfect time to be joining our team.

If you’re looking for a big commercial opportunity, a mission that matters, and an environment where you can learn, earn, develop and have fun, then Multiverse is the place for you. Apply here.

As part of our employee benefits program, every Multiverser receives two paid volunteering days per year on top of their holiday leave allowance. Through this benefit, we’re enabling our team to make a positive contribution to society, and fostering personal growth.

Here are some of the things Multiversers get up to on their volunteering days:

“On my Multiverse volunteer days this year, I engaged in outreach work, inspiring young children to explore creative coding from an early age. I firmly believe in fostering creativity, critical thinking, problem-solving skills, and an appreciation for technology in our digital world. The joy on the faces of 5-6-year-olds as they successfully delved into coding was remarkably rewarding. This experience not only allowed me to contribute to the local community but also underscored the significance of nurturing these skills for a brighter and more innovative future.”

“Since joining Multiverse in 2021, I have used my volunteer days to serve as a panellist at International Women's Day events where I speak about my experiences as a female scientist while pursuing my PhD. I also highlight that with a growth mindset, how people can pivot to new careers, such as being a Data Coach at Multiverse!

“Unfortunately, I experienced some unpleasantries during my PhD as a woman of colour. Serving on these panels is important to me as the cause — breaking biases and empowering women — is one that is very close to my heart. After all, what does a scientist look like? I say it can look like anyone.”

“This year I took part in two volunteering days that were both career days in schools, at my old sixth form speaking to the Year 10 and Year 12 students about the power of apprenticeships and alternative routes to university. As well as the kids engaging with the Multiverse apprenticeship model, I think it was a great opportunity to meet someone who was in their shoes not so long ago, undecided about going to university.

“I feel strongly about this because back when I was in sixth form, there was so much pressure to apply to university, and if you didn’t, it seemed like you had failed. However, giving students the opportunity to understand that there’s more to life than the university pathway is something I’m passionate about; the alternative routes to learning and a career are endless, you just need to find what works for you.”

“I am a lifelong stutterer, and earlier this year a local stuttering advocate invited me to speak at a press conference at the California State Capitol in support of a resolution in the assembly to recognize stuttering awareness week.

“This was deeply meaningful for me to participate in. Growing up, I never thought I would be able to speak at press conferences, because I was embarrassed about my stutter. My interest in education actually started because of teachers earlier in my life who pushed me beyond the fear and stigma, helping me learn how to use my voice. I am grateful Multiverse supported me in pursuing this special opportunity.”

By offering all our employees volunteer days, we ensure that every Multiverser's personal values, and their desire to positively contribute to society, are recognized, supported, and celebrated as part of our company culture.

Looking for a culture like this?

We’re hiring: https://jobs.ashbyhq.com/multiverse?utm_source=vdb

Now a global team of 800 employees, we’re elevating our office space and experience to truly embody our vision and values.

With our new locations in SoHo and Paddington, Multiverse is staying right in the heart of New York and London respectively. Making for easy commutes for our hybrid workforce, while keeping us at the forefront of the tech-scenes on both sides of the Atlantic.

Our offices aim to be inspiring places to work, for the benefit of all of our teams, and the customers and apprentices they serve. We’ve got plenty of room for meetings, events and training sessions, as well as outdoor space via rooftop terraces - alongside a strong emphasis on wellness and inclusion.

Our new offices offer more room to collaborate and meet, and more space to socialise and unwind.

Check out some photos below:

Multiverse has been listed as one of LinkedIn’s Top StartUps and as one of Flexa’s most flexible companies. Our new offices reflect our commitment to being a great employer, and empowering our people to achieve our ambitious mission.

Want to join us? Check out our current vacancies on our careers page.

Previously you’ve held roles including Commercial Director at Darktrace & Head of Sales at SenseOn - why did you make the move to Multiverse as an Enterprise Account Executive?

Taking a ‘step back’ into an individual contributor role at Multiverse was a strategic and conscious decision, made with the confidence that I would progress more quickly and be a better leader in the future by following this path.

My goal was to be recognised as the go-to Sales Leader for high-growth scale-ups and I knew that to achieve this I needed to reinvest in my own development and learn a proven playbook for success. It’s really hard to lead a high-performing team without a winning formula, so in order to become a better leader, I wanted to learn and execute the playbook on the ground myself.

I was comfortable with taking the risk of moving to Multiverse back in 2019 because I had done my research and spoken to top-tier VCs in my network who backed Multiverse as the next big thing. When you look at our Series D funding and recent strategic hires and investment in technology, including our new Chief Product & Tech Officer Ujjwal Singh, ex-CTO of GoFundMe and Head of Product at Meta, it’s clear that it was the right decision!

What advice can you share about successfully advancing your career at pace?

I truly believe that the best way to progress your career is to be 100% committed to your own development. It may look like I’ve been chasing promotions throughout my time here but I really haven’t! I’ve been chasing feedback and owning my professional development, and Multiverse is a meritocracy that recognises and rewards that.

For example, before I even joined the team as an Account Executive (AE) in 2019, I asked for my territory and access to resources and materials so that I could hit the ground running. And from day one, I totally embraced learning and executing the playbook at the highest standard. Now as a leader, I’ve seen that our most successful rampers do this too - if you truly commit to learning and living the playbook, and to hitting our Leading Indicators with quality, you will be successful.

Throughout my career, I’ve always asked my leaders for feedback and development. Building strong relationships with leadership and understanding what they want to see from you and what you need to improve is critical for progression.

And finally, I am committed to excellence and I have very high standards. I hold the whole team to a high standard because I do the same for myself!

What drives you as a leader?

My main motivation as a leader is to create a supportive and high-performance culture. I feel a big responsibility to the brilliant people we hire and I am totally committed to giving them the development that they join Multiverse for.

In the early stages of a hyper-growth company, it’s not always easy to get this right, but now in my role as VP, I am committed to doing just that. I want to be remembered as a leader who is focused on creating an inclusive, high-performance and development-centric environment, and I hold myself personally accountable for this.

Additionally, I’m driven by my belief in Multiverse - what we sell, what we do and who we are. I believe in every single AE, leader, and myself, and I know that we can continue to achieve incredible things together. This belief sustains me when things are challenging and motivates me further when things are going well.

Has Multiverse delivered on your expectations?

Oh, it’s delivered far more than I expected - in every way!

From a development perspective, since I joined Multiverse, our Average Selling Price (ASP) has increased exponentially. We achieved this enormous increase by pivoting from selling tactically to selling strategically. Today, we leverage value-based selling and work directly with the C-Suite at some of the biggest companies in the world. This shift towards strategic enterprise selling has naturally delivered increased earnings too.

It has also been more intense and challenging at times - but I think that is the reality of working for one of the fastest-growing companies in the world!

One of the unexpected bonuses of joining Multiverse was the life-long relationships I’ve made. There are people I’ve met here who will be in my life forever because we've been on this crazy journey together - through the highs and the lows, which is when you need those relationships the most!

At Multiverse, we pride ourselves on offering an exceptional learning and development environment. Our structured sales playbook and world-class leadership team are designed to support your growth and development. We believe in promoting from within and operate a meritocracy, so you know that your progress will be unrivalled. Join Multiverse and transform your career, because your development is our priority. Apply  here