Job Description

About Parser

Parser is a boutique strategy and technology consultancy that helps clients deliver business outcomes through technology and AI adoption. With over 350 employees and revenues above £37 million, our client roster includes Monzo, Tesco, British Airways, Checkout.com, SoFi, Expedia, and The Financial Times, among others.

Our core product is people. We build high-calibre, multidisciplinary teams that embed with clients to solve their most pressing strategic and technological challenges. The quality of talent we attract and the rigour with which we run our business are direct determinants of our commercial performance.

The Opportunity

We are at an inflection point. Parser has grown quickly and we have the client relationships, the reputation, and the ambition to grow further. What we need now is the operational and commercial rigour to match that ambition.

This is a newly created role. The Chief of Staff (Growth) will work directly with the Co-founder & CGO to design and implement the operating models that underpin two of Parser's most critical growth levers: how we hire, and how we sell. This is not a support role — it is a builder role. We are looking for someone who can diagnose a problem, design a solution, and own its implementation end to end.

• Two mandates, one role:
  
  • Talent Acquisition: Redesign how Parser attracts, assesses, and hires top-tier talent at pace — including strategy, process, tooling, team structure, and KPIs.
  • Commercial Growth: Overhaul Parser's sales operating model — lead generation, sales collateral, lead qualification, proposals process, negotiation, and closing — to build a repeatable, scalable growth engine

What You'll Do

Talent Acquisition Operating Model

• Diagnose the root causes of slow hiring and inconsistent candidate quality across a team managing 20–60 open positions simultaneously
• Design and implement a TA strategy that delivers top-tier candidates across software engineering, data, product, and leadership disciplines
• Define the end-to-end hiring process — from requirements capture and role prioritisation through to assessment frameworks, offer management, and onboarding handoff
• Recommend and implement the right tooling stack: ATS, sourcing, assessment, and analytics
• Define the KPIs and reporting cadence that hold the function accountable to business outcomes
• Work with the Capacity Planning Manager to transition the current team into the new model

Sales & Commercial Growth Operating Model

• Map and redesign the end-to-end sales process — from lead generation and qualification through to proposals, negotiation, and closing
• Build the sales collateral, playbooks, and frameworks that enable a consistent, high-quality approach to business development
• Define lead qualification criteria and implement a structured pipeline management process
• Identify the right tools, data sources, and workflows to support a more systematic approach to BD
• Establish the metrics and governance that make commercial performance visible and manageable

Broader Chief of Staff Responsibilities

• Act as a trusted thought partner to the Co-founder & CGO on strategic priorities and operational decisions
• Identify further operational bottlenecks across the business and lead improvement initiatives as the mandate evolves
• Bring structure, rigour, and momentum to workstreams that would otherwise remain undefined or under-resourced

What We're Looking For

Required Background & Experience

• 5–10 years of total experience, with at least 3–5 years in management consulting at a top-tier firm
• Demonstrable experience designing and implementing operating models — not just advising on them
  
• MBA from a leading institution

Nice To Have

• Experience working across both people/talent and commercial/sales problem statements is a strong advantage
• Prior experience in a high-growth technology business, scale-up, or professional services environment

Consulting Pedigree

We are specifically looking for candidates with a background at firms where the standard of structured thinking, client delivery, and operating model design is demonstrably high. This includes, but is not limited to:

• McKinsey & Company
• Bain & Company
• Boston Consulting Group (BCG)
• Oliver Wyman
• Roland Berger
• Strategy& (PwC)
• Kearney
• L.E.K. Consulting
• Accenture Strategy / Accenture Song (senior strategy roles)

Candidates from Big Four strategy practices (Deloitte, EY, KPMG, PwC) will be considered where the work is demonstrably strategy- and implementation-led rather than audit or compliance-adjacent.

Skills & Capabilities

• Exceptional structured thinking — able to move from ambiguous problem to clear diagnosis to actionable recommendation
• Strong operating model design skills: process mapping, team design, tooling selection, and KPI frameworks
• Commercially literate — understands how operational decisions translate into revenue, margin, and growth
• Able to build and deliver, not just advise — comfortable rolling up their sleeves and owning implementation
• Strong communicator and influencer — able to bring senior stakeholders with them without relying on hierarchy
• Comfortable with ambiguity and capable of setting their own agenda in a fast-moving environment
• Data-driven — uses evidence to make decisions and to hold initiatives accountable

What Good Looks Like

The right person for this role will have spent the early part of their career developing the craft of structured problem solving inside a top-tier consulting environment — and will be hungry to apply that craft inside a business, with real accountability for outcomes.

They will not be looking for a role where they write the strategy and hand it over. They will be energised by the prospect of designing the operating model and then making it work. They will be equally comfortable in a room with a co-founder discussing strategic priorities and in the weeds of a process design with the team running it day to day.

In their first 90 days, we would expect them to have completed a clear diagnosis of both the TA and commercial growth problems, presented an integrated operating model proposal, and begun implementation of the highest-priority interventions.

Why Parser

• Direct access and real influence — you will work alongside the Co-founder & CGO with a mandate that matters to the whole business
• Scope to grow — this role is designed to evolve as Parser grows; the first person to do it well will help define what it becomes
• A serious intellectual environment — our clients are sophisticated, our teams are high-calibre, and the problems are genuinely hard
• A business that moves — we are not a large corporate; decisions are made quickly and good ideas get implemented
• Hybrid working from our London office