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📈 Who We Are: We are rebuilding the energy transaction, making it transparent and fair. Our goal is to put power back where it belongs, in the hands of customers and to take on one of the most critical problems of our century, access to low cost electricity. tem exists to fix a broken global energy market that’s long favoured legacy operators, intermediaries, and opaque pricing. Today’s electricity system was not designed for rapid decarbonisation, AI-driven efficiency or fair access for the actual users - businesses and generators. We’ve built the first AI native transaction infrastructure to reinvent how electricity is bought, sold and priced. Our technology is designed to cut out the inefficient fees, automate complex market flows, and bring transparency and fairness to energy transactions at scale. In late 2025, after extraordinary growth, we closed a $75 million Series B - led by Lightspeed Venture Partners with participation from Albion, Atomico, Allianz, Hitachi Ventures, Hitachi Ventures, Schroders Capital and others - positioning us for global expansion, deeper product innovation and category leadership. We’re scaling internationally and building toward a future where AI-driven infrastructure is foundational to electricity markets worldwide. Since launch, our modern utility product, known as RED, has already facilitated thousands of business customers and billions in energy transaction value, proving that modern software and AI can transform an industry built on legacy systems. At tem, we’re not just building another energy company, we’re rearchitecting market infrastructure so that transparency, efficiency and sustainability become the default, not the exception. 🚀 The Role We're hiring a People Performance Manager to join our Performance Service. tem is growing fast. Our goal is to get better as we get bigger - revenue growing faster than headcount. In practice that means keeping our strongest people engaged and performing, getting new joiners productive quickly, and enabling our leaders to multiply their impact over time. Most companies solve that with layers of management. We don't. Our leaders (Player-Coaches) coach their teams while staying hands-on with the work, which means the systems around them have to do more of the lifting. That's where the Performance Service comes in. We're a team of four, and we own how tem runs as an organisation: the operating rhythm (how work gets planned, tracked, escalated and reported), the onboarding and development that build capability, the frameworks that define what good performance looks like and how people progress and get paid, and the operational backbone of contracts, benefits and payroll. We don't own recruitment. We're adding a second Performance Partner because we need more hands on deck - both partnering with our leaders day to day, and building the frameworks that support them. Your patch is sustained performance - the part that runs continuously once someone is through the door. You'll carry a portfolio of leaders across our Engines and Services that you're accountable for, and you'll co-own the frameworks that sit underneath them alongside the rest of the team. You will not be handed a finished playbook to administer. You'll report into the Performance Service Manager. HR experience is welcome but not required - we're open to operators, people who've led teams, and the sort of person who ends up owning whatever the company needs next. In your first 12 months, you might: Become the first call for a portfolio of leaders on anything to do with their people - performance calls, team decisions and hard conversations. Co-design how progression, performance standards, evaluation and reward actually work at tem, alongside the rest of the Performance team. Handle live cases end to end - performance management, difficult conversations, exits and restructures. Use AI and automation so the operational layer runs itself and your time goes on judgement, not process.

People Performance Manager

Don't apply unprepared

People Performance Manager

Don't apply unprepared