Chapter IV · Compensation
The floor, not the ceiling. The first formal step is the six-month review — hit what we've agreed together, and your base moves.
The role
Founding Fund Operations
Sole owner of fund ops. Senior IC. Reporting into the founders.
IV.a · Where this goes
We have zero doubt that by the end of your first 6–12 months, you'll be earning above £120k. Not because we're handing it to you, but because of what we've seen from you through the process and what we believe you can do here.
As a company we need to see evidence of it before we pay according to it. The £105k today is the floor, not the ceiling.
The six-month review is the first formal step. Hit what we've agreed together, and your base moves.
IV.b · The goals
Before you join, or in your first few weeks, we'll sit down and write specific, measurable goals against each of the dimensions of the role — the ones that trigger a salary review.
You'll know exactly what you're working toward and how progress gets assessed. No surprises at the review. If priorities shift, we adjust the goals together.
IV.c · Progression
What's different about Odin from where you've come from is that there's no manager that knows more about your area above you. You're the sole person running fund operations across the business, and the things we want to see you grow into are the ones every senior IC at Odin owns.
01
Making the tough domain calls.
Final decisions where there's no one above you to validate them. Knowing when to seek external expertise, and owning the decision.
02
Pulling people in early when something doesn't sit right.
Treating asking for help as leverage, not a weakness. Senior IC at Odin means escalating with clarity before something becomes a problem, not after you've exhausted yourself trying to solve it alone.
03
Putting the feedback loops in place.
Time with the founders, customer signals, internal metrics, team check-ins that tell you whether the work is landing — without anyone else needing to surface it for you. You'll set what you need and not hesitate to take the time with people to get it.
04
Structuring your own time.
No one will tell you what to do or when. We'll support you, but you'll know the big picture — and the cadence, priorities, and focus are yours to set and defend.
05
Bringing the same quality of judgment outside your domain.
Product, customer, team, company-level calls. You'll be in the room, and we want to see the clarity you bring to fund ops brought to everything else in Operations as one of the most senior members of the team.
Get these right and progression follows immediately. We don't gate salary raises on calendar cycles or time served. When you're operating at the next level, your pay matches it.
IV.d · How it works
A few things shape how we do this.
IV.e · Pay rises
Only one of the three requires a promotion. The other two move your pay within the band.
01
Your contribution has grown.
More scope, more complexity, or more responsibility since the last review. A material step up in what you carry warrants movement within the band, with or without a promotion.
02
You're consistently at the top of your level.
Sustained pattern of judgement, behaviours, and output at the upper part of your level. Consistency matters more than isolated moments.
03
You've been promoted to a new level.
A promotion always comes with a pay adjustment that reflects the expectations, scope, and accountability of that level.