How we do hybrid and flexible working at Attest 

We leave it up to Attesters to plan their workload and manage their time. This approach means that Attesters never have to miss their child’s sports day, a lunchtime dog walk, or an important delivery. 

When it comes to work, we value real flexibility and measure productivity and outcomes, not hours spent at a desk.

Our flexible and hybrid guiding principles 

• We care about Outputs > Inputs: Productivity and outcomes are more important than hours spent at a desk
• We believe that collaboration IRL is important: We encourage Attesters to come into the office at least 2 days a week.
• We lead with trust and do not monitor whereabouts or track your hours.
• We focus on the things that matter and have impact and manage our time wisely
• Flexibility enables us to Include Intentionally. 
• We ‘Win Together’ and are flexible and cooperative with our colleagues and work to find solutions that works best for all

How does it work in practice?

• Hybrid and flexible working can mean different things to various organisations. At Attest, we aim to provide clear and transparent information to potential Attesters about what these terms mean for us.
• We value in-person collaboration and encourage all Attesters to spend time in our London or New York offices to work with their peers.
• Our offices are open every day for any Attesters who find it beneficial to work in the office environment more regularly.
• We do not dictate specific working hours or monitor the time you spend at your desk or online. We trust you to manage your own workload and time and recognize and reward the outcomes you deliver.

Include Intentionally

Our approach to flexible and hybrid working is both purposeful and intentional, reflecting our core value of ‘Include Intentionally.’ Research from Flexa (2022) shows that flexible working helps retain parents, support carers, improve access to work for those with disabilities, and create a better environment for marginalized employees. Our flexible working guidelines are designed to support our overall DEI (Diversity, Equity, and Inclusion) approach and goals.

What do Attesters say about our hybrid and flexible approach? 

“There is a recognition that not everyone works the same. You can manage your own time and how you work best”

“You are treated like an adult who is capable of managing your own work and your own life”

“It’s one of the things I love about working here the most, that flexibility, because it isn’t strict, because I can come to the office when it works for me, nobody’s checking up on me.” 

“I was looking for something that would work around my family, I had to have a job that did that.”

Formal requests for flexibility 

As Attest provides significant flexibility, it’s likely that in many cases employees will consider that informal flexibility, or temporary arrangements agreed with their managers, are sufficient. 

However, we have a Flexible Work Policy for the UK where employees can make a formal request to permanently change their working patterns, in line with the legal/statutory process in the UK. 

If you would like to find out more about the formal policy, please reach out to people@askattest.com 

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The British Diversity Awards were established three years ago by trailblazer Linda Riley. Linda is a leading LGBTQ+ activist who uses her platform to empower the LGBTQ+ community. Attest has been involved with the British Diversity Awards since the very beginning. The awards align with our company ambitions – we aim for Attest to be a business that acknowledges and learns from our collective differences, and celebrates diversity in all its forms. Our vision is for a truly equitable workplace where every Attester experiences a sense of belonging every day. It is also a great opportunity to learn about, and network with, businesses and charities with similar ambitions. 

This year Attest sponsored the Outstanding Commitment to Diversity Award which recognises the outstanding achievements of an individual who has gone above and beyond to make the world a better place specifically in the field of diversity and inclusion. The award went to Bob Bakish from Paramount Pictures. According to Bob: “We strive to make diversity, equity and inclusion part of who we are – etched into the fabric of our workforce and culture, seen in the content we create and the partners we work with, and always reflecting the audiences and communities we serve.” 

Bob is in great company. In 2023 Phyll Opoku-Gyimah won the same award. Phyll is a political activist known for her work for racial, gender and LGBTQ+ equality. She is also the cofounder of UK Black Pride and it was great to see her on stage this year presenting the Global Diversity Initiative Award to Teens in AI who believe in harnessing technology to create a fair world where everyone has equal opportunity to maximise their potential. 

In 2022 Peter Tatchell was awarded the Lifetime Achievement Award sponsored by Attest. Peter is a veteran gay rights activist who has been campaigning for equality for over 50 years. It has been such a privilege to present awards to true DEI champions over the last few years. 

Unfortunately Bob was not available on the day so the award was presented to Marva Smalls, Global Head of Inclusion at Paramount by our very own Sonali Pinder, Senior Sales Development Representative. Marva has also been integral to Paramount’s DEI efforts, but she was mindful that “we know there is more work ahead of us, but we are committed to this shared journey.” Something that we at Attest completely agree with.

Alongside the awards where we got the opportunity to hear some truly inspirational stories and recognise the phenomenal impact organisations are having in the world of DEI. We also enjoyed the entertainment from Duncan James and Simon Webbe from Blue. 

At Attest, DEI is really important to us and we have taken many steps to create an inclusive environment but we know that there is so much more to do. We would love to hear what is working at your organisation and if you have any questions about what we have been doing, please reach out to talent@askattest.com.  

Like the sound of Attest?

We’re hiring for some super exciting roles in the UK and the US, across Product, Engineering and Commercial. Check them out and get in touch!

See our roles

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My name is Jordan and I’m a Senior Sales Development Representative at Attest.

My journey at Attest began in October of 2022. After passing my 3 month probation and working hard for another 6 months hitting and exceeding targets, I was promoted to a Senior SDR.

My role mostly involves business development – looking for brands and companies who can benefit from the Attest tool and our offering. The role, like most sales positions, consists of calling, emailing and building relationships with prospects. As a Senior you are given more responsibility like supporting your manager with training and helping new starters whether it’s doing role plays, conducting email reviews or simply checking in with the team. I uphold my day-to-day responsibilities and activities while leading by example to the team and consistently hitting target.

What did you do before you joined Attest?

Before joining Attest I worked in recruitment. I was a senior consultant for an in-house recruitment team for an international financial advisory firm. It was a very easy translation for me to go from recruitment to sales as many of the same soft skills are used, like communication, prospecting, objection handling and similar sales cycles. There are comparable skills that can be used across a range of roles i.e recruitment, customer success, sales etc. If you are willing to work hard enough in a meritocratic role, then you will reap the benefits.

Why did you decide to join Attest?

My last company had fantastic training but I was looking for a more positive culture. Once I decided to make the switch to sales, I was confident in my ability so the most important thing to me was culture. There were glowing reviews from Glassdoor but what really made the difference for me was reaching out to one of the sales team that was already there and picking his brain. I’d encourage any candidates who make it to the latter stages of the process to do this!

What advice would you give to someone thinking about applying for a role at Attest?

Do it! Fantastic company with a killer product and an incredible team.

What is the best part of your job?

Without sounding too cheesy, the best part of my role is my team. Honestly there is a lot to be said about the people you work with as it truly makes all the difference.

What is your favourite Attest benefit and why?

I spend my wellness allowance every month on my gym membership so I would probably say that. Free office snacks are great too 😉

How would you sum up our team culture?

There is a great buzz when we have our office days and we keep the same energy when working remotely. Our socials are always the best of fun and it’s easy to say I work with my mates rather than work colleagues. As an organisation I’ve never felt not welcome or a part of the wider team and this has been the case since my first day at Attest.

What piece of Attest consumer research has most surprised you and why?

My favourite Attest case study would be Little Moons because I remember them going viral when Covid first hit and TikTok was super popular. I didn’t realise how important it is for brands to stay on top of trends. Before joining Attest and the research sector I would have assumed one bit of viral success is all a brand needed to stay relevant however from the Little Moons case study its clearly not the case. Their challenge was turning this viral success into long term growth and what they realised is… actually find the full story here, it’s super interesting!

Check out our open roles

We’re hiring for some super exciting roles in the UK and the US, across Product, Engineering and Commercial. Check them out and get in touch!

See our roles

The post Employee Spotlight: Jordan Whyte appeared first on Attest.

With 10% time, Attesters can take paid leave in addition to your holiday entitlement of up to 10% of your total working time during the year for the purpose of contributing to or participating in charitable work that enhances or improves the lives of those around us.

Who is eligible for it?

All permanent employees of Attest and those who are on fixed-term contracts of 6 months or more globally are eligible to take 10% time.

How does it work?

If you’ve thought of a cause you’d like to use your 10% time for, you can speak with your manager to give as much notice of the leave as possible. You’ll log the leave into our HRIS (Human Resources Information System) as 10% time. This request will be sent through to your manager for their approval, and will be marked in your portal as leave that is separate from your annual leave and other leave allocations.

It’s up to you which cause you choose to support during your 10% time. Some Attesters support causes on their own, and some contribute in a group. For example, a group of Attesters have used their 10% time to work with the Tech Talent Charter. Attest has been a signatory with the Tech Talent Charter since 2019 and in our role as their official research partners we support them with gathering, analysing and publishing reports into diversity and inclusion in the tech sector.

Once you have taken your 10% time, we encourage you to share what you have been doing with the rest of the business to give other Attester’s ideas of how they can volunteer.

Why is 10% Time important to Attest?

Attest’s Founder and CEO Jeremy King said this about 10% time: “10% time has existed from day zero at Attest, from the very beginning. It’s always been part of what we do. People use 10% time for a wonderfully wide range of things. Collectively, we have a huge amount that we can offer and do for charity, community and the world around us, and 10% time is how we help that happen.”

Here’s how some Attesters use their 10% Time

I use this time to help the UK’s most challenged state primary schools (with REAch2), also working to design, test and scale new solutions to society’s biggest problems (with Nesta). We actively encourage everyone at Attest to use 10% time for things we care about, individually and/or collectively.

Jeremy King

CEO

I recently used my 10% time to volunteer for YourGamePlan’s National Interview Week. The programme supports over 5,000 state school students to hone their interview skills. I remember getting very little career advice at school and I never had the chance to do an interview in a safe environment so I felt that this was a real opportunity for me to use the skills I have developed over my career to help give back.

Emily Meiklejohn

Talent Acquisition and Employer Brand Lead

Attest’s 10% time has given me the chance to help out at charities that need extra hands on weekdays – so far I’ve helped to build a new community farm, distributed wasted food to people who need it and helped serve a community Christmas lunch. This is such an amazing benefit and it is amazing to work somewhere that supports personal and professional growth.

I started to volunteer with ScotsCare recently as a befriender, meeting someone on a regular basis to provide some companionship and support. I truly enjoy meeting them for a cup of tea and a chat, it’s a very rewarding experience and I’m learning so much. I’m very thankful to Attest for giving me 10% of my working hours to spend volunteering, this was definitely a factor when deciding to join ScotsCare.

Isabel Perez

Senior Customer Success Manager

I am a volunteer for Samaritans. Samaritans is an organisation that provides a listening service to anyone who is struggling to cope, their vision being fewer people die by suicide. The 10% time has given me the opportunity to schedule some listening shifts during the working day, which allows me to provide the service at a time when a lot of volunteers are unavailable.

Sam Killip

VP of Customer

Interested in joining Attest?

Take a look at how we do things at Attest, what’s on offer for Attesters and check our open roles.

The post How Attesters can give back to their communities with 10% Time appeared first on Attest.

The day started with an introductory talk from Debbie Forster, Co-CEO of the Tech Talent Charter, running through some of the key themes from the report. A quote from Debbie that really stood out was that she would give tech a C+ but that a lot of organisations are “quiet quitting” on DEI — something that Attest definitely will not be doing! 

Attest was one of the founding signatories with the Tech Talent Charter and we’ve worked closely with them as their official research and data partner since 2017. 

Here’s Attest’s Founder and CEO Jeremy on why our partnership with the Tech Talent Charter is so important: 

Attest exists to inform every decision and dissolve any doubt, and that’s why we love working with the Tech Talent Charter to uncover and share new insights that can generate positive change across industries and nations. This work is important, and also helps Attest learn and improve, including seeing just how much progress we still need to make to create genuinely diverse and inclusive environments in tech.

There was then a Q and A session with panel members from a wide variety of organisations, talking through what was working well and what could be even better. We left the session with lots of ideas and things to put into action once we got back to the office. 

After lunch we broke into ten different groups to discuss some of the key challenges to recruiting, retaining and developing diverse employees in Tech. 

Melanie Pieters, our Senior Product Manager, hosted one of the round table discussions talking about how managers can be both gatekeepers to the ladder, but can also enable their teams’ success. Mel reported back that line managers play a crucial role in their teams’ success and she shared three top tips on how line managers can truly support diverse employees.

1. Line managers should be role models in demonstrating inclusive behaviours and broadcasting these across the organisation. This could be putting childcare pick ups or doctors appointments into diaries, not contacting employees outside of working hours and taking time off when they are unwell. In a nutshell, an organisation can have great policies or benefits but line managers make it clear whether behaviours are acceptable or not. 
2. Line managers should ensure continuous communication. 121s are a great opportunity for line managers and team members to have ongoing open and honest dialogue. These conversations should not just be about business as usual or tasks but also the support that they need and their career aspirations with development opportunities to get there. 
3. People or HR teams also have a key role in supporting line managers to help their employees’ success and climb up the ladder (if that is what they want to do!). It’s important to make sure that all activities add genuine value, rather than being tick box exercises or activities just for the sake of it. People and HR teams can ensure fairness, consistency and objectivity. 

We then had the opportunity to take a tour around Bletchley Park and learn about the amazing people that have worked there. 

Attesters attend events like this as although we already have initiatives in place to help support diversity in tech, we know that there is more to do in this space. We would love to hear what is working well in your workplace or if you have ideas of what we can do. 

Interested in joining Attest?

Take a look at how we do things at Attest, what’s on offer for Attesters and check our open roles

Learn about Attest

The post Attest team visits Tech Talent Charter’s Diversity in Tech Roadshow appeared first on Attest.

Who are you and what do you do?

I’m Pauline and I joined Attest in September 2022 as a Customer Research Operation Executive, in the Customer Research Operations team (known internally as CROps). My main goal is to ensure that our clients’ research runs smoothly. I work alongside multiple departments (for example Product, Marketing, Data) to optimise the quality and speed of research completion.

What did you do before you joined Attest?

Before joining Attest, I worked in finance as a Customer Support Executive. I also worked as a real estate agent when I arrived in London.

Why did you decide to join Attest?

I was drawn to Attest because of their work environment. They offered remote flexibility and a versatility to perform a variety of tasks within the job. After doing a bit of research, I was also pleased to see the percentage of female employees at Attest.

Additionally, I loved the location, the office, and overall the atmosphere, which confirmed my decision to join the team.

What advice would you give to someone thinking about applying for a role at Attest?

I believe the best advice is to not hesitate in sharing suggestions, regardless of the department you belong to. It’s important and greatly appreciated to interact with other team members, providing feedback on new features or internal processes already put in place.

What is the best part of your job?

I’d say the three best parts of my job are:

• Flexibility (we’re flexible with how many days we can be in the office and UK employees can work from anywhere for 80 days a year)
• The support (open-minded colleagues who value suggestions/ideas)
• Autonomy

What is your favourite Attest benefit and why?

The wellness allowance which offers a wide variety of options.

How would you sum up our team culture?

We quickly feel integrated. The support and listening we receive are, in my opinion, quite rare.

Which Attester inspires you and why?

The Attester who inspires me the most is definitely Sam Killip (VP of Customer Success). She showed me what good management is. It’s extremely motivating to have a committed and positive manager.

Check out our open roles

We’re hiring for some super exciting roles in the UK and the US, across Product, Engineering and Commercial. Check them out and get in touch!

See our roles

The post Employee Spotlight: Pauline Yaffa appeared first on Attest.

We’re kicking off by meeting Engineering Manager Filip Modrzejewski.

Who are you and what do you do?

I’m Filip, Engineering Manager at Attest working with the Audience and Accounts team – we focus on fulfilment of surveys, external integrations, authentication, subscriptions, payments and support internal tools for our Commercial Teams.

What did you do before you joined Attest?

I worked in a variety of companies both as a Software Engineer and Engineering Manager. Some of the areas I was involved in included ESG topics, FinTechs, Digital Identities or Aviation-related industries. A few years ago I decided to take a pivot in my career towards Management and I enjoy it very much!

Aviation and Aerial Photography were always my hobbies and passion, so I’m trying to always pursue it one level further. Sometimes flying in small General Aviation aircraft and sometimes in jets with the military (like the one in the picture 👇 ), gives a great blend of adrenaline and amazing time spend with like-minded people. Same as in Attest!

Why did you decide to join Attest?

There were a couple of things that convinced me to join Attest – first of all people that I’ve met during the interview process seemed very aligned with my vision of work and world, as well as were very collaborative, positive and open to become not only good colleagues, but also friends.

Secondly, consumer research was an industry that was little known to me, but presented interesting challenges and opportunities to create a lot of ground-breaking solutions to make the research easier.

Finally, the design aspect and user interface of Attest’s website and platform – when I saw modern and clean graphics, I knew that’s the company I wanted to work for!

What advice would you give to someone thinking about applying for a role at Attest?

Talk to interviewers and ask them questions you’re unsure about – I’m doing quite a lot of interviews here with a number of colleagues and we’re always more than happy to answer any questions about work atmosphere, culture, tech stack or the role itself.

I would also recommend meeting us in person and doing an interview in our office, to simply have more interactions and also talk to us with a coffee, outside the regular interview process.

What is the best part of your job?

Working with like-minded people and having a real impact on the product. Attest gives a lot of autonomy to teams, engineers and managers, so that we could solve customer’s problems and deliver the best solution.

We’re not bound by a lot of unnecessary rigorous processes and we can quickly see the result of our work in live action, with valuable feedback from our internal and external users. Seeing a direct impact of my (and my team’s) actions is a force that motivates me everyday.

What is your favourite Attest benefit and why?

Flexible working and wellbeing support – being able to adjust my working hours to start earlier (when I’m most productive) is a fantastic benefit that allows me to not only be more productive at work, but also help me with time and work-life balance management.

Similarly, knowing the fact that I can go for a walk during working hours to refresh myself or think about any specific topics while walking around London is very helpful.

I also love that Attest supports everyone’s wellbeing through confidential coaching sessions with an independent provider, promoting good work-life balance as well as additional budget for everyone to help them relax in the way that works best for them.

How would you sum up our team culture?

Open and collaborative – we keep a flat structure where everyone’s opinion matters and everyone can speak to everyone (including people from C-Suite or Senior Leadership) with their ideas and solutions.

People working at Attest are very friendly and I have never encountered a feeling of awkwardness or feeling like I’m asking stupid questions (even when I indeed did), always being ready to help with any topics, even outside their immediate remit.

What is your favourite product feature and why?

My favourite product feature are Survey Templates – very well crafted by experts in research that allow our customers to quickly run a professional research, ask the right questions and customise it to their brand. With support of these, it’s so easy to start the research with Attest!

Check out our open roles

We’re hiring for some super exciting roles in the UK and the US, across Product, Engineering and Commercial. Check them out and get in touch!

See our roles

The post Employee Spotlight: Filip Modrzejewski appeared first on Attest.

In a nutshell, primary carers receive 18 weeks of fully paid parental leave and secondary carers receive 4 weeks of fully paid parental leave.

Who is eligible for it?

In the UK all employees of Attest are eligible for enhanced parental leave from your first day of employment.

Outside of the UK our parental leave policies have slight differences, depending on country and state. We’d be happy to discuss this with you if you’d like more information.

How does it work?

There are multiple elements to our enhanced parental leave:

Paid time off for antenatal care

We provide paid time off to attend antenatal appointments. This applies to all Attesters expecting a new born child, whether you’re pregnant themselves, a partner to someone who is pregnant, or expecting via a surrogate or adoption. This applies regardless of length of employment with Attest.

Enhanced parental leave

Attest offers additional paid leave for antenatal care to all Attesters expecting a child:

• Primary carers receive 18 weeks of fully paid parental leave
• Secondary carers receive 4 weeks of fully paid parental leave

Under our enhanced parental leave scheme, you can request to structure your parental leave flexibly to suit your needs and individual situation – regardless of whether you’re primary or secondary carer.

Shared parental leave

Shared parental leave allows eligible parents to convert maternity or adoption leave and pay into shared parental leave and pay. This can be shared by both parents in the first year.

Taking adoption or surrogacy leave

Only one person in a couple may take statutory adoption leave. Leave for adoption or surrogacy can begin:

• Up to 14 days before the date the child starts living with you (if adopting from the UK)
• When the child arrives in the UK or within 28 days of that date (if adopting from outside the UK)
• The day the child is born, or the day after (for surrogate or newborn adoption)

Employees not returning to work after parental leave

At Attest we don’t enforce any post-return clawbacks of payments made in excess of statutory pay entitlements. If you decide not to return after leave, we ask for as much notice as possible so we can make alternative arrangements.

Paid leave for pregnancy loss

We know that pregnancy loss can be a devastating experience whether it happens to you, your partner or the surrogate having your baby. It is sadly more common than people may think and so we are committed to supporting anyone experiencing this at Attest.

The loss can be devastating at any point during pregnancy, and we won’t assume to know how much leave is needed as everyone’s circumstances are different. But as a guide, for pregnancy loss before 24 weeks in the UK and 20 weeks in the US, we offer:

• Up to 4 weeks of paid leave for persons carrying
• Up to 2 weeks of paid leave for persons not carrying

There is no limit to the number of times you can take leave for pregnancy loss if you are sadly affected by more than one loss.

If the loss occurs after 24 weeks in the UK, the mother’s right to maternity leave continues. We have more info on our fertility treatment and family support policies in this post. Although we encourage Attesters to take time off to spend time with friends or family, we understand that everyone is different, and some people prefer to return to work before the end of maternity leave in these circumstances.

Why is this important to Attest?

Starting or growing your family is such an exciting time, but balancing work and family responsibilities can be challenging, particularly new parents. Enhanced parental leave allows you to take the time you need to bond with your child and adjust to your new family dynamics without worrying about work-related stressors.

Any further questions?

We have only given you an overview of the key areas of our Enhanced Parental Leave and Pregnancy Loss Policies. The policies themselves cover all eventualities.

Should you have a question, please reach out to talent@askattest.com. And please rest assured that your enquiry will be treated in the utmost confidence.

Want to see our open roles?

Check our current open roles across Product, Engineering, Business Development. Marketing and more!

See our open roles

The post Attest’s Enhanced Parental Leave policy appeared first on Attest.

In a nutshell, if you are having the fertility treatment yourself, you are entitled to 5 days paid leave per cycle. If you wish to support your partner during fertility treatment, you are entitled to 2 days paid leave per cycle. The number of cycles is not restricted.

You’re also eligible for 5 days paid leave for any other aspects of reproductive health and family planning outside of fertility treatment.

Who is eligible for it?

Our Fertility Treatment and and Family Support Policy is available to all Attesters globally. The policy applies from day one.

How does it work?

We encourage Attesters to speak to their manager as soon as they find out that treatment has been approved to give as much notice of the leave as possible. If the Attester does not feel comfortable discussing with their manager, then the People Team is on hand to offer support.

You’llll log the leave into our HRIS (Human Resources Information System) under the medical leave category. And you’ll be shown as on leave but the type of leave will not be visible to the wider organisation.

Should you require additional leave, you can take additional days as part of Attest’s sick leave policy which covers physical or mental health concerns.

Why is this important to Attest?

At Attest we believe that fertility is an important area of health and that employees should be supported, just like they should be supported with other physical or mental health ailments.

We understand that undergoing fertility treatment is a very personal and potentially difficult time. We hope that by being explicit in our support, it opens up the topic as something to talk about openly and encourages people to share their experience.

Support with fertility journeys is part of how we aim to support Attest people through all of life’s stages and challenges. We know (and I know, from personal experience) that fertility and reproductive health are hard topics to handle, often even more so at work. We want to help this to be a topic where it’s easy (or at least easier) to talk, navigate and take action – support from the company can help you with new challenges and at the moments that matter most.

Jeremy King, Founder and CEO at Attest

Any further questions?

Here we’ve given you an overview of the key areas of our Fertility Treatment and Family Support Policy. The policy itself covers all eventualities.

Should you have a question, please reach out to talent@askattest.com. And please rest assured that your enquiry will be treated in the utmost confidence.

Want to see our open roles?

Check our current open roles across Product, Engineering, Business Development. Marketing and more!

See our open roles

The post Attest’s Fertility Treatment and Family Support policy appeared first on Attest.