Job intelligence
Senior Product Designer - Growth
TrustedHousesitters
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The available details do not point to a single standout advantage yet. The clearest issue to weigh is the salary benchmark is still shallow.
The range is usable, but the comparable sample is still too shallow for a strong relative-pay call.
Geographic eligibility is restricted to a country or region.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Location eligibility
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Unknown information is never converted into a negative score. The questions above exist to prevent missing evidence from being mistaken for a favorable term.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- The salary benchmark is still shallow: Pay is disclosed, but the current comparison pool is too small for a strong relative-pay conclusion.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Lead Product Designer, Growth
Monzo · UK
Why it is nearby: Same seniority band · Same country · Similar work arrangement
About 33% higher advertised midpoint
Senior Product Designer (Full Remote - UK)
EverAI · UK
Why it is nearby: Same seniority band · Same country · Similar work arrangement
Staff Product Designer
Medium · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
Senior Product Designer
Fieldguide · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Design roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (19) · EUR (12) · GBP (7) · CAD (5). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 278 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 22% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is uncommon in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- technical communicator
- user interface designer
- user experience analyst
- web designer
- instructional designer
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Web and Digital Interface Designers 15-1255.00
- Fashion Designers 27-1022.00
- Floral Designers 27-1023.00
- Software Quality Assurance Analysts and Testers 15-1253.00
- Web Developers 15-1254.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
technical communicator
Usually essential in this ESCO occupation
- visual presentation techniques
- provide written content
- ICT software specifications
- content development processes
- documentation types
- identify ICT user needs
- integrate content into output media
Context-dependent ESCO skills
- use word processing software
- Sass
- LESS
- utilise content types
- application usability
O*NET · U.S. occupation
Web and Digital Interface Designers
O*NET occupation skills
- Reading Comprehension
- Critical Thinking
- Judgment and Decision Making
- Active Learning
- Active Listening
- Complex Problem Solving
- Programming
- Monitoring
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Field & Event Marketing Manager, EMEA
Deepgram · UK
same stated country · same seniority band · same employment typeProduct Management Director – Soft FM & Estates (UK)
Singu · UK
same stated country · same seniority band · same employment typeProduct Manager L2 (mid-level)
Twilio · Estonia
same seniority band · same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Leadership. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Senior/Staff Product Designer
AlphaSense · UK
Same country · Similar work arrangement · Same employment typeSenior Product Designer (Full Remote - UK)
EverAI · United Kingdom
Same country · Same employment type · Recently postedThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
The available listing text does not contain enough recognized skill language for a useful skill bridge yet.
Application edge
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Product roles and Marketing roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 72 sampled listings; 49 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Prepare for a stated application step
A portfolio or work sample is explicitly mentioned.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
Decision analysis
What the listing really tells you
The headline alone does not tell the whole story for Senior Product Designer - Growth at TrustedHousesitters. The clearest decision context comes from the range is useful even though the comparison pool is small, work-location flexibility has usable detail, and the visible application effort can be estimated.
The range is useful even though the comparison pool is small
The GBP range can be compared directly within its currency, although the present comparison sample is too shallow for a confident relative-pay ranking.
Work-location flexibility has usable detail
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 66/100. One practical limit to notice is geographic eligibility is restricted to a country or region..
The visible application effort can be estimated
Provider-mediated application path · 1 visible process step. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
Built from the pay, location, qualification, mobility, application and source details available for this vacancy. Anything the listing leaves unresolved stays unresolved.
Analysis evidence coverage
How much analysis can the current evidence support?
Only 2 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 1 days ago.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The listing was posted about 1 days ago.
Compensation intelligence
How competitive is this pay?
Only 2 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
Why this analysis?
- Only 2 comparable salary observations are available. At least 10 are needed before showing a High Pay Score.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at TrustedHousesitters
Very strong current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
TrustedHousesitters — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Design (1) · Marketing (1)
Visible seniority mix: Senior / lead (1) · Leadership (1)
Current employment-type mix: Full time (2) · Contract (1)
Most visible hiring countries in this sample: United Kingdom (3)
Other current roles from this employer
Agile Coach (FTC)
UK
Seniority not clearly specified · Region-restricted remoteGBP 50,000–50,000 / yearSenior Marketing Designer
UK
Senior / lead · Region-restricted remoteGBP 45,000–55,000 / yearThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
Flexibility signals detected
- The description reinforces broad location independence.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Lead Product Designer
Monzo · UK
GBP 90,000–120,000 / year Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Lead Product Designer, Growth
Monzo · UK
GBP 90,000–110,000 / year Region-restricted remoteWhy comparable: Same seniority band · Same country · Similar work-location arrangement
Founding Product Designer
Kernel · London
GBP 1,320,000–1,800,000 / year On-site / hybridWhy comparable: Same employment type
Check: Seniority is not explicit in the alternative listing.
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
Visible application steps or requirements
- A portfolio or work sample is explicitly mentioned.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Fully Remote (UK based) | Competitive Salary + Bonus + Generous Equity | B Corp Certified
TrustedHousesitters is a fast growing, direct-to-consumer marketplace that is redefining pet care and travel.
Here at TrustedHousesitters, we’re on a mission to make travel work better for pets, for their people, and for the global community of animal lovers who look after them. We’ve got big plans on becoming the world’s most-loved travel solution for pet people. We’ve built something pretty special: a trusted place where pet owners and sitters connect to keep pets happy at home while their humans explore the world.
We’ve already grown into a global community with members in over 140 countries, a product people genuinely love, and a team of more than 100 brilliant humans powering it all.
But we’re only just getting started. Our goal? To grow to 1 million members and make TrustedHousesitters the world’s most-loved travel solution for pet people.
At the moment, a sit starts every two minutes somewhere on the planet. We want that to be every single minute and we know the only way we’ll get there is with the right people in the right roles.
The right people in the right roles will shape our future. So, here’s the big question: Could that be you?
This is the role that owns the first impression. From the moment someone lands on our homepage to the point they hand over their payment details, you’ll shape every critical step. We’re redesigning how millions of pet lovers discover and join TrustedHousesitters - and this hire will lead that work. If you’ve spent your career moving conversion needles, experimenting relentlessly, and building beautiful product at speed, this is your next chapter.
The Role: Experimental, Visual, and Commercial
You’ll own the full acquisition and onboarding experience at TrustedHousesitters - web and mobile - sitting within the New Member Revenue squad. That means everything from the homepage and landing pages through to registration flows, onboarding nudges, and first payment. You’ll work directly with product, engineering, data, CRM, and our CRO Manager, and you’ll have real ownership of the experimentation roadmap for your area.
The challenge is genuinely interesting. Our product is loved - but our acquisition experience needs to match that. We’re running ‘Project Heartbeat’: a push to make TrustedHousesitters feel as aspirational as Airbnb, peppering real trust signals and community moments into journeys that currently skew too utilitarian. You’ll need to balance a high visual bar with a rigorous test-and-learn mindset. Neither alone is enough.
What you’ll be doing:
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Own the acquisition journey end-to-end: From homepage to first payment - web-first, with mobile increasingly in scope - including landing pages, onboarding flows, and lifecycle nudges.
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Drive conversion through experimentation: Co-own the experimentation roadmap with our CRO Manager: frame hypotheses, define success metrics, and ship rapid tests. You should be able to name the number your last test moved.
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Raise the visual bar: Strong UI craft is a non-negotiable - every surface you touch should feel considered, current, and well-executed.
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Translate insight into shipped product: Self-serve with Amplitude, turn quantitative and qualitative signals into testable ideas, and move quickly from insight to design.
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Shape strategy, not just output: Partner with product, engineering, data, and commercial teams - your voice should be in the room before decisions are made, not after.
Who you are:
-
The Growth Designer: You’ve owned acquisition or conversion work in-house, at pace - and you can tell the story of an experiment you ran, the hypothesis behind it, and the number it moved.
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The Visual Craftsperson: Your portfolio stops people. You’ve worked where the visual bar is genuinely high and you hold yourself to that standard regardless of where you are.
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The Hypothesis Writer: You think in problems before solutions - you can frame a clear problem statement, propose a test, and explain why that test design makes sense.
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The Collaborator: You treat design as a shared effort, not a hand-off - you partner closely with PMs, engineers, data, and CRM and you’re a stronger designer for it.
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The B2C Product Thinker: You’ve worked on consumer products - ideally marketplaces or subscriptions - and you understand how trust is built digitally and what actually makes someone convert.
The Process:
We value your time and aim for a transparent, efficient process:
-
Talent Screen: A 20-minute conversation with our Talent team to cover your background, motivations, and the role in detail.
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Hiring Manager Interview: A 30-minute call with our Director of Design - a two-way conversation about your craft, your approach to growth design, and whether TrustedHousesitters is the right fit for you.
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Portfolio & Technical Review: A deeper session with the team focused on your case studies, your experimentation thinking, and your approach to strategic and UX challenges.
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Final Stage: You’ll share a high-level view of what you’d focus on in your first 90 days - not a polished strategy, just your honest read of the opportunity and what you’d want to dig into.
-
Compensation
Additional Information
In addition to a competitive salary and bonus, we offer a range of benefits, including:
For the love of pets
- Each year, you’ll get a Premium TrustedHousesitters Combined membership which includes benefits like free airport lounge passes, Sit Cancellation Plan and Home and Contents Plan, plus five Premium memberships to gift to friends and family
- Our team can work remotely from as many house sits as they like, and we contribute up to £500 per
year towards travel costs to and from sits - Find a rescue pet to join your family and we’ll cover the adoption fees, as well as “pawternity” to help your pet settle into their new home
Health & wellbeing
- SimplyHealth healthcare cash plan
- Bupa Health Insurance and Dental Insurance plan
- Specsavers eyecare scheme
- Weekly virtual yoga sessions
- Optional enrollment onto our Trusted Giving scheme, which includes employee giving via Charities Trust and 2 days paid annual volunteering allowance
Working environment
- Work fully remotely from anywhere in the world - as long as you follow compliance as a UK tax resident
- Get £200 to spend on home office equipment each year + Macbook and Apple accessories when you start
- Access to Spaces co-working locations across the globe
- We host an all-expenses-paid meetup each quarter and fund team events (remote or in-person) throughout the year
- We cover the costs of personal development resources and have regular time set aside for learning and growth
- Depending on your role within the business, you’ll have the option to customise your work hours to better align with your personal schedule
Compensation & time off
- 25 days off per year, plus bank holidays and festive closure between Christmas and New Year (36 days + Christmas Day for some roles)
- Competitive salary which is reviewed annually
- Generous equity package for permanent employees
- Discretionary 10% quarterly bonus scheme, distributed quarterly
- Pension scheme: 5% from you as an employee and 3% from TrustedHousesitters
- £500 recruitment referral bonus
If you're ready to join us on our mission to become the most loved pet travel solution, we'd love to hear from you!
In your application, please feel free to note which pronouns you use (For example- she/her/hers, he/him/his, they/them/theirs, etc).
At the heart of our team are a mix of diverse backgrounds. Here at TrustedHousesitters, we’re committed to the equal opportunities policy throughout the interview process and selection. Offers of employment into TrustedHousesitters are based solely on individual merit, qualifications, and the person's professional suitability.
Gender identity, sexual orientation, marital or civil partnership status, colour, race, nationality, ethnic or national origins, religion or beliefs, age, mental or physical disability, medical condition, pregnancy or maternity status, or any other protected characteristics do not enter into our decision-making process.
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the past 3 days
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.