Professorships in Energy Technologies and Energy Storage (tenure track)

Regular updates on the NS ambitions (Our People and being an employer of choice, Our Culture and being a loved place to work, Our Impact, making the world a better place through tech, Our Sustainable Growth with clear targets and finally Our Clients to be client centric) all of these are published and we provide bi-annual info packs tracking how we’re performing and how people can contribute Grade framework provides clear definitions of the roles within Daemon and twice annual progression reviews help to allow people to take control of their progression aligned to the grade framework. The bi- monthlies are key in this though as we actively call out for people to get feedback every other month from colleagues, peers, stakeholder to ensure people are aware of their performance Everyone has 6 months of probation to support their onboarding, provided with a buddy and a People Manager focused specifically on their career as opposed to operational day to day working We also ask people to think of others and check in regularly flagging when they’re worried about someone so we can support.We’ve also replaced annual performance reviews with bi-monthly check-ins. Colleagues can use these to talk about anything they want, whether it’s their struggles or their achievements. This allows us to be more flexible in our approach to development. We can catch problems as soon as they appear, instead of leaving them to build up over the course of the year. At Daemon we always try to put wellbeing first whether it’s holding Wellbeing Wednesdays or publishing our own Daemonites Guide to Wellbeing for World Mental Health Day. This has been a team effort, and it’s great to see that it’s having an effect – 96% of staff say that Daemon is a fun place to work and 95% believe that Daemon is run on sound moral principles At Daemon, we make sure that we look at people holistically, and we want everyone to know they are valued.

Our recognition framework helps to encourage this through People Manager thank yous, anniversary gifts, seasonal gifts and birthday gifts too! As a growing business we are constantly evolving and to do this well, we know our people have to be able to have their say – with that we do regular drop in’s to share new initiatives, retros’ to look back at what we’ve learned and all our Exec team are really approachable through their day to day interactions with their teams and beyond Ultimately though it really comes down to how we operate and get together as a remote by default business – this means that we pay close attention to getting together through 5 Unites days, 2 Daemon days and regular clubhouse/SA days. This embodies our approachable, pragmatic, passionate and progressive nature

Our Exec are all aligned to business areas, but more importantly work across the business in support of the North Star Ambitions. There are regular need to know sections at our bi-monthly Cascades (Town Halls) and there is a specific Exec update in these calls too to ensure the Exec are able to cascade messages throughout Daemon.

Culture Collab session monthly – themed recent one was on recognition and values Cascades every other week – business sharing of projects, welcome newbies, practice updates, message from exec Monthly survey’s through HRIS along with Annual participation in Best Companies and due to enter Times top 100 Colleagues meet with their buddies and PM’s every other month as min

Nature of Daemon is by virtue collaborative with teams from both SA and UK working on client projects together We have a number of working groups which pulls together people across grades, expertise etc to work on passion points within DEI, Culture, Environment, Social, Wellbeing and charity….they are encouraged to build the strategy for their group aligned to the NS ambitions and work together across groups to build annual initiatives to support employees this has resulted in steps challenges, Daemon day of giving, launch of cycle scheme etc Our culture, tech and consulting interviews also show this from the point people are introduced to Daemon Practices work collaboratively on client to get to the best solution for delivery – this has been evidenced with a number of our clients having more than one practices delivering projects and all running at once due to collaborative working practices