Cloudscaler
Resourcing & Associate Manager
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Resourcing & Associate Manager
Location: Our offices are in Central London
Defence/SC Clearance Requirements:
SC clearance is required for our customer facing teams. You do not need active SC clearance as we will undertake checks upon you joining, but you must be eligible to pass SC clearance. DV clearance may be required for certain roles, so the ability/willingness to pass DV clearance is advantageous but not essential.
About Cloudscaler
Cloudscaler is a rapidly growing cloud consultancy. We partner with ambitious enterprise and public sector customers to design, build, operate, and support secure, governed cloud platforms that meet the highest regulatory and industry standards.
We are scaling deliberately. Our revenue ambition depends on deploying the right people onto the right work quickly, and on making disciplined use of our capacity. This role is central to that.
The opportunity
This is a new role at the heart of how Cloudscaler resources delivery. You will own the day-to-day matching of our people to client work across our enterprise and growth accounts, and you will build and run a pool of trusted associates that gives us flexible capacity when we need it.
The role turns two of our core operating policies, the Bench Management Policy and the Utilisation & Time Recording Policy, into everyday practice. You will work alongside Engine Room leadership to keep bench colleagues productively deployed, and you will bring an AI-first mindset to a set of tasks that are currently manual. The ambition is a faster, fairer, more transparent resourcing process, run with less administrative overhead.
You will report to the Chief Consulting Officer and work closely with Engagement Managers, Delivery Managers, the Engine Room, the CRO function, and People operations. This is a build role. You will shape the process, not just follow it.
Responsibilities and outcomes
Resource matching and assignment
- Own resource assignments across enterprise and growth client engagements, from incoming demand through to confirmed placement and mobilisation.
- Match people to work against a rounded set of criteria: skills, experience, career progression goals, team preferences, client need, and personal asks such as location, industry, and preferred way of working.
- Balance competing priorities fairly and transparently, holding the tension between billable utilisation and colleagues’ development and wellbeing.
- Maintain an accurate, forward-looking view of who is available when, working from confirmed end dates and pipeline signals.
- Flag capacity constraints and skills gaps to leadership early, with enough notice to act.
Bench management and utilisation
- Support the application of the Bench Management Policy and the Utilisation & Time Recording Policy in day-to-day resourcing decisions.
- Work alongside Engine Room leadership to suggest bench assignments, keeping colleagues on creditable internal work orders or Small Projects rather than idle bench time.
- Feed the monthly bench report by keeping resourcing data clean and current across Timely and our HRIS, and support the move from a manual report to an automated one.
- Help keep non-billable bench time within the agreed RAG thresholds, and give an early warning when capacity and pipeline are drifting apart.
- Contribute to the weekly Engine Room checkpoint so available work and upcoming priorities are visible and mobilisation stays fast.
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Associate pool sourcing and management
- Build, curate, and grow a pool of trusted associates who can be called on for flexible or specialist capacity.
- Proactively source associates ahead of need, based on recurring skills demand and pipeline, rather than scrambling when a gap appears.
- Own the associate relationship: onboarding, quality assurance, engagement, and offboarding, so associates are ready to deploy and represent Cloudscaler well.
- Maintain associate records, availability, rates, and compliance status, and match associates to demand on the same criteria used for permanent colleagues.
- Work with commercial and People operations on the contractual, rate, and compliance framework for associates, including IR35 status where relevant.
AI and automation
- Prioritise the use of AI and automation to cut manual effort across resourcing, matching, and reporting.
- Identify the highest-friction manual tasks and design lighter, tool-supported ways of doing them, in step with the planned automation of the bench report.
- Help specify and adopt resourcing tooling that gives a single, reliable view of demand, availability, skills, and the associate pool.
- Champion accurate underlying data. Good matching and good AI both depend on it.
Reporting and stakeholder management
- Give the Chief Consulting Officer regular, clear management information on availability, assignments, bench position, and associate coverage.
- Act as the go-to point for Engagement and Delivery Managers seeking to resource an engagement, and set expectations honestly on what is achievable and when.
- Coordinate with the CRO function so resourcing forecast and the sales pipeline stay aligned.
How success is measured
In the first 90 days you will have taken ownership of resource assignments across the enterprise and growth accounts, established a working associate pool, and mapped the manual tasks ripe for automation. Ongoing success looks like:
- Faster time-to-assignment for enterprise and growth engagements, with fewer gaps between assignments for colleagues.
- Onboarding support for new joiners to ensure a positive first experience of a project (whether internal or client facing)
- Non-billable bench time held within agreed thresholds, with early flags when the position is moving.
- A dependable associate pool that can be mobilised at short notice for flexible and specialist needs.
- Measurable reduction in manual effort across matching and reporting, through AI and automation.
- Trust from colleagues and managers alike that assignments are fair, transparent, and well matched.
Experience
Professional background
- Proven experience in resource management, staffing, workforce planning, or delivery operations, ideally within a consultancy, professional services, or technology environment.
- A track record of matching people to work against multiple, sometimes competing, criteria.
- Experience building or managing an associate, contractor, or freelance network is a strong advantage.
- Comfortable holding the commercial tension between billable utilisation and investment in people.
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Skills and approach
- Genuinely AI-first. You reach for automation to remove manual work and can help specify and adopt the right tooling.
- Highly organised, with strong attention to data accuracy and a calm approach to competing demands.
- A clear, direct communicator who can set honest expectations and have straightforward conversations about capacity and priorities.
- Confident working with data and MI, and with systems such as time recording and HR tools.
- Collaborative and trusted, able to work across delivery, commercial, and People functions.
Desirable
- Familiarity with cloud consultancy delivery and the roles involved, from Project and Engagement Managers through to Cloud Engineers, Consultants, and Architects.
- Awareness of public sector delivery and security clearance requirements, and how these affect who can be placed on which work.
- Exposure to IR35 and associated contractor compliance considerations.
- Experience introducing or improving resourcing tooling and automation.
Why Cloudscaler
Cloudscaler is scaling rapidly and deliberately. Getting resourcing right is one of the biggest levers we have, and this role owns it. You will have genuine ownership of a new function, the freedom to design how it works, and the mandate to bring AI to bear on work that has always been manual. You will be joining a company that values integrity, community, and mastery, and that backs its people to build things properly.
Benefits
- Discretionary bonus
- Discretionary security clearance bonus for those holding certain clearance
- Periodic offer of share options schemes
- 25 days’ annual leave
- 5 additional days per year towards training, certifications, or charity work
- Option to buy additional annual leave up to 5 days per year
- Public holidays opt-out scheme, the option to work on public holidays creating the flexibility to enjoy your time off when it suits you
- Certifications and training expensed
- Life Assurance
- Long Term Disability cover
- Employee Assist Programme for employee advice and support (including legal and counselling helpline)
- Health, Mental Health, Wellbeing, Financial and Legal support
- 24/7 GP access
- Pension auto-enrolment and contribution
- Employee referral scheme
- Client referral scheme
- Cycle to work scheme
- Travel expenses policy
Cloudscaler are proud to be an equal opportunity employer, committed to equal opportunities regardless of gender identity, sexual orientation, race, ancestry, age, marital status, disability, parental status, religion or medical history.
If you require reasonable adjustments during the recruitment process or within the workplace, please let us know when you speak to our Talent Acquisition team or contact talent@cloudscaler.com at the earliest opportunity.
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