Product Manager (Growth or Rewards)
Confirmed on the employer's own hiring board on Nov 5, 2026. First seen by Alion on Oct 19, 2026.
What’s Yonder?
“It's as if Time Out, Amex and Monzo had a baby” - Will T, Yonder Member
We’re building the financial membership of the future. One that works for how you live now. Not how your parents banked in the ‘90s.
Yonder combines credit or debit in one membership, designed to be fair, flexible, and actually enjoyable to use. No confusing terms. No dusty points system. Just rewards that actually feel rewarding - from bao to beer to a boarding pass.
Two open roles. One application.We're hiring a Product Manager for Growth and a Product Manager for Rewards. Apply once, tell us which one pulls at you, and we'll work out the fit together.
Sounds cool. What’s my part in this?
Over the last year we've added a debit card, a free membership tier, hundreds of new independent partners around the country, countless product improvements and our personal favourite, Yonder Flights, a new way to use Yonder points on any flight with any airline globally. We've maintained a 4.6 TrustPilot rating and our customers really love us (and we love them back... hi!).
Product at Yonder is organised around the numbers we need to move: new members and activation, membership revenue, spend per member, risk and how rewarding our products are. We're hiring two Product Managers, one for the first and one for the last.
Role 1: Growth
The funnel is yours from the first visit to yonder.com all the way into the app: landing pages, sign-up, identity checks, the credit decision, choosing a plan, activating the card and making a first purchase, plus the loops that bring the next member in.
Marketing owns the channels that bring people to the door: paid, brand, organic, and our partnerships with comparison sites etc. You own what happens after the click, and the two of you share the homepage and landing pages as one surface with one conversion number.
Your numbers: visitor-to-approved-member conversion, time from first visit to first transaction, and the share of new members active in their first 30 days.
Pick this one if you like funnels, conversion and experiments, and you want the website and the app in the same job.
Role 2: Rewards
The rewards side of the membership is yours: the rewards UX, the feed members browse, how we decide what to put in front of whom, the credits and offers our partners fund, and the economics underneath all of it.
Rewards is a two-sided marketplace. Members stay for the breadth and depth of what they can earn and redeem. Partners come for members who actually transact. Most of the time you fix the member side by fixing the partner side. Our partnerships team owns the deals. You own the product.
Your numbers: the share of member spend that happens at our partners, how many members use a reward each month, and what each redemption costs us.
Pick this one if you like supply and demand problems, commercial trade-offs, and the craft of building for both sides.
Both roles
We'll set the targets together, and you'll report on them monthly and own the result.
You'll report to Karam, our VP Product, and work alongside your design and engineering team as well as the other PMs, marketers, partnership managers to get the job done.
This is a Product Manager role. If you've got a few years of product behind you and want a bigger surface than you've had so far, that's the shape of it.
You're a great fit if you
You've shipped something consumer-facing and seen what it did to the numbers. You can walk us through a problem you worked on, what you changed, and what happened afterwards.
You talk to members every month: people who dropped out, people we declined, people who joined. These conversations sharpen your instinct.
You run experiments as a habit and get your own answers from data. Hypothesis, metric, threshold, read the result, kill it or scale it. You run analysis without waiting for an analyst. Funnels, cohorts and segments are how you think, because averages hide the real problems.
You build the tests yourself. You're not afraid to dive into Webflow to spin up a landing page, use Figma to design the UI and Claude Code to get changes into production and do the analysis. Most of what we test gets built and instrumented this way, which is also why we'd rather see a working prototype than a deck. You and your team define the ambitious bets, engineering takes those, you take the rest.
You say when you're stuck. Early, out loud, to whoever can unblock it. Nobody here scores points for struggling quietly.
You work well with the people who aren't in your squad. Growth lives at the seam with marketing. Rewards lives at the seam with partnerships. Both mean agreeing who does what and then actually doing it.
You can grow inside the guardrails of a regulated lender. You'll work with Risk on acceptance quality and fraud, and with Compliance and Legal on what we can say and do. Growth here means members who get approved, activate and stay, not just sign-ups. The small details are the whole job, so mention #Jackfruit in your application and we'll know you sweat them.
Bonus
You've worked in fintech or on regulated products or 2 sided network products
You've worked in early-stage or fast-growing teams, or founded something
For Growth: you've launched or localised a product in a new market, or built the systems behind one: identity checks, currency, payment methods, language, local partners
For Rewards: you've worked on a marketplace, a loyalty programme, or anything with supply on one side and demand on the other
You won't be a great fit if you
You want a growth marketing or partnerships job. You won't own budget or deals. You'll own the product they depend on.
You want to write specs and hand them to engineers. Here you'll build a lot of your own tests, and the tracking that measures them.
You need a mature experimentation platform, a dedicated analyst and clean data before you can start. A fair amount of that you'll build yourself.
You treat compliance, credit risk and identity checks as blockers to route around rather than constraints to design within.
You'd rather not know the commercial side. Both of these roles come with a P&L attached.
What’s it like working at Yonder?
We’re office-first, remote-friendly
We’re based in our London Shoreditch, complete with dog visitors and plenty of comfortable space to do your best work. We ask you to come into the office at least 3 days a week, with everyone coming in on Mondays.
We take a values-led approach
Our principles are incredibly important to us, so we recommend you check them out here: Our DNA
What’s in it for me?
Depending on your skill set and what you can bring from day one, you’ll be looking at:
£61,713 - £71,531 annual salary (depending on experience)
£40,149 - £59,785 in options (depending on salary)
Plus
35 holidays (27 days annual leave + 8 days public leave)
Team-building offsite
Private healthcare with Bupa
Up to 12 weeks enhanced parental leave after being with Yonder for 1 year
Learning & training allowance (£750/year) that you can use on books, courses, etc
Regular team breakfasts and lunch
Regular team events like Mini-golf, Escape Room, Cocktail making
Cycle-to-work scheme
Fresh pour-over coffee made by our very own CEO, Tim (London only)
What’s the interview process like?
We take the candidate experience really seriously, so we’ve made the process as transparent as possible. We also promise to be super responsive, and will never leave you wondering where you stand for weeks on end.
Here’s how it works:
Stage 1: Hiring manager call (30-45 mins): We'll have an initial remote call to find out more about you and to tell you more about us. This is also where we'll work out which of the two roles fits you best.
Stage 2: Experience interview (60 mins): We'll deep dive into your analytical and technical experience, talk about projects you've worked on.
Stage 3: Problem solving interview (60 mins): We'll pair on a problem together with a whiteboard to see how you think about solving them with other team members.
Stage 4: Values interview (60 mins): We want to learn more about how you work - we'll ask you questions related to our principles (Our DNA). This stage will be with two people from our wider team.
Stage 5: We always complete reference checks at this stage - ideally with a previous manager and a peer over the phone.
Stage 6: Offer If everyone's happy, we'll make you an offer to join us - YAY!
Other things to know:
We must complete right to work & criminal, politically exposed persons, and default to credit notice background checks for every new Yonder-er for compliance purposes because we handle sensitive customer data.
We like to move quickly at Yonder, so we will be ready to onboard you once the above checks are complete - the entire process can take between 2 - 6 weeks.
We know that diverse teams build better products. If you're from an under-represented community, we'd especially love to hear from you.
Even if you don’t feel 100% qualified, please do apply anyway. Your attitude and desire to grow are just as important as your experience.
About Yonder
Our mission is to empower people to build financially rewarding lives.
We've built an award-winning debit and credit rewards card that allows members earn points on everyday purchase to use on extraordinary travel, flights, dining, entertainment, wellness, and shopping experiences at premium and emerging brands worldwide, all with no FX fees and more.