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Give them the lowdown.

A configurable AI chatbot for every role. Candidates get honest answers on their own time. You get the reply you've been waiting for.

Configurable per role·Share as a link·Links to your ATS

lowdown.ai/r/fintra-head-of-growth
FINTRA · SERIES B · LONDON
Head of Growth
£90,000 – £120,000 + equity · Hybrid
Full-time5+ years exp.People management
The role

We're looking for a growth leader to own acquisition and retention as we scale toward Series C. You'll work closely with the CEO and product team across paid, organic, and partnership channels.

Responsibilities
  • Own the full growth model — acquisition, activation, retention
  • Scale paid acquisition across Google and Meta
  • Build and lead a team of 3 growth specialists
  • Partner with product on onboarding and lifecycle flows
L
Ask about this role
Powered by Lowdown · Answers configured by Fintra
Who would I actually be working with day to day?
You'd pair closely with the CEO and a PM. Your direct team is three: a paid specialist (2 yrs in), a content lead, and a data analyst. Collaborative group, used to moving fast.
What's the biggest fire to put out in year one?
CAC has crept up two quarters running and 90-day retention needs attention. The priority is diagnosing the funnel and owning the plan — the team has the capability, it's been waiting for senior direction.
Sample JD and conversation

The conversation that turns a passive candidate into an applicant.

The problem

Hiring is louder than ever.
And it's telling you less.

01
Cold outreach falls flat
Most cold outreach will never get a response. A job description doesn't give top candidates enough to decide whether it's worth the effort of speaking to a recruiter.
02
The best candidates aren't applying
They're worried their applications are getting buried beneath people mass-applying with CV-tailoring AI. Give strong candidates a reason to back themselves.
03
Time gets wasted
You re-explain the role every call to someone new. Dealbreakers surface late in the process. Interviews get spent on details, not evaluation.
Why give them the lowdown?

Better candidates. Sharper interviews.
Less wasted time.

Lowdown sits between your JD and your ATS. The candidates who reach you are better-qualified and already up to speed — so every conversation starts further along.
01 / LOWER-TOUCH ENTRY POINT
Top candidates won't reply to a cold message.
They'll spend 8 minutes with a chatbot.
Asking to speak to a recruiter is a commitment. A Lowdown link isn't — no social cost, no calendar request, no obligation. They interrogate the role on their own terms. Then they reply.
JD-only outreach
11%
reply rate
→
With a Lowdown link
34%
reply rate
ESTIMATION ONLY, CURRENTLY IN TESTING
02 / DEALBREAKERS, UPFRONT
The dealbreaker used to surface in interview three.
Now it surfaces before anyone's wasted an hour — and you learn exactly what's stopping candidates from progressing. When someone sees the office policy upfront and still applies, they mean it. When they drop off, you know why.
REACTIONS TO KEY ANSWERS · LAST 30 DAYS
"How often are you in the office?"
→ 4 days/week, Shoreditch
−31%LEFT AFTER
"What's the equity package?"
→ 0.15–0.35%, 4yr vest, 1yr cliff
−59%LEFT AFTER
"Who would I report to?"
→ Directly to the CEO
96%KEPT READING
03 / SAVE TIME
Answer the same five questions once.
Configure equity, remote policy, team structure, manager style, interview loop — once. Lowdown handles it 24/7. Your recruiters get their afternoons back for the work only they can do.
"What does the equity package actually look like?"
×41 ASKED THIS WEEK
"Is this role remote-friendly or hybrid?"
×28 ASKED THIS WEEK
"How big is the engineering team right now?"
×19 ASKED THIS WEEK
04 / READ THE QUESTIONS
The CV tells you what they've done.
The questions tell you who they are.
Engagement depth, question quality, time spent — Lowdown surfaces the candidates worth calling first. Walk into every first call already knowing what matters to them.
MR
Maya R.
★ INSIGHTFUL
14 QS · 22 MIN
"How do you measure growth quality vs. volume? And how much does the CEO push for top-of-funnel at the expense of retention?"
"What does a successful first 90 days look like — and what would make you worried by month six?"
Topics: strategy, culture, expectations Match: senior
How it works

Configure once.
Share the link. Done.

1
Configure the role
Paste the JD and add what it can't cover — team, real expectations, equity, culture.
2
Share the link
Every role gets its own Lowdown link. Drop it in outreach, a job board, or your careers page.
3
Candidates ask freely
They get honest answers while they decide — on their time, not yours.
4
Understand candidates
Know who's engaging and where candidates drop off. Walk into every first call already knowing what the candidate cares about.
What you see

A dashboard with everything your pipeline is trying to tell you.

Fintra — Head of Growth
OverviewCandidatesQuestionsSettings
Last 14 days
Conversations
312
↑ 48% vs last role
Questions asked
1,847
avg 5.9 / candidate
Applied after chat
74
24% conversion
Flagged for outreach
11
worth a call
What they ask about most
Equity & comp
31%
Team & manager
22%
Expectations
18%
Remote / hybrid
14%
Interview loop
9%
Other
6%
Suggestion
Your equity answer is costing you senior candidates. −59% drop after they read the range — worth a review.
After equity answer−59%
After "return to office"−31%
After comp answer−8%
After team size answer−4%

20 minutes to set up
your first role.

Bring a JD. We'll configure it with you, live, and you'll have a link the same afternoon.

Free during private beta · No ATS change required