Job Title: Manager of AI Products and Delivery
Division: Data, Technology and Innovation
Department: AI Product Delivery
Salary: National (Edinburgh and Leeds) ranging from £72,100 to £103,000 and London from £79,300 to £115,000 per annum (salary offered will be based on skills and experience)
This role is graded as: Manager – Regulatory
Your external recruitment contact is Benjamin via Benjamin.Paulon@fca.org.uk
Your internal recruitment contact is Lauren via Lauren.Pyrah@fca.org.uk
Applications must be submitted through our online portal. Applications sent via social media or email will not be accepted.
About the FCA and team
We regulate financial services firms in the UK, to keep financial markets fair, thriving and effective. By joining us, you’ll play a key part in protecting consumers, driving economic growth, and shaping the future of UK finance services.
The Data, Technology and Innovation (DTI) division enables the FCA to be a digital-first, data-led smart regulator by delivering a secure, agile, and cost-effective technology and data ecosystem that drives better decisions, transparency, and operational efficiency.
The AI Product Delivery department, led by Ed Towers, sits within the Digital Product Directorate. This department has been newly established to meet growing demand for AI delivery across the organisation by providing focused, product-led capability.
Role responsibilities
Accountable for the performance and results of three delivery pods, defining operating standards and aligning ways of working to deliver consistently from MVP to production
Drive pace relentlessly by setting and resetting priorities, adapting plans to resource and operational challenges, and actively unblocking teams to achieve agreed outcomes
Embed and manage supplier resources within squads, setting expectations and managing to outcomes, providing technical guidance where needed, and ensuring knowledge transfer to internal colleagues
Ensure solutions are integrated into end-to-end operational workflows (not standalone demos), working with business teams and customers to validate usability, controls, and readiness for live operation
Own go-live readiness and post-launch stabilisation; set individual performance objectives, monitor delivery performance, and address issues quickly through clear ownership, prioritisation, and escalation where required
Drive adoption and continuous improvement with business teams post-launch, using feedback and performance insights to improve outcomes; conduct performance reviews, recommend pay actions, and coach team members to build capability and sustain high standards
Skills required
Minimum:
Prior experience leading engineering teams within large‑scale digital transformation programmes, working across multiple functions and stakeholders
Proven practical expertise in DevSecOps methodologies, including CI/CD pipeline implementation and the use of cloud‑based platforms and services
Knowledge of the financial services sector, including regulatory requirements, operational processes, and the wider financial ecosystem
Essential:
Agile delivery leadership across multiple squads/pods, establishing delivery cadence, ceremonies, outcomes‑based ways of working, and consistent execution from MVP through production
Portfolio and operating model management across multiple products, including prioritisation, dependency management, governance, and removal of delivery blockers under resource and operational constraints
Technical and engineering leadership, providing pragmatic technical direction, coaching tech leads and engineers, and driving DevSecOps practices such as CI/CD, automated testing, secure‑by‑design, and continuous improvement
GenAI delivery experience, including RAG and agentic workflows, with responsibility for evaluation, guardrails, and integration into existing products and operational processes
People leadership responsibilities, including objective setting, performance reviews, talent development through coaching and hiring, and recommendations on pay and progression
Supplier and partner management, integrating external resources into squads, managing delivery to outcomes, and ensuring effective knowledge transfer
Go‑live, operational readiness, and service management accountability, ensuring end‑to‑end workflow fit (controls, support, stabilisation), and using KPIs to manage performance and delivery risk
Benefits
28 days annual leave plus bank holidays
Hybrid model where employees work a minimum of 40% in the office each month (expectation of 50% for senior leaders). Changing from September to a minimum of 50% in the office each month (expectation of 60% for Directors and Executive Directors)
Non-contributory pension (8–12% depending on age) and life assurance at eight times your salary
Private healthcare with Bupa, income protection, and 24/7 Employee Assistance
35 hours of paid volunteering annually
A flexible benefits scheme designed around your lifestyle
For a full list of our benefits, and our recruitment process as a whole visit our benefits page.
Our values & culture
Our colleagues are the key to our success as a regulator. We are committed to fostering a diverse and inclusive culture: one that’s free from discrimination and bias, celebrates difference, and supports colleagues to deliver at their best. We believe that our differences and similarities enable us to be a better organisation – one that makes better decisions, drives innovation, and delivers better regulation.
If you require any adjustments due to a disability or condition, your recruiter is here to help - reach out for tailored support.
We welcome diverse working styles and aim to find flexible solutions that suit both the role and individual needs, including options like part-time and job sharing where applicable.
Disability Confident: our hiring approach
We’re proud to be a Disability Confident Employer, and therefore, people or individuals with disabilities and long-term conditions who best meet the minimum criteria for a role will go through to the next stage of the recruitment process. In cases of high application volumes, we may progress applicants whose experience most closely matches the role’s key requirements.
Useful information and timeline
Advert Closing: 6th May (Midnight)
CV Review/Shortlist: 7th May
1st stage – W/C 11th May
Hays Assessment – 18th May
2nd Stage – 12th June
Your Recruiter will discuss the process in detail with you during screening for the role, therefore, please make them aware if you are going to be unavailable for any date during this time.