Resourcing & Associate Manager

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 month