Help us get more people into the same room, more nights of the year.
See open rolesSince 2017, Thrum has been rebuilding the way live music is sold — stripping out the fees and touts that sit between a room and the people who want to be in it, and handing a fairer share back to artists. We're always looking for people who want in on that.
Working out who we are came before any of the writing. We wanted values that actually describe the 214 of us — not a poster in a stairwell — and that give the work a shape we can be proud of.
Fairness isn't a campaign for us, it's the product. Face-value tickets, no surprise fees at checkout, and a resale queue that returns spots at the price they were sold for. When a decision is close, we take the one that's better for the person buying.
Read the charterWe're proud that touring musicians choose to sell here. It means the tooling has to be genuinely good — clear settlement, honest data, humans who pick up the phone on show day. Everyone here spends time close to that work, whatever their job title says.
People do their best work when they're allowed to still be learning. Write-ups get shared before they're tidy, post-mortems are blameless and public, and every team runs a monthly hour where somebody teaches the rest of us something they've just figured out.
We think proper breaks are what make the good work possible, so there's no annual cap — plus a floor of 25 days that your lead will nudge you to actually take.
Full medical and dental cover from your first week, with therapy sessions included and no excess to pay on mental health appointments.
26 weeks at full pay for every new parent, whichever way your family arrives, with a phased four-week return so nobody comes back cold.
Paid leave and a £4,800 contribution towards fertility treatment, surrogacy or adoption, plus emergency childcare days when the plan falls through.
Every permanent hire gets equity on day one — not a band, not a tier. If we build something worth owning, the people who built it own a piece of it.
Up to five weeks a year from any of our four offices, or any city we run shows in. We cover the flight and put something towards the room.
£45 of Thrum credit lands in your account on the first of every month, to spend on any show on the platform. Going out is, more or less, the job.
A monthly allowance that works across 3,000-odd gyms, studios and clinics — swim, climb, get a massage, or bank it towards something bigger.
Usually a 30-minute call with someone from Talent, then a portfolio review or a take-home you're paid for, then a pair of conversations with the team you'd join. On-site or remote, your call. You'll always get at least five days' notice.
We don't take applications over email — everything runs through the roles above so nothing gets lost. If none of them fit, our LinkedIn and this page are worth checking every few weeks; things move quickly.
Not right now. We've run a summer placement twice and want to bring it back properly rather than half-do it, so keep an eye out around February.
London (Bermondsey), Lisbon, Chicago and Melbourne. Most teams sit in one of those, and roles marked remote are open anywhere within four hours of an office timezone.
Two set days a week in the office for people based near one, and the rest is yours. Teams pick their own days so the ones you'd actually want to see are in on the same days as you.
Yes for most roles in London and Chicago, though it varies by team and by year. Our Talent partner will tell you where a role stands on your very first call, not three rounds in.
Please do. A no for one role says almost nothing about another, and we keep notes so you won't be starting from scratch. Give it a couple of months if you're reapplying for the same job.
It's either filled or paused. Roles reopen often — and if you tell us which one it was, we'll flag you when something close to it goes live.
We hire almost entirely in-house and only work with a small roster of agencies, agreed once a year. If you'd like to be considered for it, write to our Talent team rather than to hiring managers.
Everything we store, how long we keep it and how to have it deleted is set out on our Candidate Privacy Policy page. Short version: application data only, 12 months, and never shared outside Thrum.