Cura Group
Social Media & Content Manager
Most organisations look after you at one moment in your life, then hand you off at the edge of their remit and hope somebody else picks you up. A nursery. A gym. A care home.
We think that is the wrong shape. Cura Group is building one business across three stages of a life — childhood, adulthood, later life — held together by a single idea about what a good life actually requires.
We need someone to make it visible.
Built on What Matters
Four things sit at the core of everything we do, at every stage — as curriculum for a three-year-old, as a training programme and a supper club for a thirty-five-year-old, and, as we build it, as something quite different again for someone at eighty.
Childhood · Live
Our early years nursery schools across London. Just rebranded, and the rebrand matters: we are not a “bilingual nursery”. We are a premium nursery school built on multilingual immersion and intentionally multicultural practice, with a thesis about cultural intelligence — the ability to move confidently between cultures.
Warm, and rigorous. Backed by real research partnerships with UCL, the Anna Freud Centre and Cambridge.
“Where culture meets curriculum.”
Adulthood · Building
A members' community for adults who take their own lives seriously — organised around four pillars: Home (space, design, hospitality), Build (training), Grow (recovery) and Work (deep-work infrastructure).
Not wellness theatre. Clinical seriousness with human warmth, and a technology layer underneath that makes it personal rather than generic. The Lunch Club is already running as the live laboratory for it.
“High standards, low ego.”
Later life · In development
The hardest and most interesting of the three, and the reason the group exists in the shape it does. Unnamed, unlaunched, and being designed now — heritage buildings restored into places people would actually want to grow old in.
You would be documenting something from before it exists. Very few people at the start of a career get to do that.
A three-person group leadership team, and you would work directly with all of them from week one. No layers, no account management, nobody between you and the decision.
Your line manager · Chief Marketing Officer
Marisa owns brand and marketing across the whole group — the tone-of-voice system, the brand architecture across three businesses, and the campaigns that run on top of them. She also advises founders on personal brand and content as a specialism, which is precisely the discipline this role sits inside.
She is the reason this is a good first job. You would get her guardrails, her review on your output every month, and her judgement on what is working — the kind of mentorship that is normally three promotions away.
Founder & CEO
Founded Hatching Dragons and is building the group around it. Writes two long-form essays a week on care, education and social policy, and holds the research partnerships with UCL, the Anna Freud Centre and Cambridge. You would spend two days a week working with him.
Group Chief Operating Officer
Runs operational delivery across the group, and is currently Managing Director of Hatching Dragons. Multi-site operations, M&A and integration — he is the reason the nurseries run to a standard, and the person who makes sure a new function like this one is actually resourced.
We publish a lot, and it is currently held together by people who should not be holding it together.
The founder writes two long-form essays a week and then has nobody to turn them into anything a person wants to look at on a phone. Our CMO is meant to be setting brand strategy for three businesses and is instead proofing carousels.
That is the gap. You would own the deployment layer — capture, edit, design, schedule, publish, engage, report — across three brands, on Instagram, LinkedIn, Substack and YouTube.
2–3 days
a week, brand-side, with Marisa
2 days
a week, founder-side, with Cennydd
Two different products with two different registers, and that is the point: his personal feed should never read like a company page, and the company pages should never read like him.
Mon 09:30
Thirty minutes with the founder, camera on. You've read last week's essay. You interview him about it — properly, a conversation, not a piece to camera.
Mon pm
He publishes. Our AI toolchain generates a first pass at five social formats. You take it from slop to something good: the hook, the design, the crop, the caption.
Tue–Wed
Batch day. Filming, editing, carousel builds. One of the four nurseries for content capture.
Thu
Second essay. Same loop, vertical topic.
Fri
Capture the Lunch Club or a Coffee & Conversations interview. Thirty minutes with the founder on next week. Schedule everything.
Daily
Publish — and actually talk to people in the comments. Same-day replies, always.
Monthly
Tell us what worked. Not a screenshot of a dashboard: three things we should test next, what happened to the last three, and what our competitors have started doing that we haven't.
One thing we should say up front
He has tried recording himself to camera twice and produced nothing usable either time — two hours in Lisbon, cue cards on the wall, nothing. He writes densely and well, and he is genuinely interesting the moment somebody asks him a question. Which is why the format is an interview, and why we need a person rather than a tripod.
So the load-bearing skill here is not editing. It is being able to sit opposite someone who does not want to be on camera, having done the reading, and get a real conversation out of them.
If that sounds like the interesting part of the job, apply. If it sounds like the part you would try to avoid, this is not the role.
Three audiences, judged separately — never averaged into one flattering number, because averaging lets a good quarter in one hide a dead account in another.
Track A
Track B
Track C
Plus the unglamorous ones that decide whether any of the above happens: publishing 100% of what was planned, keeping 20+ finished assets in the buffer, and getting the founder's own content time down to seven hours a week. We set your baselines in week one and review formally at ninety days.
Agency background. Brand strategy experience. Paid media. SEO. Those jobs exist here and they are not this one.
Four things. The portfolio matters more than the CV, and the last one matters more than both.
Links, reels, accounts you've run. More useful to us than a CV.
Short is fine.
We'll send you a published essay. Give us three social titles that would make a working parent stop scrolling, and one line on why.
With a friend or colleague, unedited, on a subject they know and you don't. We are not marking the edit. We are looking at whether you can get someone talking.
Cura Group is committed to equality of opportunity and welcomes applications from every part of the community. We are committed to safeguarding and promoting the welfare of children, and expect all staff to share that commitment.