Careers

Peter Martin
Head of Business Analysis
Peter joined Claranet in 1998 and heads a team of qualified accountants driving change and adding value to the business. Peter says "we are true business partners, providing quality and insightful analysis to enable senior management to make quicker and more informed decisions."

Emily Mann
Head of Service Management
Emily originally joined Claranet in 1998 and is currently in her third spell at the company. Emily manages the service management team at Claranet, ensuring that our customers receive industry leading service that supports their changing business needs.

Ellen Davies
Service Manager
Ellen drives our continuous improvement programmes, delivering best in class service management across different customer accounts. She enjoys the variety of her day-to-day life at Claranet.

Ian Chapman
Client Director
Ian has worked at Claranet since 2008, moving from an account management role to become a client director. In this time he has developed a reputation for managing demanding customer needs, utilising thought leadership and not being afraid to challenge convention to achieve the business goals of his customers.

David Freedman
Infrastructure Manager
David has worked at Claranet since 2001, becoming one of the most respected networks experts in his field during that time. What David does not know about networks is probably not worth knowing.

Due to new legislation, an organisation with 250 or more employees must publish an annual Gender Pay Gap report to reveal the average pay of male and female staff and the gender balance across the organisation.

This year’s report for Claranet shows a mean gender pay gap in hourly pay of 18%. In our view, one of the main reasons for this gap is because historically there have been more men working in technical and sales roles at Claranet compared to women.

This is an area we intend to focus on and recent hiring, for example, means that three out of seven of our Senior Management Team are now female.

We are continuously working on improving opportunities with our staff through family friendly working initiatives, work-life balance improvements, and flexible working practices.

We have a robust recruitment process with an inclusive approach allowing for smarter more efficient hiring. In addition, management training programmes will continue to help develop and retain females within the business. We are also offering apprenticeship programmes to support and train women in technical roles. We are confident that by continuing to encourage women into more technical and senior roles we will close the gap.

Claranet Gender Pay Gap report