The operating capacity behind Tillo’s AI strategy

Founded in 2016 and backed by growth investor Tenzing since 2025, Tillo connects reward buyers with brands. Its operating proposition depends on software handling repeatable delivery work across those relationships. [S03]

That creates a clear incentive to reduce manual effort. If a team can resolve an ordinary issue more quickly, the cost of serving an additional programme may fall. Whether that happens depends on the cost of the tools, review work and errors introduced alongside any time saved.

The company has not disclosed a staffing reduction, investment amount or achieved margin improvement from the strategy. The economic case remains an intended use of technology rather than a reported financial result.

The later-filed 2025 accounts provide historical context for that operating ambition. Reward Cloud Limited, the Tillo group, reported an average monthly workforce of 146 including directors in 2025, compared with 127 in 2024. The strategic report links investment in the team to higher administrative expenses. These figures describe the organisation entering 2026; they do not measure AI adoption or an AI-related staffing change. [S05]

employees

Source

Reward Cloud Limited, 2025 audited consolidated accounts, note 7, printed p. 27

Reported group average monthly headcount, not year-end staff, full-time equivalents, engineers or AI users. This is historical operating-capacity context, not an AI outcome or a constant-scope productivity measure. Accounts approved September 25 and filed September 29, 2026; they do not establish the effect of the January 2026 strategy.

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Tillo group’s average monthly employees before the 2026 strategy (employees)
Category	Group average monthly employees
Year ended December 31, 2024	127 employees
Year ended December 31, 2025	146 employees

Group staff costs, including directors’ remuneration, were GBP 11,537,542 in 2025 and GBP 9,929,907 in 2024. The totals comprise wages and salaries, social-security costs and defined-contribution pension costs. They are group-wide accounting amounts, not an AI budget, engineering-only costs or a saving attributable to automation. No per-employee productivity or causal efficiency calculation follows from the headcount comparison. [S05]

Tillo 's 2026 operating strategy places artificial intelligence inside engineering, finance, support and commercial work. The commitment, shared publicly in January, aims to make the gift card network faster to develop and easier to run, without announcing a separate product or quantified savings target. [S01] [S02] The operating capacity behind Tillo’s AI strategy Founded in 2016 and backed by growth investor Tenzing since 2025, Tillo connects reward buyers with brands. Its operating proposition depends on software handling repeatable delivery work across those relationships. [S03] That creates a clear incentive to reduce manual effort. If a team can resolve an ordinary issue more quickly, the cost of serving an additional programme may fall. Whether that happens depends on the cost of the tools, review work and errors introduced alongside any time saved. The company has not disclosed a staffing reduction, investment amount or achieved margin improvement from the strategy. The economic case remains an intended use of technology rather than a reported financial result. The later-filed 2025 accounts provide historical context for that operating ambition. Reward Cloud Limited, the Tillo group, reported an average monthly workforce of 146 including directors in 2025, compared with 127 in 2024. The strategic report links investment in the team to higher administrative expenses. These figures describe the organisation entering 2026; they do not measure AI adoption or an AI-related staffing change. [S05] Tillo group’s average monthly employees before the 2026 strategy Reward Cloud Limited’s consolidated financial statements report average monthly employee numbers, including directors, in the Admin category. Group average monthly employees Year ended December 31, 2024: 127 employees Year ended December 31, 2025: 146 employees Reported group average monthly headcount, not year-end staff, full-time equivalents, engineers or AI users. This is historical operating-capacity context, not an AI outcome or a constant-scope productivity measure. Accounts approved September 25 and filed September 29, 2026; they do not establish the effect of the January 2026 strategy. Reward Cloud Limited, 2025 audited consolidated accounts, note 7, printed p. 27 Group staff costs, including directors’ remuneration, were GBP 11,537,542 in 2025 and GBP 9,929,907 in 2024. The totals comprise wages and salaries, social-security costs and defined-contribution pension costs. They are group-wide accounting amounts, not an AI budget, engineering-only costs or a saving attributable to automation. No per-employee productivity or causal efficiency calculation follows from the headcount comparison. [S05]

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