Full-Time Head of People

• Impact: Work as a true partner to leadership, deeply influencing org design, talent standards, and culture
• Autonomy: Build a People function from the ground up with a high degree of trust and freedom
• Leverage: We’re profitable and growing quickly, which means you’ll have the resources you need to do great work
• Challenge: There’s never a dull moment as we navigate fast growth in a rapidly evolving industry
• Upside: We’re post-PMF, but pre-scale. The perfect time to join.

• People strategy aligned to company priorities: Act as a trusted partner to the CEO, COO, and functional leads
• Org design and workforce planning: Clarify responsibilities, structure, and career pathways for a highly technical team
• Performance & growth: Evolve a feedback-first culture and a pragmatic performance cadence (calibration, promotions, development) without heavy process
• Manager & leadership enablement: Coach leaders, raise bar for manager effectiveness, and create simple toolkits that scale
• Talent & recruiting partnership: Partner with leadership and external recruiters on headcount planning, brand positioning, and closing
• Retention & compensation: Define a clear compensation philosophy, pay bands, benchmarking, and refresh rhythms; proactively monitor engagement and satisfaction
• People Ops systems: Maintain and continuously improve payroll, benefits, leave, and HRIS in partnership with Finance; keep us compliant across jurisdictions
• Policies & employee relations: Maintain handbook and policies; handle sensitive issues with judgment and discretion
• Onboarding & offboarding: Own an end-to-end, high-signal experience that sets expectations and accelerates ramp up
• Culture & rituals: Lead company-wide rituals and offsites (2–4×/year) that strengthen trust in a remote-first, async-friendly team
• Cross-functional cohesion: Work closely with every function, and own large cross-functional projects like M&A diligence and integration

• Org is simple, fast, and aligned: teams have crisp interfaces and fewer bottlenecks
• Compensation is kept up to date and trusted; attrition remains low
• People are clear on expectations, growth paths, and how performance is assessed
• Nothing slips through the cracks; we identify & solves challenges before they escalate
• Hiring velocity improves without lowering the bar; our closing rate increases and we make less mistakes
• People Ops runs smoothly; clean data, reliable systems, and no compliance surprises.
• Our culture is explicit and felt: “safe hands,” high ownership, and healthy feedback loops
• Our top talent is happy, and feels like they can do great work without friction
• We develop a reputation as a great place to work, increasing the quality of inbound candidates

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