AI Enablement LeadFirecrawl is looking for someone to own how we use AI internally. The thesis behind the role: a company's output used to scale with headcount, and ours scales with tokens, meaning how much compute we run and how well we turn it into shipped work. A small team that does this well operates like one several times its size, and the ceiling on that isn't budget, it's adoption. You'll set up and maintain the agent harnesses, configs, and model routing every team runs on, revenue first, get the people who barely use agents onto them, and work straight from our token spend data to find who's burning it without output and who isn't using enough.
Most of this work is people, not config. Getting someone to hand real work to an agent means asking them to change how they've worked for years, with tools that feel unfamiliar and sometimes threatening. You'll need EQ as much as technical depth: reading who's stuck and why, meeting people where they are, and staying with them until it sticks. You'll still live in the tools yourself, write the code when the harness falls short, and teach by showing. You'll be measured by who's using agents well now who wasn't before.
Salary Range: $235,000-$260,000 USD/year
Equity Range: Competitive equity. Details shared during the process.
Location: San Francisco, CA (SF HQ). Hybrid, onsite 3+ days a week.
Job Type: Full-Time
Experience: 4+ years
Work Authorization: Must be authorized to work in the United States. We're not able to sponsor US visas right now, though that may change down the line.
What You'll Do- Own the internal AI stack: the agent harnesses, configs, shared skills, and model routing every team uses. Set them up, keep them sharp, and ship changes as the tools change
- Start with the revenue team. Learn how they actually work, find the jobs an agent should be doing, and get them running on it, then go team by team
- Bring people who barely use agents along. Sit with them, build their first real workflow together, handle the skepticism and the "I'm faster doing it myself" honestly, and stay on it until it sticks
- Work from our token spend data. Find who's burning tokens without output and who isn't using enough, then fix both. The second problem is usually the bigger one
- Make cost per useful token a number we manage: model choice, routing, caching, and cutting the workflows that don't pay for themselves
- Explain the why, over and over. Help every team understand what scaling with tokens means for their work and why it matters, in their language, not yours
- Build what's missing in code (MCP servers, hooks, evals, internal tooling), and track what's changing in Claude Code, Cursor, Codex, and whatever's next so we're working the new way the same week
What We're Looking For- You get why scaling with tokens matters, and you can explain it to a salesperson, a lawyer, and an engineer in words each of them would use. A team that spends more on inference and ships more is winning. A team that spends more and doesn't isn't. You know how to tell the two apart
- You've rolled out coding agents or AI tooling across a team and can show what changed after. An adoption, not a pilot
- EQ. You can tell the difference between someone who's resisting and someone who's scared, and you know that most "I don't have time to learn this" is the second one. You bring people along without making them feel behind
- An engineer or a very technical operator who lives in Claude Code, Cursor, or Codex and writes code. When the harness is missing something, you build it
- You think about cost per useful token, and you've looked at spend data and changed something because of it
- You teach by showing. Pairing for an hour beats writing a guide nobody reads
- AI-pilled, bias to action, all in. You believe this is how work gets done now and you're already operating that way
- Often an ex-founder, an early startup engineer, or the person who led your last team through a tooling change nobody wanted and made it stick
What We're NOT Looking For- Prompt-tips influencers. A following built on "10 prompts that will change your life" isn't a track record
- Change-management consultants. You should be good at change management. You should not need a framework, a steering committee, or a deck to do it. We need the adoption, done by you, in the room
- IT admins. This isn't seat provisioning and license management
- Someone who wants to tell the team how to use AI without using it harder than anyone else here
- Someone who thinks the hard part is the tooling. The hard part is people
A Note On PaceWe operate at an absurd level of urgency because the window for what we're building won't stay open forever. If that excites you, keep reading. If it doesn't, no hard feelings, but this role probably isn't for you.
Benefits & PerksAvailable to all employees- Salary that makes sense: $235,000-$260,000 USD/year, based on impact, not tenure
- Own a piece: Gain competitive equity in what you're helping build
- Generous PTO: 15 days mandatory, anything after 24 days, just ask (holidays excluded). Take the time you need to recharge
- Parental leave: 12 weeks fully paid, for all parents
- Wellness stipend: $100 USD/month for the gym, therapy, massages, or whatever keeps you human
- Learning & Development: Expense up to $1,000 USD/year toward anything that helps you grow professionally
- Team offsites: A change of scenery, minus the trust falls
- Sabbatical: 3 paid months off after 4 years, do something fun and new
Available to US-based full-time employees- Full coverage, no red tape: Medical, dental, and vision (100% for employees, 50% for partner and kids). No weird loopholes, just care that works
- Life & Disability insurance: Employer-paid basic life and AD&D, short-term disability, and long-term disability. Coverage for life's curveballs
- Virtual care and a health guide: Teladoc for the couch doctor visit, plus Rightway to answer coverage questions and fight billing errors for you
- Mental health: Talkspace, therapy and psychiatry on your schedule
- Fertility and family building: Carrot, covering you and your partner
- EAP: Free confidential counseling, legal and financial consults, and online will prep through Guardian
- 401(k) plan: Retirement might be a ways off, but future-you will thank you
- Pre-tax benefits: HSA, FSA, and commuter benefits to help your wallet out a bit
- Supplemental options: Extra life and AD&D, accident, critical illness, hospital indemnity, plus pet, legal, and identity protection through MetLife
Available to SF-based employees- SF HQ perks: Snacks, drinks, team lunches, intense ping pong, and peak startup energy
- E-Bike transportation: A loaner electric bike to get you around the city, on us
Interview ProcessApplication Review: Send us your resume and a link to something you've built or rolled out (a harness, an MCP server, a set of skills, a team you got onto agents). We care about what you've actually shipped, not where you went to school.
Intro Chat (~25 min): A quick conversation to get to know each other before we go deep. We'll talk about what you've been working on, what drew you to Firecrawl, and what you're looking for in your next role. Time for your questions too.
Technical Chat (~45 min): We'll walk through how you set up agents for a team you've worked with, how you got the holdouts on board, and a real problem from our world: a team that isn't using agents yet, or a spend line that isn't turning into work. Come ready to think out loud, and ready to explain why any of this matters to someone who doesn't care yet. We care how you reason, not whether you know the "right" answer going in.
Founder Chat (~25 min): Culture, pace, ownership, and how you like to work. Time for your questions too.
Paid Work Trial (~40 Hours): Ship something real with the team, paid at a contractor rate. It's the truest signal for both sides. You see what building at Firecrawl actually feels like, and we see how you operate.
Decision: We move fast after the trial.
If you believe output should scale with tokens, not headcount, and you want to prove it, you should join us.
👉 Apply now.
