Location: San Francisco, CA • On-site, five days a week
Employment Type: Full time
Department: Office of the CEO
Compensation: $325,000-$350,000 annual base salary + meaningful equity
Role OverviewWork directly with Srinivas Njay, Founder & CEO, to build an exceptional team and turn the company's most important decisions into results. Your two core responsibilities are
recruiting outstanding people and driving execution across the business.
We are especially interested in a former founder who has recruited exceptional people, built through uncertainty, and delivered with limited resources.
Work closely with Srinivas and Bruce Kim, CTO & Co-Founder, to reach talent beyond their existing networks. Own critical initiatives, resolve bottlenecks, and make company commitments dependable. Expect hands-on recruiting and visible operating impact from your first week.
What You'll Own- The critical hires. Define priority roles with the CEO, recruiters, and hiring leaders. Personally source, engage, and help close exceptional candidates; drive follow-through through joining and onboarding.
- New access to talent. Build trusted channels into founder, investor, technology, and leading university alumni communities beyond our current reach. Earn conversations with people doing outstanding work who may never apply to a job posting.
- The candidate experience and close. Make the opportunity compelling, understand candidate motivations, and bring the right leaders into the conversation. Keep assessments, decisions, and offers moving with rigor and urgency.
- Company execution. Turn the highest-priority goals into owners, deadlines, and measurable outcomes. Run focused business and hiring reviews, resolve dependencies, and drive corrective action when commitments slip.
- The hardest operating problems. Take on stalled launches, customer-delivery bottlenecks, and broken internal processes. Stay with the problem until the result is delivered.
- Better decisions, faster. Bring the CEO clear analysis, explicit tradeoffs, and a recommendation. Reconcile hiring plans and team capacity with business commitments; identify what to accelerate, change, or stop.
- AI in the way we work. Use frontier tools and automation to improve sourcing research, reporting, and follow-through. Partner with the talent team and engineering on recruiting systems that improve speed and decision quality.
What We're Looking For- A former founder, strongly preferred. You built a company, recruited its people, and owned the outcomes. Show us what you built and learned.
- Proof you can attract exceptional people. Show us whom you recruited, why they joined, and how they raised the team's capabilities.
- A network that expands ours. Trusted relationships across relevant startup and talent communities, plus the ability to build new ones. A leading U.S. university background and active alumni connections are a plus; the value is in relationships you can turn into meaningful conversations.
- Operating depth. You have delivered difficult initiatives across teams and can connect company priorities to the details required to execute them.
- Judgment people trust. Clear writing, analytical strength, discretion, and the ability to challenge senior leaders constructively. You earn influence and follow through without repeated prompting.
- Daily AI fluency. You can demonstrate how AI makes your work faster and more effective.
- Five days together in San Francisco. Work on-site with the founders and team at our downtown office, five days a week.
Bonus/Nice To Have- Experience building in B2B software, AI, fintech, or financial services.
- A record of recruiting senior engineers, technical leaders, or go-to-market leaders.
- Experience operating across U.S. and India teams.
What Success Looks Like - First 60 Days- Week one: Own the top three priority searches with clear candidate profiles and close plans. Activate your network, start candidate conversations, and put a weekly hiring and execution review into operation. Take ownership of one urgent cross-functional bottleneck.
- By day 30: Close the first priority hire with an accepted offer; build qualified finalist slates for the next two. Deliver the first operating improvement with a measured result. Every critical company initiative has an owner, deadline, and clear view of progress.
- By day 60: Close three priority hires in total, with confirmed start dates and onboarding ownership. Establish repeatable talent channels beyond the founders' existing networks. Deliver a second material operating result and demonstrate faster decisions and more reliable completion of company commitments.
Benefits- Company-paid medical, dental, and vision coverage at 100%.
- A 401(k) plan and financial-wellness benefits.
- Meals provided daily and commuter support.
- A monthly wellness allowance, plus mental-health and family support.
- Access to Claude Enterprise and other frontier AI tools.
- 🏙 Our San Francisco office on the 21st floor of 44 Montgomery.
- Discretionary paid time off and paid parental leave.
