The Role
What You'll Own

You'll own how Kepler shows up in the world: the website, the brand, the materials that go in front of customers and investors, and the writing that carries our CEO's and our engineers' thinking to the people we want to reach. All of it exists today, and all of it competes for attention with everything else the team is doing. It needs one person whose actual job is to make it good.

This is a senior individual contributor role. You'll write, design, ship, and then look at whether it worked. The raw material is here: the team can explain what we do and why it matters. What we're missing is the person who turns that into work that looks and reads like it came from a company you'd trust with a serious decision, and who holds that standard across everything we put out. We want the person whose own taste sets the standard, because right now they are the standard.

Some of this you'll do alongside other members of the team, but all of it is yours to elevate and make stronger.

• Brand and visual system. How Kepler looks, sounds, and feels: the identity, the templates, the voice, and the designers and vendors we bring in for volume. Today it's spread across a brandbook, a website, and a dozen decks that don't quite match. Making it one coherent thing is yours.
• The website. The design, the copy, the layout, and the code. Our site is a codebase and you'll ship to it yourself with Claude, from a headline fix to a new page.
• Positioning and messaging. The argument for why a team should trust us over the tools they already use, kept consistent across the website, the decks, and the pitch. You'll know what competitors claim and where we actually win.
• Customer proof. Case studies, quotes, and reference stories drawn from live engagements, built with the people running each account.
• Customer and investor materials. The deck system and its variants by segment, the one-pagers, the leave-behinds, the template an analyst sees when they open a Kepler output, and the materials for the conferences we attend.
• Public voice. Our CEO's writing on LinkedIn and X, the team's weekly posting plan, talks turned into posts, the blog, and the recruiting posts that make good engineers want to work here.
• Launches and co-marketing. Product launches end to end (the post, the page, the email, the follow-up) and the joint pieces we ship with partners, from the first draft to the coordinated push.
• Search and AI answers. How we show up when a buyer searches for us or asks an AI about us.

In the first few weeks you might:

• Take a section of our website from bad to good: the copy, the layout, and a clear argument for why the new version works better than the old one.
• Redesign the template an analyst sees when they open their first Kepler output, so it reads like it came from a company they'd trust with a million-dollar decision.
• Take a talk our CEO gave and turn it into a post that lands on LinkedIn without losing the substance.
• Tell us the three things about our brand that are actively working against us, and fix the first one.

In the longer term, you'll own the brand surface end-to-end. This is our first marketing hire, so a lot of what the function becomes is going to be your call.

How We Work

We're a close team, working together in an office in New York. We use AI tools heavily - Cursor, Claude Code, whatever makes us faster. Fluency is assumed. Our users are analysts at firms where a wrong number costs real money. The feedback loop on what you ship is hours, not quarters.

The pace is startup-fast but the bar is high. We care about getting things right, not just getting things out. If you've worked somewhere that moves fast but delivers low quality output, this is different. If you've worked somewhere that's rigorous but slow, this is also different.

The team has strong backgrounds and low ego. We expect everyone to roll up their sleeves and handle the unglamorous problems: the page nobody wants to rewrite, the deck that's due tomorrow, the last minute fix before a demo. We move as a team, not as a collection of individuals.

Who You Are

You make things and put them in front of people. You're not waiting for a brief, a designer, or a bigger budget to do your best work. You're drawn to early-stage not for the title but because you want your work visible in the world, not buried three approvals deep.

From the craft side:

• 5+ years doing marketing and brand work, ideally for buyers that are hard to impress and sign large enterprise deals. No upper limit, comp scales with experience.
• Design sense is the first thing we screen for. Show us things you made that look genuinely good and tell us why they work. Not moodboards you commissioned. Work you shipped.
• Brand and positioning judgement come second. You can look at a company's whole surface, say what's wrong, and be right.
• You can write. Not "own the content calendar" write. Actually write, in someone else's voice, about something technical you had to learn first.
• You can put a whole piece together: the deck, the page, the case study, from the first outline to the final pixel. You know when to bring in a contractor for volume and when the work has to be yours.
• AI fluency isn't a bonus here, it's the job. Our website is code, and you'll ship to it yourself with Claude rather than queue behind an engineer. If that sounds implausible to you, this isn't the right fit.

From the personal side:

• You care how the customer reacts to what you shipped, not whether the work was clever.
• You'd rather fix the thing yourself than add it to a list for someone else.
• You'll say the copy is flat or the design is off before it ships, not after.
• You communicate before it's a problem, and when a teammate needs something from you, they don't have to ask twice.
• You know what it feels like when the plan changes twice in a day and the work still has to ship.

Don't check every box? Apply anyway. We prioritize taste, range, and drive over a specific rsum shape.

Mentorship & Growth

• You'll work most closely day-to-day with strategy & ops, product and our CEO. You'll have a front row view into how a business is built.
• Direct access to customers. You'll listen to analyst calls, not read summaries of them.
• Real budget and the authority to spend it: tools, contractors, and the events we show up at.
• Growth here means scope first, then team. You're the first marketing hire, and what the brand becomes is mostly what you make it.

Working at Kepler
Our Benefits

• 100% covered top-of-the-line medical, dental, and vision insurance for employees and their families. HSA maxed by the company to the IRS limit.
• Automatic coverage for life, AD&D, and disability insurance.
• Daily lunch in office.
• Unlimited PTO policy.
• Development environment budget - latest MacBook Pro, multiple monitors, ergonomic setup, and any development tools you need.
• "Build anything" budget - dedicated funding for whatever tools, libraries, datasets, or infrastructure you need to solve technical challenges, no questions asked.
• Learning budget - attend any conference, course, or program that makes you better at what we're building.

Our Operating Principles

• Trust as the Default: People do their best work when confidence is mutual. We show our work, keep our promises, and flag risks before they bite. Trust isn't an aspiration - it's the baseline.
• Forward-Deployed with Product DNA: We own customer outcomes while building a product company. We don't win if they don't win.
• Extreme Ownership: If you notice a problem, you own it by making sure it doesn't fall through the cracks. Authority comes from initiative, not job titles. Once you step up, you're accountable for the outcome.
• Production-First Engineering: We design for critical workloads from day one. Durable execution, blue/green deploys, automated rollbacks, continuous delivery with end-to-end observability.
• Communicate with Intent: Great work disappears without great communication. We push information to the people who need it, when they need it. Silence is never the safe choice.
• Earn it Every Day: Your work speaks for itself. We create an environment where the best idea wins, the strongest work gets recognized, and everyone is held to the same high standard.
• Keep Raising the Bar: Great teams compound. Every hire raises the bar, every win gets named, every person gets the tools and runway to grow.