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Careers · we hire quietly · 5 people today

There's no open roles list. There's a small team and an open inbox.

We're 5 people. We've hired 1 person in the last 12 months and we expect to hire 2 more in the next 12. If you're reading this because you saw the work and thought "I want to do that with these people", email us. If you're reading it because you saw a JD spec'd to your résumé, you're on the wrong page.

5 people today 2 cities (NY + SF) Hybrid · async-first Salary + meaningful equity
01

What this page won't pretend.

Most careers pages are a marketing surface. Ours isn't. A few honest framings before we describe the people we hire.

We don't have a roles list because we don't know the next role. We've found that when we hire to a JD, the person becomes the JD. When we hire to a person, the role bends to fit them. So we keep the inbox open and write the role around the strongest candidate we see.

We can't compete on big-co comp. Salary is fair-market for a 6-person pre-launch startup. Equity is meaningful, not a rounding error — the early team will own a real percentage. If a 30% pay cut versus FAANG would be a problem, this isn't the right seat right now.

We don't have a perks page. Health insurance, 401(k) with match, learning budget, laptop of your choice, unlimited PTO that people actually use. Standard. We're not going to dress it up.

02

The three kinds of people we hire.

Not job titles — patterns. When we meet someone who looks like one of these three, we tend to be ready to make a role. If you're somewhere between two of them, that's usually a stronger signal, not a weaker one.

Builder
The full-stack product engineer who ships fast.
Comfortable end-to-end — schema to UI. Ships in days, not sprints. Cares about how the product feels, not just how the code reads. Has built something real that users use today.
Likely titles you've held: staff engineer at a startup, founding engineer, solo SaaS founder, prolific OSS maintainer.
Data / ML
The signal-detection person who reads sources, not papers.
You've built or operated scraping, change detection, or event extraction in production. You know that signal quality is mostly a data problem, not a model problem. You'd rather build the source of truth than the dashboard.
Likely titles you've held: data engineer, applied ML engineer, founding data scientist at an intent-data or enrichment startup.
GTM
The operator who ran the playbook, not the one who sells it.
You've actually done outbound — as an SDR, AE, RevOps lead, or consultancy founder — and have opinions about what works and why. You're tired of vendors who've never sent a cold email. You'd help us build, sell, and write the next chapter of the product.
Likely titles you've held: SDR turned AE, RevOps lead, head of growth at a small B2B SaaS, ex-consultancy founder.
03

What working here is actually like.

The honest version, including the parts that don't fit on a perks page. If any of these don't sound like what you want, that's a perfectly good reason not to apply.

You'll touch the customer. Everyone — engineers included — sits in customer calls at least twice a month. The shortest distance between a bug and a fix is the person who heard the user complain.
Ship cadence is real. See /changelog — we ship 4–6 things a week and the "0 quiet weeks" stat is a public promise. If you'd rather plan for a quarter before merging, this'll feel uncomfortable.
Async-first, hybrid by choice. Most work is async in Slack + docs. We meet in person quarterly (somewhere fun). NY + SF folks can co-work weekly if they want, nothing mandatory.
Long-form writing matters. Half our work is in shared docs — RFCs, decision memos, customer-call summaries. If writing is friction for you, you'll feel it here.
It's still early. Title inflation is real but ownership is realer — you'll touch parts of the company that big-co people only see from a deck. The flip side: things are unstable, your role will shift, and "founder mode" is a verb here.
No mentor-pipeline. We're senior people learning from each other, not a place to be junior. If you want a structured manager who reviews your work daily, that's a real need and we can't meet it yet.
04

What we're not hiring for.

Most of the inbound we get is for these roles. We're not hiring them today — and naming that up front saves both of us time.

Don't email about
  • SDR / BDR roles. Our consultancy past means we're allergic to building an outbound team to sell the outbound tool. Marketing comes from playbooks and customer trust, not a quota carry.
  • Designer (full-time). We have a founding designer. We'd consider a contract / part-time engagement for specific work — email anyway, just be specific.
  • Sales VP / CRO. Too early. We'll grow the GTM team from operators (archetype 3 above) before we hire a leader for it.
  • "Growth marketer" / paid acquisition. We're a content + product-led-growth shop. Not the right fit for a paid-channel specialist.
  • HR / people ops / recruiter. At 5 people, founders own hiring. We'll revisit at 25.
  • Generalist exec roles ("Chief X Officer" without a P&L). If the role is mostly meetings, it's not on our roadmap.
05

How to email us.

One email. To [email protected]. No application form, no résumé parser, no take-home test up front. The template below works — copy, paste, fill in the four fields.

If your email is interesting we reply within 5 business days. If it isn't a fit right now we still reply, but it might take longer. We try to write back to everyone — if you don't hear from us in two weeks, the email got lost; please nudge.

Send one email. Four fields.

The "thing you've built we can look at" matters more than your résumé. GitHub repo, side project, doc, deck, internal playbook, podcast — anything we can actually see. Don't worry about polish — we're reading for taste, not gloss.

The template on the right is the whole ask. Open it in your email client, or copy the body and paste it wherever you'd usually compose.

Open in email client →