Head of People

Другое

• Company is building the independent validation layer for software. Our agents review and test code changes with full context of the codebase, helping engineering teams ship faster without sacrificing quality.
• Company reviews 5B lines of code every month for 22,000+ customers. We have grown from zero to eight figures in ARR while keeping the team small and talent-dense.
• We are now looking for our first Head of People.
• This is not a traditional HR role. You will work directly with the founders and company leaders to build the organization that takes Company from tens to hundreds of people without lowering the talent bar, slowing down, or adding unnecessary bureaucracy.
• Problems We’re Excited About
• • How do we scale from roughly 30 to 150 people while increasing, rather than diluting, talent density?
• • How do we turn excellent individual contributors into excellent managers before poor habits become institutionalized?
• • How do we make expectations unmistakably clear, recognize exceptional performance, and address underperformance early?
• • How should compensation, equity, promotions, and career progression work in a company growing this quickly?
• • How do we preserve speed, directness, and ownership while building an organization that is fair and durable?
• • How can AI and automation let a small People team support a much larger company?
• Trajectory
• • 22,000+ customers
• • 5B lines of code reviewed every month
• • Scaled from $0 to eight figures in ARR
• • Raised $30M from Benchmark, Y Combinator, Paul Graham, and Initialized
• Team
• • We have assembled a small, talent-dense team with experience from companies including Stripe, Google, and Figma.
• • Most of our managers are builders first. They need a practical partner who can help them become exceptional leaders without turning management into process.
• • The founders remain deeply involved in hiring, performance, compensation, and organizational design. You will become a close and trusted partner in those decisions.
• Responsibilities (in order of how much time you’ll likely spend on each)
• • Partner with the founders and company leaders on organizational design, workforce planning, management quality, succession, and the hardest people decisions.
• • Build a rigorous but lightweight performance system covering expectations, feedback, reviews, calibration, promotions, and performance improvement.
• • Coach managers through team design, conflict, difficult feedback, performance problems, and leadership development.
• • Own compensation and equity strategy. Create frameworks that are competitive, internally coherent, understandable, and adaptable as the company grows.
• • Handle sensitive employee matters with exceptional judgment, discretion, urgency, and humanity.
• • Build the systems underlying the employee lifecycle, including onboarding, benefits, payroll, HRIS, compliance, immigration, leaves, and offboarding.
• • Partner on executive and other critical hiring: defining the profile, assessing candidates, closing them, and making sure they succeed after joining.
• • Translate Company’s values into the decisions we make about who we hire, reward, promote, manage, and part ways with.
• • Build the People team over time, but solve problems yourself before solving them by adding headcount.
• Qualifications
• • 8+ years of experience across People, HR, talent, or organizational leadership, including meaningful responsibility at a rapidly growing technology company.
• • You have helped scale an organization through a stage resembling 30 to 150+ employees.
• • You have operated as both a strategic adviser and a hands-on executor. You can discuss organizational design in the morning and personally resolve an HRIS or benefits problem that afternoon.
• • You have personally managed difficult performance situations, investigations, reorganizations, and terminations.
• • You have strong working knowledge of compensation, equity, employment practices, and People operations.
• • You understand the needs of technical, talent-dense organizations and can earn the trust of opinionated engineers and executives.
• • You communicate directly, write clearly, maintain confidentiality, and exercise unusually strong judgment.
• • Former colleagues describe you as someone leaders seek out before making consequential decisions.
• You Will Like This Role If
• • You believe the People function should materially improve the quality and performance of the company.
• • You care deeply about people and hold a genuinely high bar for performance. You do not see those values as being in conflict.
• • You enjoy building systems from first principles rather than importing a large-company playbook.
• • You are comfortable challenging founders and executives when you believe they are making the wrong decision.
• • You prefer clear expectations, direct conversations, and fast resolution over politics or prolonged ambiguity.
• • You want to remain close to the work rather than immediately building a large team beneath you.
• • You specifically prefer working in person with an ambitious team.