About the role
A small team moves fast until the admin catches up with it. This role is the reason it does not: onboarding that works on day one, vendors and subscriptions that are tracked, invoices that go out, records that exist when someone asks for them.
It is a broad role by design. In one week you might fix how new joiners get access, renegotiate a tool we are overpaying for, schedule a round of interviews and chase a customer's paperwork. The common thread is that you find the thing nobody owns and own it.
You would work directly with the founder, which means a lot of latitude and very little structure handed to you.
What you'd do
- Own the internal processes that keep a small team fast: onboarding, tooling, documentation, scheduling
- Run vendor and subscription management, invoicing and expense tracking with finance
- Support hiring operations end to end, from scheduling to offer paperwork
- Own compliance and record-keeping, and keep customer commitments and renewal dates tracked
- Notice the thing nobody owns, and either own it or find it an owner
What we need
- Three or more years in operations, business operations or a chief-of-staff style role
- You have built a process from nothing and got people to actually follow it
- Comfortable with numbers: budgets, invoices, and spotting the line item that is wrong
- Organised in a way that survives you being away for a week
- Discreet with confidential information, consistently
Nice to have, not required
- You have worked at an early-stage startup and know which process is premature
- Experience with hiring operations or HR administration
- You have handled compliance or audit paperwork before
How we work
- Small team, thin slices, shipped weekly. Nothing sits on a branch for a month.
- Reviews are real. Every feature ships with its tests, and a bug found in review is cheaper than one found by a customer.
- Safety-critical means the boring answer usually wins: fail closed, keep the receipt, don't guess.
- We only claim what ships. That applies to the product, the roadmap and the offer letter.
How hiring works
- 1A 30-minute call about something you've built and what was hard about it.
- 2A working session on a real problem from this codebase. You can drive, or we can pair.
- 3A conversation about how you make decisions when the evidence is thin.
- 4References, then an offer. We aim to answer within a week at every stage.