Rundoo
About Rundoo
Rundoo’s mission is to build cutting-edge software that helps building materials suppliers enhance their businesses. We partner with local hardware stores and mom-and-pop shops across the country. Stores in paint, hardware, and flooring industries sell over $1T of building materials annually using outdated, on-premises systems. We aim to change that by empowering independent supply stores with best-in-class technology.
Backed by leading investors including Bessemer and CRV, we’ve raised $18M across three rounds and are growing quickly. Our team is made up of builders, sellers, and industry veterans with a shared goal: to bring modern technology to an overlooked industry.
Role We have found product-market fit and are now scaling quickly: we aim to 2-3x each year for the next five years. To ensure capital-efficient growth, we are looking for an expert in strategic finance who also owns our people strategy. People are both the largest financial expense and the largest driver of success. Our investors agree that the most successful portfolio companies at this stage marry financial and people operations.
As this is the broadest role we have hired externally for, we expect the impact to be significant. If you and Rundoo are successful, you may build a team and eventually become CFO.
By the end of your third month, you will own the following ten responsibilities. The first seven are traditionally finance-focused, and the last three are traditionally people (recruiting/HR) focused.
Build the operating model — Define the underlying drivers of the business and model all cash inflows and outflows on a forward-looking basis that ends up matching reality. This model will be the bedrock of all strategic decisions we make.
Make strategic recommendations — Based on the operating model, make recommendations on hiring, fundraising, and other key metrics that drive the business.
Communicate with our investors — During quarterly board meetings and ad hoc data requests, communicate the financial status of the business to current investors.
Fundraise from new venture capitalists — Work with the co-founders to tell the compelling financial story of the business to attract additional investments.
Hold the team accountable — Ensure each team has a metric they drive toward, ensure it is calculated correctly, and flag any deviations immediately.
Close the books — Ensure our P&L, balance sheet, and cash flow statement are generated accurately and timely at month-end; lead investor-mandated audits as we grow.
Ensure compliance — Ensure timely payment of income, payroll, and other taxes, and file necessary franchise fees, licenses, forms, etc.
Build our people strategy — Define and publish a compensation framework (salary, commission, equity, benefits) to attract and retain top talent.
Build our employer brand & recruiting system — Create a recruiting system that attracts world-class talent, onboards effectively, measures performance, and enables managers to drive for excellence.
Handle HR issues — Work with outside counsel and the hiring manager to address HR challenges and ensure legal compliance.
Success and Failure By your third month, your level of independence will largely determine success or failure.
Success: You have earned the board and co-founders’ trust to operate independently. We have high confidence we are spending capital efficiently to drive growth. The operating model closely reflects actual results, enabling accurate hiring plans. Department heads are focused on meaningful metrics, VCs are eager to invest, and top talent is eager to join Rundoo and be productive.
Failure: There are persistent errors in your work or requested changes to your approach; the operating model does not forecast reality; departments do not operate more effectively; HR issues create liability; or actions undermine honesty, trustworthiness, or judgment. If we are in this situation, we will part ways or move you elsewhere in the company.
Compensation $213k-$251k, 0.0932%-0.1732% equity. We leveled this role at the 75th percentile of either Senior Finance Manager (lower end) or Director of Finance (higher end) for tech startups in the SF Bay Area at our valuation.
Interview Process Because this role brings an orthogonal skill set, we will lean heavily on external opinions. You will interview with an investor, and we will reference-check extensively.
Intro call, 30 min — With Nick (Co-Founder & CEO) to discuss background and knowledge of strategic finance and people operations.
Financial modeling, 30 min — A VC investor will assess your financial modeling for a SaaS company.
Onsite, 6 hours — A full day with the cofounders and department heads you’ll work with: head of sales, head of product, and VP of engineering.
6 References — Two managers, two peers, and two direct reports (if relevant).
Profile Requirements The following are non-negotiable. If you do not have these, you will not be considered:
Experience — 5-10 years in investment banking, private equity, venture capital, consulting, and/or strategic finance at a startup beyond Series A.
Honest & trustworthy — You must tell an honest story of the business; sensitive information will be handled responsibly.
Financial modeling skills — Experience modeling future finances of a company.
Accounting skills — Basics of accounting: debits/credits, income statement, balance sheet, cash flow statement, revenue recognition.
HR skills — Recruiting (JD writing, sourcing/interviewing), managing (OKRs, PIPs, performance reviews), and compensation (salary, equity, benefits).
Location — Based in the Bay Area and willing to be in-person four days per week in Redwood City.
Detail-oriented — Finances are categorized accurately.
Inviting personality — Able to build rapport quickly and lead.
Nice-to-haves For a particularly hungry candidate, we are happy to forego any of the below:
Built a team — You will be our first finance hire and will build a team as we scale.
Technical education — Degree in math, computer science, or statistics.
MBA or formal financial licensing (CPA, etc.)
About Our Founders
Andrew (CTO): Studied computer science & humanities at Stanford; software engineer and head of engineering at Apple & Anova; ballet enthusiast.
Nick (CEO): Studied math & computer science at Stanford; trader at Bridgewater & Citadel; PM at Google & Enigma; distantly related to the Hershey founder.
How We Fundraised We raised $18m across three rounds:
A $2m pre-seed led by Kent Bennett at Bessemer with participation from Plug & Play, Quiet Capital, and Sequoia.
A $5m seed led by Caitlin Bolnick Rellas at CRV.
An $11m Series A led by Bessemer and CRV.
Benefits
Full medical, dental, and vision coverage (100% of premiums for you, 50% for dependents)
401k with Betterment
Unlimited PTO with 10 company-paid holidays
In-office gym
Daily team lunches for those in office
Learning materials and audiobook subscriptions
Dog-friendly office
Compensation Range: $213K - $251K
#J-18808-Ljbffr
Backed by leading investors including Bessemer and CRV, we’ve raised $18M across three rounds and are growing quickly. Our team is made up of builders, sellers, and industry veterans with a shared goal: to bring modern technology to an overlooked industry.
Role We have found product-market fit and are now scaling quickly: we aim to 2-3x each year for the next five years. To ensure capital-efficient growth, we are looking for an expert in strategic finance who also owns our people strategy. People are both the largest financial expense and the largest driver of success. Our investors agree that the most successful portfolio companies at this stage marry financial and people operations.
As this is the broadest role we have hired externally for, we expect the impact to be significant. If you and Rundoo are successful, you may build a team and eventually become CFO.
By the end of your third month, you will own the following ten responsibilities. The first seven are traditionally finance-focused, and the last three are traditionally people (recruiting/HR) focused.
Build the operating model — Define the underlying drivers of the business and model all cash inflows and outflows on a forward-looking basis that ends up matching reality. This model will be the bedrock of all strategic decisions we make.
Make strategic recommendations — Based on the operating model, make recommendations on hiring, fundraising, and other key metrics that drive the business.
Communicate with our investors — During quarterly board meetings and ad hoc data requests, communicate the financial status of the business to current investors.
Fundraise from new venture capitalists — Work with the co-founders to tell the compelling financial story of the business to attract additional investments.
Hold the team accountable — Ensure each team has a metric they drive toward, ensure it is calculated correctly, and flag any deviations immediately.
Close the books — Ensure our P&L, balance sheet, and cash flow statement are generated accurately and timely at month-end; lead investor-mandated audits as we grow.
Ensure compliance — Ensure timely payment of income, payroll, and other taxes, and file necessary franchise fees, licenses, forms, etc.
Build our people strategy — Define and publish a compensation framework (salary, commission, equity, benefits) to attract and retain top talent.
Build our employer brand & recruiting system — Create a recruiting system that attracts world-class talent, onboards effectively, measures performance, and enables managers to drive for excellence.
Handle HR issues — Work with outside counsel and the hiring manager to address HR challenges and ensure legal compliance.
Success and Failure By your third month, your level of independence will largely determine success or failure.
Success: You have earned the board and co-founders’ trust to operate independently. We have high confidence we are spending capital efficiently to drive growth. The operating model closely reflects actual results, enabling accurate hiring plans. Department heads are focused on meaningful metrics, VCs are eager to invest, and top talent is eager to join Rundoo and be productive.
Failure: There are persistent errors in your work or requested changes to your approach; the operating model does not forecast reality; departments do not operate more effectively; HR issues create liability; or actions undermine honesty, trustworthiness, or judgment. If we are in this situation, we will part ways or move you elsewhere in the company.
Compensation $213k-$251k, 0.0932%-0.1732% equity. We leveled this role at the 75th percentile of either Senior Finance Manager (lower end) or Director of Finance (higher end) for tech startups in the SF Bay Area at our valuation.
Interview Process Because this role brings an orthogonal skill set, we will lean heavily on external opinions. You will interview with an investor, and we will reference-check extensively.
Intro call, 30 min — With Nick (Co-Founder & CEO) to discuss background and knowledge of strategic finance and people operations.
Financial modeling, 30 min — A VC investor will assess your financial modeling for a SaaS company.
Onsite, 6 hours — A full day with the cofounders and department heads you’ll work with: head of sales, head of product, and VP of engineering.
6 References — Two managers, two peers, and two direct reports (if relevant).
Profile Requirements The following are non-negotiable. If you do not have these, you will not be considered:
Experience — 5-10 years in investment banking, private equity, venture capital, consulting, and/or strategic finance at a startup beyond Series A.
Honest & trustworthy — You must tell an honest story of the business; sensitive information will be handled responsibly.
Financial modeling skills — Experience modeling future finances of a company.
Accounting skills — Basics of accounting: debits/credits, income statement, balance sheet, cash flow statement, revenue recognition.
HR skills — Recruiting (JD writing, sourcing/interviewing), managing (OKRs, PIPs, performance reviews), and compensation (salary, equity, benefits).
Location — Based in the Bay Area and willing to be in-person four days per week in Redwood City.
Detail-oriented — Finances are categorized accurately.
Inviting personality — Able to build rapport quickly and lead.
Nice-to-haves For a particularly hungry candidate, we are happy to forego any of the below:
Built a team — You will be our first finance hire and will build a team as we scale.
Technical education — Degree in math, computer science, or statistics.
MBA or formal financial licensing (CPA, etc.)
About Our Founders
Andrew (CTO): Studied computer science & humanities at Stanford; software engineer and head of engineering at Apple & Anova; ballet enthusiast.
Nick (CEO): Studied math & computer science at Stanford; trader at Bridgewater & Citadel; PM at Google & Enigma; distantly related to the Hershey founder.
How We Fundraised We raised $18m across three rounds:
A $2m pre-seed led by Kent Bennett at Bessemer with participation from Plug & Play, Quiet Capital, and Sequoia.
A $5m seed led by Caitlin Bolnick Rellas at CRV.
An $11m Series A led by Bessemer and CRV.
Benefits
Full medical, dental, and vision coverage (100% of premiums for you, 50% for dependents)
401k with Betterment
Unlimited PTO with 10 company-paid holidays
In-office gym
Daily team lunches for those in office
Learning materials and audiobook subscriptions
Dog-friendly office
Compensation Range: $213K - $251K
#J-18808-Ljbffr