HartleyCo
Im partnering with a
YC-backed, AI-native company
thats moving from early-stage intensity into real scale. Theyre ~30 people today, recently signed a term sheet, and are planning to grow to
75-100 people over the next 12-18 months .
This is the first true
People & Culture
hire. Not a pure recruiter. Not a back-office HR role. This is about building the people function that can actually keep up with a fast-moving, high-bar business.
What this role actually is:
Youll own
People end-to-end :
Talent strategy and hiring execution as volume increases Partnering closely with founders and recruiters to build pipeline and close Putting real structure around people ops as the company matures
This role exists because the current setup is starting to break under growth. Youre the person who fixes that.
Scope and responsibilities:
People & Talent
Own recruiting strategy and process as headcount ramps Build consistent, founder-grade hiring workflows Ensure high-signal, high-velocity hiring without quality dropping
People Operations/HR Fundamentals
Set up and manage benefits and group health Handle employment fundamentals with appropriate legal awareness Avoid early-stage compliance mistakes (wage/hour, contracts, policies) Own expense policies and internal people processes
Operational Ownership
Manage housing/relocation logistics (company-run housing with multiple leases) Be the central point of accountability for people operations as the org scales Move the company from scrappy and fragmented to structured but still fast
Ideal background:
Previously led
People / Talent
at a scaling startup (Seed
Series A
Series B, or similar) Has personally supported hiring
10-20+ people during a growth phase Comfortable operating with ambiguity and building from zero Pragmatic, commercial, and founder-aligned Not afraid to roll up sleeves early, but capable of designing for scale
Working environment:
In-person, San Francisco Standard start time around
5:00am High-intensity Monday-Friday, typically finishing early evening No mandated weekend culture, but ownership is expected Strong internal focus on health and sustainability
This is a rare chance to define the people function
before
things get messy, not after.
If this sounds like you (or someone you know), feel free to reach out directly.
YC-backed, AI-native company
thats moving from early-stage intensity into real scale. Theyre ~30 people today, recently signed a term sheet, and are planning to grow to
75-100 people over the next 12-18 months .
This is the first true
People & Culture
hire. Not a pure recruiter. Not a back-office HR role. This is about building the people function that can actually keep up with a fast-moving, high-bar business.
What this role actually is:
Youll own
People end-to-end :
Talent strategy and hiring execution as volume increases Partnering closely with founders and recruiters to build pipeline and close Putting real structure around people ops as the company matures
This role exists because the current setup is starting to break under growth. Youre the person who fixes that.
Scope and responsibilities:
People & Talent
Own recruiting strategy and process as headcount ramps Build consistent, founder-grade hiring workflows Ensure high-signal, high-velocity hiring without quality dropping
People Operations/HR Fundamentals
Set up and manage benefits and group health Handle employment fundamentals with appropriate legal awareness Avoid early-stage compliance mistakes (wage/hour, contracts, policies) Own expense policies and internal people processes
Operational Ownership
Manage housing/relocation logistics (company-run housing with multiple leases) Be the central point of accountability for people operations as the org scales Move the company from scrappy and fragmented to structured but still fast
Ideal background:
Previously led
People / Talent
at a scaling startup (Seed
Series A
Series B, or similar) Has personally supported hiring
10-20+ people during a growth phase Comfortable operating with ambiguity and building from zero Pragmatic, commercial, and founder-aligned Not afraid to roll up sleeves early, but capable of designing for scale
Working environment:
In-person, San Francisco Standard start time around
5:00am High-intensity Monday-Friday, typically finishing early evening No mandated weekend culture, but ownership is expected Strong internal focus on health and sustainability
This is a rare chance to define the people function
before
things get messy, not after.
If this sounds like you (or someone you know), feel free to reach out directly.