People Ops

How you'll use AI

This is an AI-native company, and this role is expected to run like one. The reason a single person can own people, events, onboarding, and operations here is that AI will do the heavy lifting alongside you. You'll use modern AI tools and build your own skills and agents to automate and scale the work: onboarding flows that run themselves, a handbook that stays current without becoming bloated, training that's consistent every time, event logistics that don't slip, and answers to common people questions that surface instantly. Some of the highest-leverage opportunities here are ones no one has identified yet. Someone who spots a repetitive process, builds an agent for it, and quietly makes the whole company run smoother. You don't need to be an engineer, and you don't need prior experience with these tools. You need to be genuinely curious about AI, willing to learn fast, and the kind of person who reaches for automation before spreadsheets and manual checklists. If that excites you, this is one of the most interesting versions of a people role that exists right now.

Key responsibilities

• Own the annual company-wide offsite end-to-end: location, agenda, logistics, and vibe. Make it the highlight of the year.
• Design onboarding and training that makes new hires feel welcome from day one, ideally systematized with AI so the experience is excellent and consistent every time.
• Build AI-powered internal processes. Create skills and agents that automate onboarding, training, handbook upkeep, and people workflows, then find new processes to improve that no one has flagged yet.
• Plan and run team events throughout the year that build real connection in a remote company.
• Be the trusted people person. Know the team, surface morale and retention risks early.
• Run people operations: laptops, onboarding, offboarding, and benefits coordination.
• Maintain the employee handbook: keep it current, keep it lean.
• Support hiring: candidate experience, interview coordination, and offer logistics.
• Partner with managers on people issues: coaching, performance, and retention.
• Own employment compliance basics across the states the company operates in.

Who we're looking for

You probably have one job under your belt, maybe two. You don't need a People Ops or HR background. Backgrounds we'd love to see: events, hospitality, or experiential marketing; entertainment, talent, or production; marketing, brand, or community; or account management and client services at an agency. What matters more than your resume.

• You know what a good time looks like, and you can make one happen.
• You're polished and warm. People feel comfortable around you the second they meet you.
• You're the person who remembers names, follows up, and makes everyone feel like they belong.
• You're organized enough to plan a 100-person offsite without anything falling through the cracks.
• You're scrappy. You don't need a playbook. You'll figure it out and make it great.
• You're genuinely excited about AI and eager to build and scale how you work with modern tools.
• You want a job where you actually own something big, not one where you're a cog in an HR department.

What great looks like

• People feel seen and supported. This person knows names, knows what's going on, and shows up when it matters.
• The annual offsite is a highlight of the year. People talk about it for months.
• Culture is felt, not documented. The team feels connected despite being remote.
• Problems surface early because people trust this person enough to be honest.
• Operational work just works. New hires have laptops. Offboarding is clean. Nothing falls through the cracks.
• AI is doing real work behind the scenes. Repetitive processes are automated, onboarding scales itself, and this person keeps finding new places to add leverage.
• Doesn't push unnecessary policies. Knows the difference between "we need this" and "this is what big companies do."
• Brings warmth and energy. Polished and approachable in front of customers, candidates, and partners.

What good (but not great) looks like

• Team events happen and are solid, if not spectacular.
• People ops logistics get handled, but sometimes need a nudge.
• Gets along well but isn't yet the go-to for sensitive conversations.
• Handbook is current but not proactively improved.
• Uses AI for the obvious tasks but hasn't yet built processes that scale beyond themselves.
• Knows employment compliance basics, needs support on edge cases.