Founding team · San Francisco Bay Area · Full-time

Growth path: Chief of Staff or Head of Partnerships
Reports to: Founder & CEO

What you will own

The rooms

• End-to-end production: sourcing and vetting attendees, running the day, and the follow-up that turns a room into a relationship

• Curation judgement: knowing who belongs at a founder breakfast, who belongs at a builder hackathon, and why

• Being the person in the room when our founder cannot be. Not every week, but when the calendar collides

The member system

• One source of truth on who is in the network, what they are building, and what they need

• CRM hygiene, intro tracking, and warm-intro routing that runs without anyone remembering to run it

• A standard follow-up sequence after every single room

The machine underneath

• Playbooks, templates, and AI-assisted workflows, so the tenth room costs a fraction of the first

• An honest audit of where our current process breaks, and the authority to fix it

• Coordinating the volunteers who help us on the ground in New York

Our voice, and yours

This one matters more than it usually does in a job like this.

• Room recaps, newsletter operations, and the content pipeline

• You will post publicly under the Brderless name, and under your own

• We want your ideas and your face, not just your editing. Our founder is stepping into public view over the next few months and wants someone doing it alongside her

Your first 90 days

Day 30: Inside the network

• You know how curation works for each format

• You have shadowed a full room cycle end to end and taken over logistics for the next one

• You have delivered an audit of where our current process breaks

• You are already making content

Day 60: Running a room

• You own one room end to end, with the founder involved only on curation

• The member CRM is live and accurate

• A standard follow-up sequence runs after every room

Day 90: Owning the system

• Room production is a documented, repeatable system that belongs to you

• Post-room introductions and member retention are measurably up

• You have been sitting in on partner conversations and understand how we make money

• You have started one initiative nobody asked you to start

Who we are looking for

You are good with people and good at systems.

That combination is rarer than it sounds, and it is the whole job. You read a room, remember the details, follow up without being asked, then go home and build the automation so you never have to remember it manually again.

Beyond that:

• You are comfortable being visible. Posting, hosting, introducing yourself to a founder you have never met. The back-office version of this role does not work.

• You have taste and standards. Our members are serious people and they can tell instantly when something is sloppy. Curation is our product.

• You work with high context and low instruction. Nobody here is going to sequence your week.

• You are hungry. We would rather have someone early in their career who wants this badly than someone senior who has done it before and is coasting.

• You take blunt feedback well and would rather build the machine than be photographed next to it.

• You care about tech and founders specifically. Throwing a good party and caring about this ecosystem are different skills, and we need both.

• You do not need a network yet. You do need the willingness to build one in public.

Nice to have

• You have already handled sponsorship or partnership money, at any scale. A $5,000 hackathon sponsorship counts

• An existing footprint in the San Francisco or New York tech scene

• Newsletter, podcast, or content production behind you

• Experience with large-format events, 150 people and up

• A side project you built because nobody else was going to build it

Practical

• Some travel, mainly to cover rooms our founder cannot be at. Not every week

• Early mornings and occasional evenings come with running breakfasts and dinners

• Full-time, working closely and often in person with the founder

How we hire

1. First conversation with our founder. Half of it is us selling you the company, half is us working out whether we build well together.

2. A case study. We will ask you to audit how Brderless runs today and tell us what you would change. We want to see how you think and what you notice that we have stopped noticing.

3. A paid one-week trial. A week working together tells both sides more than three interviews do.

4. Final conversation, then a decision within days. We move fast.