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The Work People Team

Complexity
of the work

Hiring one in hundreds. The good part of the job.

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The people team builds the thing everything else depends on: the team itself. Recruiting and outreach, interview loops, internal comms, the all-hands, offsites, training, the swag store, and the culture that holds it together while the firm keeps doubling. The whole operation is AI-focused and heavily optimized; how, exactly, stays inside the building. The bar is the product here, and you run the machine that protects it.

One hire, anatomized

One seat.

A single tax senior opening. Hundreds of applications in the first weeks, and exactly one offer at the end of it.

0 Stages between post and offer
Composite client. Details changed.
  1. 01
    The outreach The posting, the sourcing, the communities where the right people already are. Volume starts with reach.
  2. 02
    The screen Hundreds of applications, screened fast without ever being screened carelessly. AI does the heavy lifting; you own the outcome.
  3. 03
    The human read Technology narrows the field; it does not decide. A human still reads, and catches what any machine misses, both ways.
  4. 04
    The interview loops Multiple rounds, scheduled fast, run on rubrics, with candidates who are interviewing everywhere else too.
  5. 05
    The floor check Decency and respect get screened as seriously as skill. However brilliant, there is no exemption, at any level.
  6. 06
    The bar Given a choice between filling the seat and holding the bar, the bar wins, every time, even when the seat hurts.
  7. 07
    The first ninety days Onboarding, training, and the values landing in practice, so the person who raised the average stays.
  8. Every hire should raise the average of the team they join. Hundreds in, one out, and the whole machine has to be fast, humane, and right. Speed is easy. Right is easy. Both is the job.
Tech-heavy, human-decided

Where the automation stops

Nobody here shuffles resumes by hand. We build AI into our workflows aggressively, and this team runs some of the most optimized ones in the firm. Your job starts where the automation stops: the judgment calls, the edge cases, and the candidate experience a machine can't carry.

The whole employee arc

More than hiring

Hiring is half the job. The other half is everything that keeps a fully remote team feeling like one firm: internal comms that people actually read, the all-hands and the decks behind it, offsites worth flying to, training that sticks, the swag people wear on purpose, and the values shown, not laminated.

Recruiting AI screening Internal comms Offsites Training
Culture is built, not caught

You keep the firm one firm

Fully remote, doubling in size, and spread across the country: that firm does not stay coherent by accident. The vision deck for the all-hands, the message that lands a hard change well, the offsite where people finally meet, the training that turns a value into a habit. That's this team's work, and everyone feels it.

You'll get better here, fast

Complex work compounds

A year of hiring at one-in-hundreds selectivity, with AI built into every step you run, teaches you more than five years of posting jobs and forwarding resumes. We review deeply, explain our reasoning, and expect you to push back when you disagree.
You'll hate it here if
  • You want to post the job and wait.
  • You'd rather route the hard call up than make it.
  • You measure the quarter by seats filled, not by who raised the bar.
You'll like it here if
  • You want to build the machine that finds the one in hundreds.
  • You'd rather be told your reasoning is wrong than told nothing.
  • You care how it feels to be a candidate, an employee, and an alum.

It's harder than the average people job. It's also the reason people stay.

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