Chief-of-Staff at HRtechX

Carnot

ABOUT THE ROLE We're looking for a Chief of Staff to serve as a force multiplier for the CEO. This is a part-time contract role (at least 20 hours per week, with flexibility on scheduling) designed for someone who can move fluidly between strategy and execution. This isn't a "shadow the executive" role. You'll own real problems, make real decisions, and have direct impact on how the company scales. The position has a clear path to full-time conversion, with a mutual evaluation at the 3-month mark. The ideal candidate has the horsepower of a top-tier consultant, the scrappiness of an early startup employee, and the judgment to know when to ask questions versus when to just figure it out. WHAT YOU'LL DO * Drive strategic planning: Own the quarterly planning process, track KPIs, and keep the company aligned on what matters. * Fix what's broken: Identify bottlenecks in how we work, communicate, and ship. Implement solutions without waiting to be told. * Lead cross-functional projects: Take ownership of high-priority initiatives that don't fit neatly into existing teams, whether that's analyzing a new market, coordinating a product launch, or preparing for a fundraise. * Maximize the CEO's time: Manage priorities, prepare materials for board meetings and investor conversations, and handle external engagements. * Support hiring and culture: Help recruit key roles and maintain a strong, unified culture across our SF and Tokyo teams. * Build the information edge: Conduct research on competitors, market trends, and potential partnerships to inform decisions at the top. REQUIREMENTS Experience * 2+ years in a high-performance environment: top-tier management consulting, investment banking, or Chief of Staff at a high-growth startup. * Track record of managing complex projects with multiple stakeholders and delivering under pressure. * Exceptional communication skills. You can take messy information and turn it into a clear, concise narrative. * Strong analytical and financial modeling skills. * Native/Bilingual proficiency in English. Bonus * Prior experience as a founder or early employee at a venture-backed startup. MINDSET * Ownership: You treat this like your company. You don't wait for permission to solve problems. * Adaptability: You're comfortable with ambiguity and can pivot between strategic, financial, and operational challenges without losing momentum. * Discretion: You'll have access to sensitive information. You operate with integrity and keep confidences.

voize

🎤 FOUNDERS ASSOCIATE - A LETTER FROM THE PERSON YOU'D WORK WITH Most job ads are written by no one, for everyone. I want to do this differently. I'm Marius, Chief of Staff at voize. This role reports to me, and whoever takes it will work more closely with me than anyone else in the company. So instead of a template, here's what this job is, how I work, and how you can decide whether you'd want to work with me. 💡 WHAT THIS JOB ACTUALLY IS voize is growing fast, and fast-growing companies produce a specific kind of work: topics that matter but belong to no one. A new market needs operational groundwork. An org-wide process needs to be built. A decision needs a sharp analysis behind it. We're building a CEO Office to own exactly this work. You'd be its first hire. I’ll be honest about the range. One week you’re working on a question that I and the rest of the management team will decide the company’s direction on. The next you're doing operational groundwork nobody will ever applaud. Both matter equally, it's the nature of building an early-stage company. If you need every task to feel glamorous, stop reading here. If "done" is your favorite word, keep going. To make it concrete, your first months could look like this: you own the operational groundwork for one of our new markets end-to-end - research, vendor and partner setup, local operations - until things simply run. And you build one company-wide process from scratch, for example how cross-functional projects get scoped, prioritized, and tracked, and roll it out across the org. Different altitude, same job: you drive it to done. 🚀 HOW I WORK I give trust and autonomy by default. The way I see my job as a manager: set goals you can actually reach, give you the resources to get there, unblock you when you're stuck, teach you what I know - and then get out of the way. I care about outcomes, not hours. The flip side: you'll get a lot of freedom and little oversight. That's a gift if you work autonomously, and a problem if you don't. Autonomy doesn't mean silence, though. I expect you to ask for help early, not after something has quietly derailed. I'm very opinionated and direct. You'll always know where you stand with me, and I expect the same back - including telling me when you think I'm wrong. 🎯 WHAT I LOOK FOR Your background matters less than your pattern. You might come from consulting, VC, a startup, or something you built yourself. What I care about is this: you take ownership before anyone assigns it. You can be dropped into a topic you know nothing about and produce clarity within days. You hold a high bar for your own work without anyone checking. You ask a sharp question early instead of defending a wrong assumption late. And pace gives you energy instead of draining it. If you read that and felt recognized rather than impressed - good sign. 🌱 WHY VOIZE The care crisis is one of the most existential problems we face: fewer and fewer people caring for more and more of us. We build something that genuinely helps - over 200,000 caregivers use voize to win back time for people instead of paperwork. Purpose usually comes at the price of ambition. Not here. We combine real impact with high ambition and high speed, and that combination is rare. We raised a $50m Series A from leading investors like Balderton and HV end of last year and there is a lot ahead of us. 🤝 THE DEAL This job will be intense, and it will be fun. You'll get more exposure in your first year than most roles offer in five - to the CEO, me, the rest of the management team, and every part of the company. I'll invest in your growth personally. And the role isn't fixed: you'll shape it into what you want it to become. If you read this and think this is for you, please apply no matter who you are or what background you have! I want to meet you 🫶 Marius

Databricks

SLSQ327R270 The Sales Dev AI Programs Team works directly with Databricks' Sales Development and Sales leadership to architect the world's elite top-of-funnel engine, empowering every xDR and AE with the prospecting tools and programs to convert market potential into predictable revenue. We sit at the intersection of strategy, AI, and the field, and we own the programs that turn scaled, AI-native prospecting from an experiment into the operating standard. We are looking for a Sales Dev AI Program Manager to own outcomes and inspection, metric design, measurement and reporting, governance, benchmarking, enablement, content strategy, and change management for an AI-first prospecting program that touches the entire go-to-market organization. In this role, you will design and run the operating mechanisms that make the Scaled AI program work, executive cadences and risk oversight, prioritization with BDR managers and FLMs, sequence governance across AI and legacy Outreach, and the reporting and inspection that tells us what's working and what isn't. You deliver the day-to-day program management with exceptional rigor and never lose sight of how an AI-native prospecting model should be built from first principles. Alongside Sales Dev leadership, you'll partner across AI Ops, Strategy Ops, Sales Programs, Marketing Ops, Enablement, GTM Analytics, and external technology partners to drive adoption, close the loop on user signals, and continuously raise the bar on program performance. The ideal candidate is a self-starter with endless curiosity who can work cross-functionally to tackle complex problems end-to-end. We're looking for someone who is AI-fluent, operationally rigorous, strategic about how high-volume prospecting should operate, and biased toward redesigning workflows from first principles rather than maintaining legacy ones. This is a unique opportunity to define what scaled, AI-native prospecting looks like at one of the fastest-growing companies in tech, and to set the blueprint for the industry. THE IMPACT YOU'LL HAVE * Own the Programs pillar for one of our four BUs, including outcomes & inspection, metric design, measurement & reporting, governance, benchmarking, enablement, content strategy, and change management. * Co-run executive cadences and risk oversight: deliver regular updates to leadership on program health, pipeline pacing, and adoption, and surface risks early. * Drive prioritization and alignment: run regular cadences with Sales Dev and Sales leaders to get feedback, prioritize and operate programs (SPIFs, contests, reporting reviews). * Own reporting and inspection: build the data foundation and executive- and field-facing reporting that explains what works and what doesn't across sequences, tactics, and segments. * Own sequence governance: standardize and audit Outreach sequences (AI and legacy) with central design plus a monthly efficacy review. * Build community and adoption: turn passive users into advocates (AI Prospecting Council, advisory boards, personifying the agents, meeting users where they work) and drive field alignment, readiness, and adoption. * Co-own field experience, and alignment with AI Ops, and partner across Sales Ops, Strategy Ops, Marketing Ops, Enablement, GTM Analytics, and IT. * Be a force multiplier: bring fresh thinking to old problems, build AI-powered toolkits that scale, and raise the technical bar for the whole team. WHAT WE LOOK FOR * AI fluency is non-negotiable. You use AI tools as part of your daily workflow as a multiplier.  * Strong preference for a "built something where there wasn't anything" background. Ideal profiles include program or GTM strategy at a hyper-growth company, sales development / prospecting program ownership, chief of staff at a growth-stage startup, and former consultants with operational experience. We want people who thrive where the playbook didn't exist yet, and built it. * Exceptional attention to detail & data-integrity instinct. This role requires consistent, high-quality operational delivery: accurate exec-facing work, on-time delivery, status integrity, zero-defect output. You spot discrepancies, trace them to root causes, and won't ship a number you can't defend. * Program ownership orientation. You want to do the operational parts of the job, not just architect them. * Strategic mind for high-volume prospecting. You bring a perspective on how scaled coverage, AI pilots, partner-led motions, and programmatic engagement should operate and you want to redefine the prospecting operating model, not maintain it. * Comfort with ambiguity. This role doesn't come with a complete playbook. The right candidate is energized by that, not destabilized. * Strong technical depth including SQL, comfort with newer data tools (Databricks SQL, Genie, custom agents) and willingness to learn fast. * "Get it done" attitude with the ability to architect program strategy AND operationalize it with high attention to detail. * Excels in a collaborative environment with a high degree of honesty, integrity, and sound judgment. You document and teach what you build. * Excellent spoken and written communication. Comfortable presenting to leaders regularly. You produce leader-ready decks, exec summary docs, and quantitative business cases. WHAT THIS ROLE ISN'T * Not a pure strategy role. If you want to think but not execute, this isn't the right role. The operational parts of the job, cadences, reporting, governance, aren't optional. * Not a maintain-the-current-model role. We need someone who will challenge how prospecting operates in the age of AI and rebuild it from first principles. * Not a role for someone uncomfortable with volume, ambiguity, or pace. The program touches the entire sales-development org, and the operating tempo reflects that. About Databricks Databricks is the data and AI company. More than 10,000 organizations worldwide — including Comcast, Condé Nast, Grammarly, and over 50% of the Fortune 500 — rely on the Databricks Data Intelligence Platform to unify and democratize data, analytics and AI. Databricks is headquartered in San Francisco, with offices around the globe and was founded by the original creators of Lakehouse, Apache Spark™, Delta Lake and MLflow. To learn more, follow Databricks on Twitter, LinkedIn and Facebook. Benefits At Databricks, we strive to provide comprehensive benefits and perks that meet the needs of all of our employees. For specific details on the benefits offered in your region click here. Our Commitment to Diversity and Inclusion At Databricks, we are committed to fostering a diverse and inclusive culture where everyone can excel. We take great care to ensure that our hiring practices are inclusive and meet equal employment opportunity standards. Individuals looking for employment at Databricks are considered without regard to age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other protected characteristics. Compliance If access to export-controlled technology or source code is required for performance of job duties, it is within Employer's discretion whether to apply for a U.S. government license for such positions, and Employer may decline to proceed with an applicant on this basis alone.