Open Roles

How we hire

We strongly prefer work trials — 2 to 4 weeks — to make sure our styles are a good fit.

We want to hire fewer, better people. We want to keep the full-time team as small as possible for as long as possible. This means paying “market” for cash but “above market” for equity.

How we build
How we sell
How we make decisions
How we communicate
How we hire

We strongly prefer work trials — 2 to 4 weeks — to make sure our styles are a good fit.

We want to hire fewer, better people. We want to keep the full-time team as small as possible for as long as possible. This means paying “market” for cash but “above market” for equity.

How we build
How we sell
How we make decisions
How we communicate

What

Autograph helps sales & engineering leaders at growing companies build teams faster & better.

We do this through a control panel to continuously manage headcount, updated real-time based on the HRIS & ATS:

  • VPs & CXOs can track budgets and spend forecasts, view additions & subtractions, make tradeoffs and transfers, understand capacity plans, and reallocate resources

  • Line managers get visibility into hiring pipeline, upcoming events, and can make requests for backfills or job reqs

Who

We're a team of people who deeply understand the mechanics of company-building. We've restructured organizations and compensation for Fortune 500 companies at BCG. We built HR, finance, and legal workflows at AbstractOps, and managed the back office for 200+ companies (including early stage startups like On Deck, Maven, Airplane, Primer).

And now with Autograph, we are now bringing this expertise to solving the problem of scattered HR data and automating rote work at scaling companies.

We're backed by VCs & angels who were early investors of AngelList, Docker, Front, HelloSign, Instacart, DraftKings, Pillpack, Checkr, Human Interest, BetterUp, Mercury, Amplitude, and many more iconic companies.

Why

Life is too short for bad software. If that seems like a silly statement, it helps to remember that post-pandemic, the average knowledge worker probably spends more time in business software than actually interacting with colleagues.

This impact is magnified when the software is used to manage peoples work (and livelihood). People / team / headcount management software is really bad. While it's easy to think of it as a small part of a company (and often an overlooked one), the effects of this trickle down to every aspect of how a company operates. Execs can't make effective planning decisions. Managers can't understand the context for their team properly. And every employee — ever so slightly — feels more like a statistic.

We think this is — in big part — the fault of the systems used to manage people & talent. We think we can do way, way better. And we want to do this by balancing the nuanced individual and holistic whole, by balancing both visibility and control.

Taking this from subpar to great can create a magical experience for every person at a company. It can allow companies to make faster, better decisions; build more aligned teams; and reward and retain their best people, creating a vortex of talent density where people are excited to show up and build every day.

What

Autograph helps sales & engineering leaders at growing companies build teams faster & better.

We do this through a control panel to continuously manage headcount, updated real-time based on the HRIS & ATS:

  • VPs & CXOs can track budgets and spend forecasts, view additions & subtractions, make tradeoffs and transfers, understand capacity plans, and reallocate resources

  • Line managers get visibility into hiring pipeline, upcoming events, and can make requests for backfills or job reqs

Who

We're a team of people who deeply understand the mechanics of company-building. We've restructured organizations and compensation for Fortune 500 companies at BCG. We built HR, finance, and legal workflows at AbstractOps, and managed the back office for 200+ companies (including early stage startups like On Deck, Maven, Airplane, Primer).

And now with Autograph, we are now bringing this expertise to solving the problem of scattered HR data and automating rote work at scaling companies.

We're backed by VCs & angels who were early investors of AngelList, Docker, Front, HelloSign, Instacart, DraftKings, Pillpack, Checkr, Human Interest, BetterUp, Mercury, Amplitude, and many more iconic companies.

Why

Life is too short for bad software. If that seems like a silly statement, it helps to remember that post-pandemic, the average knowledge worker probably spends more time in business software than actually interacting with colleagues.

This impact is magnified when the software is used to manage peoples work (and livelihood). People / team / headcount management software is really bad. While it's easy to think of it as a small part of a company (and often an overlooked one), the effects of this trickle down to every aspect of how a company operates. Execs can't make effective planning decisions. Managers can't understand the context for their team properly. And every employee — ever so slightly — feels more like a statistic.

We think this is — in big part — the fault of the systems used to manage people & talent. We think we can do way, way better. And we want to do this by balancing the nuanced individual and holistic whole, by balancing both visibility and control.

Taking this from subpar to great can create a magical experience for every person at a company. It can allow companies to make faster, better decisions; build more aligned teams; and reward and retain their best people, creating a vortex of talent density where people are excited to show up and build every day.