Casper Studios

Role Description The role sits between head of talent, recruiter, people leader, culture builder, and right-hand operator to the leadership team. This person will help us scale without losing the intensity, kindness, intellectual honesty, and high standards that have made the company work so far. Over time, you’ll quickly be leading a team to do the same. - Own recruiting across strategy, product/project management, engineering, and other critical roles - Build a talent engine that can support Casper growing from 35 people to 50, 75, and potentially 100+ - Create a compelling candidate narrative around why someone should join Casper now - Source, engage, evaluate, and close exceptional candidates - Partner closely with leadership to define roles, scorecards, interview processes, and hiring priorities - Build repeatable systems for sourcing, interviewing, references, offers, onboarding, and candidate experience - Help create a high-performance culture without making the company feel transactional or soulless - Develop clearer expectations, feedback loops, and performance management practices - Help employees grow personally and professionally while raising the bar for the company - Protect what is special about Casper while helping us become more mature as an organization - Over time, hire and lead a recruiting / people team Qualifications - Experience leading talent, recruiting, people, or company-building work in a high-growth environment - Strong ability to recruit for strategic, operational, and technical roles - Comfort hiring builders: strategists, PMs, engineers, operators, and hybrid profiles - Strong judgment on talent, motivation, trajectory, and fit - Ability to tell a compelling story to candidates without overselling - Experience creating or improving hiring systems, interview processes, and performance practices - Comfort operating in ambiguity and building from scratch - Strong writing and communication skills - High agency, strong ownership, and ability to move quickly without needing everything handed to you - Low ego, high intellectual honesty, and genuine kindness Requirements - Someone who has only recruited in a large company may struggle with the pace and ambiguity. - Someone who has only worked in VC-backed software startups may not fully understand the services context. - Someone who is purely a recruiter may not want to build performance systems, onboarding, and culture. - Someone who is purely a people leader may not want to be deep in sourcing and closing candidates. - The right person is senior enough to shape the talent strategy for the company, but hungry enough to personally drive searches, close candidates, and build the machine from the ground up. You Might Be A Fit If - You’ve led talent or recruiting through a high-growth phase before - You’ve helped scale a services, consulting, agency, or implementation business - You’ve hired strategists, PMs, engineers, or other high-agency builders - You’ve been the talent or people right hand to a founder or leadership team - You know how to turn a company’s mission, culture, and ambition into a talent magnet - You care about performance management as much as hiring - You want to help make work a transformative personal and professional experience for people - The role is broad, so where you’re coming from beforehand can also be broad. - What matters most: judgment, kindness, high agency, strong communication, talent taste, and comfort building systems while staying close to the work. Nice To Have - Experience in AI, consulting, services, product, engineering, or technical delivery environments - Experience hiring for client-facing strategy or delivery roles - Experience building performance management, leveling, onboarding, or manager training systems - Experience scaling a company from roughly 30 to 100+ people - Experience working with founders or executive teams during hyper-growth - Experience building an employer brand or outbound talent motion from scratch How To Apply If you are excited, instead of a normal AI-generated InMail, look through the business, see what we’re up to, and make it more tailored so it stands out. If you’re actually reading this now, send me an email with why you think you’d be a good fit.

Role Description The role sits between BD, enterprise sales, chief of staff, and right-hand operator to the CEO/COO. Responsibilities include: - Close complex customer deals alongside our team - Build deeper partnerships with large PE funds, model providers, and strategic customers - Cross-sell and expand into adjacent businesses and existing accounts - Turn early sales calls into proposals, scopes, follow-ups, and clear next steps - Map stakeholders across complex organizations and keep momentum across long-cycle deals - Coordinate internally across leadership, delivery, product, engineering, and operations - Help shape partner strategy, account strategy, and expansion strategy - Create leverage around me so the important work moves without me as the bottleneck - Build repeatable systems for how we qualify, scope, propose, close, and expand work - Over time, help hire, manage, and lead a team doing the same Qualifications - Experience in enterprise sales, business development, consulting, partnerships, founder-led sales, strategic accounts, or commercial operations - Comfort selling or scoping complex, consultative services rather than only packaged software - Strong executive presence and ability to hold high-context conversations with customers, investors, operators, and senior leaders - Excellent writing skills across proposals, follow-ups, internal briefs, and customer-facing materials - Strong commercial judgment and ability to turn ambiguous conversations into concrete next steps - High agency, strong ownership, and comfort operating without needing everything handed to you - Ability to move quickly while keeping details organized - Low ego, high intellectual honesty, and genuine kindness Requirements - Someone who has only been an AE may find services sales tough, since it’s more consultative. - A chief of staff may prefer to stay internal. - Big-company BD folks may struggle with the pace and ambiguity. - The right person is senior enough to hold intense conversations with PE funds, model providers, customers, and executives, but hungry enough to be in the weeds with us every day. You Might Be A Fit If - You’ve scaled your own services firm - You’re an ex-consultant turned founder who wants to build in AI services - You’ve been the commercial right hand to a founder and know how to turn good conversations into real revenue and projects that land - You’ve led strategic accounts, partnerships, or enterprise growth in a high-ambiguity environment - You’ve helped build a commercial motion from founder-led sales into something more repeatable - The role is broad, so where you’re coming from beforehand can also be broad. What matters most: intellectual honesty, kindness, high agency, good writing, and comfort operating without needing everything handed to you. Nice To Have - Experience working with PE funds, enterprise customers, AI companies, or model providers - Experience in consulting, services, implementation, or agency-style businesses - Familiarity with AI, automation, data, or technical services - Experience building sales or BD systems from scratch - Experience managing or hiring commercial teams How To Apply If you are excited, instead of a normal AI-generated InMail, look through the business, see what we’re up to, and make it more tailored so it stands out. If you’re actually reading this now - send me an email with why you think you’d be a good fit.

Role Description We want someone who can turn messy signals into clear staffing decisions: who is available, who is overloaded, which projects are slipping because of allocation, what backfills are needed, what role reqs should exist, and what needs to happen next. This is not just recruiting support. It is an operating role for keeping our delivery system coherent as we grow. Over time, you’ll help build the operating rhythm that lets Casper scale without relying on heroic synthesis from whoever happens to be closest to the problem that week. What You’ll Do - Own the weekly and daily operating rhythm for resource planning across active and upcoming projects - Maintain a clear picture of who is available, who is overloaded, and where staffing risk exists - Audit Float against reality across Slack, project leads, pipeline, and upcoming starts - Identify stale, missing, disputed, or incorrect allocations and drive them to resolution - Turn ambiguous staffing issues into clear decision memos with options, tradeoffs, owners, and next steps - Help project, product, and engineering leads turn overload into concrete staffing asks, job reqs, or backfill requests - Partner with recruiting to clarify required skills, seniority, urgency, screening ownership, and expected allocation - Track open staffing decisions until they are resolved - Make sure project starts, ramps, pauses, endings, offboards, and maintenance-mode moves have owners and next steps - Help enforce lightweight project hygiene: briefs, stakeholder maps, health updates, onboarding/offboarding plans, and staffing assumptions - Build a reusable system for how Casper manages allocation, capacity, hiring needs, and project transitions Qualifications - Experience in resource planning, delivery operations, business operations, consulting operations, staffing, recruiting operations, or a similar high-context operating role - Strong written synthesis and ability to turn messy Slack threads, DMs, calls, and project notes into crisp options - Comfort working across exec, product, engineering, recruiting, and project leads - Product and engineering fluency: enough to understand delivery risk, seniority, context overhead, QA load, and project complexity - Recruiting-adjacent judgment: able to help define backfills, role reqs, contractor needs, and screening ownership - Strong follow-through and persistence; you keep decisions moving until they become actions - Process-minded without being bureaucratic - High trust with leads, so people will tell you the truth about capacity, burnout, risk, and unclear priorities - Low ego, high agency, strong judgment, and comfort operating without everything being clean Why This Role Is Hard To Fill Someone who has only done recruiting coordination may not have enough delivery or operating judgment. Someone who has only done project management may not want to own capacity, allocations, and hiring signals across the whole company. Someone from a large company may expect cleaner systems than we currently have. The right person is senior enough to synthesize tradeoffs for exec, product, and engineering leaders, but hands-on enough to chase down stale allocations, write the req, update the system, follow up with the lead, and make sure the decision actually happens. You Might Be A Fit If - You’ve owned staffing, resourcing, or delivery operations in a services, consulting, agency, implementation, or technical delivery business - You’ve sat close to project delivery and understand how allocation problems become client problems - You’re strong at turning weak signals into structured decisions - You’ve helped teams move from reactive staffing to a more durable operating rhythm - You can write clearly enough that busy leaders can make decisions from your memos - You’re comfortable working with tools like Float, Notion, ClickUp, Slack, spreadsheets, or internal systems, but you know the system matters more than the tool - You like being the person who creates clarity when everyone else has partial context What Success Looks Like - In your first 30 days, you’ll build a current map of active projects, owners, allocations, and known staffing risks. You’ll identify the top stale or disputed staffing assumptions, establish a lightweight weekly resource review, create a running decision log, and draft clear role or backfill reqs from messy internal context. - In your first 60 days, Float should be materially closer to reality, project leads should know where to raise capacity risks, upcoming project starts should have staffing plans before they become urgent, and backfill requests should be clearer earlier. - In your first 90 days, Casper should have a reliable staffing operating rhythm. Capacity issues should surface before projects slip or people burn out. Project transitions, offboards, and maintenance-mode moves should feel much less improvised. Nice To Have - Experience in AI, software, product, engineering, consulting, implementation, or technical services - Experience with Float or similar resource planning tools - Experience building staffing systems in a fast-growing services business - Experience working with recruiters or hiring managers to define role reqs - Experience creating project hygiene standards, delivery rituals, or operating cadences - Experience supporting a company scaling from roughly 30 to 100+ people How To Apply If you are excited, instead of a normal AI-generated InMail, look through the business, see what we’re up to, and make it more tailored so it stands out. If you’re actually reading this now, send me an email with why you think you’d be a good fit.

Role Description The Forward Deployed PM is the person who makes that delivery real. Strategy work sets the direction; this role turns it into a product the client can use. You'll own AI product builds from kickoff through iteration, and you'll be the single point of contact our clients trust to keep things on track. Project types span across building process automations, driving enterprise implementations, and working on custom product builds. You translate the strategy into a real product, define what success looks like, run the build, manage the client relationship, set structured direction for your team, and shape what comes next as the engagement progresses. Strong PMs here don't just deliver. They raise the bar on AI output quality, challenge scope when it matters, and feed what they learn back into how Casper works. This is a role for someone who wants to be the PM for multiple AI products at once, with ownership over outcomes. The best background is someone who has owned client work at top consulting firms or finance firms, product roles at AI-native companies or AI consultancies, and forward deployed roles at tech companies. The common thread is working with AI products and a real sense of ownership over quality and client outcomes. Qualifications - 4 to 7 years of experience running client engagements in fast-paced environments: top-tier consulting firms, finance, AI consultancies, AI startups, or forward deployed roles in tech - A track record of shipping thoughtful AI products or features - AI-native mindset: you use AI tools daily and think from first principles about what AI makes possible - Strong written and verbal communication: you lead client meetings independently, write crisp communications, and drive alignment with your team - Comfort with technical concepts and a desire to build on your own. You don't need to write production code, but you use AI tools and understand what technical stakeholders need - An ownership mentality. References describe you as someone who runs things, not someone who needs to be managed - Self-directed and excited by the pace of an early stage firm Requirements - Own one or two active client engagements as the single point of contact, keeping things on track from kickoff through iteration - Turn ambiguous client needs into clear requirements, a prioritized backlog, and a plan the team can build against - Run sprints, manage timelines, and make the scope and resourcing tradeoffs that keep builds shipping - Set the bar for AI output quality, define acceptance thresholds, and set the evaluation plan - Surface blockers and scope creep early, with a recommended path forward - Direct the daily work of designers and engineers on your engagement, aligning priorities and unblocking the team - Partner closely with our AI Strategists on engagement handoffs, ongoing scoping, and shaping the next phase of work as the relationship grows - Deliver polished client materials and communications about project plans, product decisions, and risks and mitigations - Develop replicable processes across projects, experiment with AI-first approaches, and scale insights across the product team Benefits - Fully remote (US-based), with occasional client travel - Base salary: $160,000–$180,000, plus performance bonus and equity - Flexible PTO

Role Description We're hiring an AI Strategist to be the first person in with our clients. You'll partner with executives and their teams to: - Understand how the business actually runs today - Identify where AI can make the biggest difference - Prioritize what matters most - Work with our engineers to design solutions that actually get built This is the work that sets up everything else. Done well, it turns into long-term partnerships where we deliver real outcomes alongside our clients' teams. Done poorly, nothing that comes after matters. You'll own that. The best background for this is someone who's spent 4–7 years at a top strategy firm (McKinsey, Bain, BCG, PwC, Deloitte, or similar) and has since gone deep on AI. We're also open to strong candidates from product, strategy, or operations roles at AI-forward companies. What matters most is that you think about problems through the lens of what AI makes newly possible — and that you're hungry to build, not just execute a playbook. Qualifications - 4–7 years of experience; strong preference for top-tier strategy consulting - Open to product, strategy, or ops backgrounds at AI-forward companies - AI-native mindset — you use AI tools daily and think from first principles about what AI changes - Strong discovery and diagnostic instincts — you know how to ask the right questions and figure out what matters - Comfortable in the executive room and able to hold your own with C-suite stakeholders - Strong synthesis — you can take messy input and produce clear, actionable plans - Comfort working with technical partners — you don't need to write production code, but you can shape a solution alongside engineers and translate in both directions - Self-directed, thrives in ambiguity, and excited by the pace of an early-stage, fast-growing firm Requirements - Fully remote (US-based), with occasional client travel - Base salary: $160,000–$180,000, plus performance bonus and equity - Flexible PTO

Role Description When we sign a new client, the first thing we do is run what we call a Discovery & Strategy engagement. We spend 4 to 6 weeks working closely with the executive team, then deploy voice agents to interview people across the company - every department, every level. That gives us rich, qualitative insight into how the business actually runs, where the friction is, and where AI can make the biggest difference. We frame the value and ROI of each automation, then build a prioritized roadmap so the client knows exactly where to start. This is how every client first experiences Casper. It's our front door. But discovery is just the beginning. These engagements turn into longer-term partnerships where we pair up with engineering teams - ours, the client's, or both - to actually implement the roadmap. Over time, consulting work at Casper will extend well beyond discovery into ongoing operating model design and advisory that runs parallel to product and delivery. We need someone who can see that full picture and build toward it. We're hiring a Head of Strategy Consulting to own this practice. Today, that means being hands-on - leading engagements, working directly with clients, and delivering the work. But we're growing fast, and this role will quickly evolve into defining how the practice operates, recruiting and building a team, and scaling the whole thing. You should be excited about both: doing the work and designing how the work gets done. The best background for this is someone who's done strategy and discovery work at a firm like McKinsey, Bain, BCG, PwC, Deloitte, or similar - but who has since gone deep on AI. We're not looking for someone who will port over a traditional consulting playbook. We need someone who thinks from first principles about how AI changes the way this work is done - from how we conduct discovery, to how we synthesize insights, to how we deliver recommendations. Our AI agents and tools already let us go deeper, faster, and at a scale that traditional consulting can't touch. The right person will push that further. Responsibilities - Lead Discovery & Strategy engagements from kickoff to final roadmap delivery, working directly with client executive teams - Deploy and manage our AI voice agents to conduct interviews across client organizations, and continuously improve how we use AI throughout the engagement lifecycle - Synthesize interview data, workflows, and pain points into a clear, prioritized AI roadmap with framed ROI - Present recommendations to C-suite stakeholders in a way that drives action - Hand off validated roadmaps to engineering teams with enough context that nothing gets lost - Design and solidify the end-to-end consulting process — define what repeatable, scalable engagements look like at Casper - Recruit, build, and staff a consulting team as we grow - Expand the practice beyond discovery into broader advisory and operating model work alongside product and delivery Qualifications - Experience at a top strategy consulting firm (McKinsey, Bain, BCG, PwC, Deloitte, or similar) - AI-native mindset — you're already using AI tools daily, you think about problems through the lens of what AI makes newly possible, and you're not interested in replicating how things have always been done - Strong discovery and diagnostic skills — you know how to walk into a company, ask the right questions, and figure out what matters - Comfortable working with executive teams and presenting to C-suite audiences - Ability to synthesize messy, qualitative information into clear narratives and actionable plans - Builder mindset — you want to design how this practice works, recruit the team, and scale it, not just execute engagements - Excited about the ambiguity that comes with an early-stage, fast-growing company