Jobhire

Role Description We are expanding our team and looking for a Creative Producer who will become a key growth driver through strong and effective creatives. - Analytics & Research - Monitoring and analyzing competitors’ creatives in the global HR tech and AI product markets - Researching target audiences, candidate/employer needs, pain points, and insights - Analyzing performance metrics (CTR, CPA, CPM, ROAS, etc.) and identifying growth opportunities - Creative Production & Launch - Creating tasks for static creatives and writing scripts for video/UGC and static banners - Building test hypotheses and running experiments across advertising platforms - Managing creative projects from idea to final result: preparing briefs, ensuring quality control, and meeting deadlines - Performance Analysis - Reviewing the effectiveness of creatives and advertising campaigns - Generating insights on how to improve visuals, messaging, and creative mechanics - Offering hypotheses and systematically testing new approaches Qualifications - 2+ years of experience as a Creative/Marketing Producer in an IT product company, digital agency, or performance marketing environment (Facebook ads video, vertical format) - Ability to analyze key performance indicators and propose improvement hypotheses - Strong research skills: audiences, competitors, product - Understanding of advertising platforms (Facebook, TikTok, Google) and performance marketing principles - Competence in static and video production from concept to final approval - Portfolio showcasing successful creatives - Communication (speak English and Russian) - Excellent communication skills and the ability to clearly share ideas with the team Benefits - Remote work format - Opportunity to influence product growth through high-performing creatives - A culture of experimentation — we test boldly, frequently, and fast - A team environment that values initiative and creative thinking - Data-driven decision-making - Competitive annual salary ($30000-40000), paid sick leave and vacation (38 days off) - A chance to build a strong portfolio for a global-level AI product Company Description JobHire.AI is a next-generation AI recruitment platform that builds automated hiring funnels powered by artificial intelligence. - 📈 ~35% MoM; top 1% in growth rate - 💰 Profitable from day one - 👥 40 people - 🚀 Investors: Deel Ventures, Daniel Gutenberg, Dave Waiser, Margulan Seisembayev, and other unicorn founders

Role Description You will take full ownership of the finance function at JobHire.ai: the financial model, plan-vs-actuals, cash flow forecasting, and bringing order to data from all sources (Stripe, banks, payment systems). The first weeks involve working in parallel with the current team and diving into the data sources; after that — full responsibility for the function and direct work with the founder. What You Will Do - Own and develop the company's financial model: plan-vs-actuals, cash flow forecast, scenarios - Collect and reconcile numbers from primary sources (Stripe, bank accounts, Revolut), not from aggregated reports — and catch discrepancies before anyone else notices them - Make the cost structure transparent: no "hidden" line items, every number traceable to its source - Prepare weekly financial reporting for the founder and the board - Coordinate work with accounting and taxes, and build quality control for this area - Document processes so the function is transferable and doesn't depend on a single person Work Format and Workload - Full-time, remote - Onboarding in parallel with the current team: first connection and reconciliation, then full handover of the function - Availability during JobHire working hours to coordinate with the founder and the team Qualifications - Experience in financial planning and management accounting at a startup or digital/SaaS company - Confident work with Stripe and bank statements: assembling the full picture from raw data - Strong Excel/Google Sheets skills, experience building and rebuilding financial models - Attention to detail and a habit of digging down to the primary source — a "$5k doesn't reconcile" is a reason to dig, not to round off - Comfortable working with AI tools (we are an AI-native company) - Self-sufficiency: the ability to bring order to chaos without ready-made instructions - English + Russian - from C1 level Benefits - Remote work format - A culture of experimentation — we test boldly, frequently, and fast - Data-driven decision-making - Competitive salary, paid sick leave and vacation (38 days Off) Company Description We keep our hiring process quick and simple: - Interview with HR - Interview with the founder - Test assignment (review a fragment of the financial model: find discrepancies and propose a structure) - Reference Check (with prior managers)

Role Description The CVM Lead will be responsible for transforming our CRM into a measurable CVM function that drives incremental revenue across email, SMS, and web push specifically for the US market. - Funnel Conversion: - Drive Reg→Purchase conversion through triggered post-quiz, paywall-abandonment, and onboarding sequences across email, SMS, and web push. - Own first-purchase activation across the first 7 days. - Retention & Rebill: - Differentiating renewal sequences by plan tier (1 / 3 / 6 month). - Build pre-cancel intervention flows — pause offer, plan-switch, value reminder — using captured cancel reason. - Move the dial on month-1 rebill rate, the single most leveraged metric in our subscription economics. - Reactivation: - Build the reactivation engine for the cancelled cohort — across email and SMS, personalized by cancel reason and tenure. - Recover revenue from a base that is currently dormant due to deliverability issues. - Add-on Monetization: - Own the CRM-driven path to add-on products (Resume Review, Resume Builder): timing, segmentation, copy, channel. - Channel & Tooling: - Lead the migration off our current ESP onto our chosen omnichannel platform (Maestra is the current candidate; Customer.io is the alternative). - Recover and maintain email domain reputation. - Stand up SMS as a first-class channel — including US compliance (TCPA, A2P 10DLC). - Stand up web push and orchestrate cross-channel flows (email → SMS → push cascades). - Measurement: - Implement incremental measurement with holdouts on every flow. We don't want activity reports — we want incremental revenue, attributable and defensible. Qualifications - 3+ years operating CVM/lifecycle programs on the US market specifically. - 5+ years total in CRM / lifecycle / CVM, with at least one stint owning the function end-to-end. - Hands-on operating experience with an enterprise omnichannel platform — Maestra strongly preferred. - Real, hands-on experience launching SMS as a marketing channel in the US. - Real, hands-on experience launching web push and measuring its lift. - SQL good enough to pull your own segments and validate your own data. - A subscription-business orientation: you think in LTV/payer, payback period, retention curves, and cohorts. - A track record of measurable incremental revenue from CRM, ideally validated through holdout. - Bias toward action. Requirements - Experience migrating off a damaged email domain. - Experience in job search, career, HR-tech, or adjacent consumer subscription verticals. - iMessage Business / RCS experience. - Communication (speak English and Russian). - Clear mandate and ownership from day one. - Direct work with the CMO, CEO, and Growth PM. Benefits - $4000-7000/month - 38 Days Off

Role Description The CVM Lead (US Market) will be responsible for transforming our CRM into a measurable CVM function that drives incremental revenue across email, SMS, and web push. - Funnel Conversion: - Drive Reg→Purchase conversion through triggered post-quiz, paywall-abandonment, and onboarding sequences across email, SMS, and web push. - Own first-purchase activation across the first 7 days. - Retention & Rebill: - Differentiating renewal sequences by plan tier (1 / 3 / 6 month). - Build pre-cancel intervention flows — pause offer, plan-switch, value reminder — using captured cancel reason. - Move the dial on month-1 rebill rate, the single most leveraged metric in our subscription economics. - Reactivation: - Build the reactivation engine for the cancelled cohort — across email and SMS, personalized by cancel reason and tenure. - Recover revenue from a base that is currently dormant due to deliverability issues. - Add-on Monetization: - Own the CRM-driven path to add-on products (Resume Review, Resume Builder): timing, segmentation, copy, channel. - Channel & Tooling: - Lead the migration off our current ESP onto our chosen omnichannel platform (Maestra is the current candidate; Customer.io is the alternative). - Recover and maintain email domain reputation. - Stand up SMS as a first-class channel — including US compliance (TCPA, A2P 10DLC). - Stand up web push and orchestrate cross-channel flows (email → SMS → push cascades). - Measurement: - Implement incremental measurement with holdouts on every flow. We don't want activity reports — we want incremental revenue, attributable and defensible. Expected Outcomes - First 3 Months: - Email deliverability restored to historical baseline. - Reactivation campaign launched with measurable incremental conversion against a holdout. - Differentiated renewal flows live for 1 / 3 / 6 month plans. - Decision (signed off with engineering) on omnichannel platform: migrate to Maestra or alternative. - First 6 Months: - SMS and web push live as ongoing production channels in lifecycle flows. - Measurable lift in Reg→Purchase conversion via paywall-abandonment and post-registration triggered sequences. - Measurable lift in month-1 rebill rate via differentiated and intervention flows. - Add-on attach rate (Resume Review, Resume Builder) materially up via CRM-driven sales sequences. - Per-flow incremental revenue reported weekly via proper holdout methodology. - 12 Months: - CVM channel contributing as a top-3 incremental revenue source for the company. - Cross-channel lifecycle strategy (email + SMS + web push + iMessage/RCS as those channels mature in the US) live and documented. - Process documentation and tooling stable enough to remove key-person risk. Qualifications - 3+ years operating CVM/lifecycle programs on the US market specifically. - 5+ years total in CRM / lifecycle / CVM, with at least one stint owning the function end-to-end. - Hands-on operating experience with an enterprise omnichannel platform — Maestra strongly preferred. - Real, hands-on experience launching SMS as a marketing channel in the US. - Real, hands-on experience launching web push and measuring its lift. - SQL good enough to pull your own segments and validate your own data. - A subscription-business orientation: you think in LTV/payer, payback period, retention curves, and cohorts. - A track record of measurable incremental revenue from CRM, ideally validated through holdout. - Bias toward action. Nice to Have - Experience migrating off a damaged email domain. - Experience in job search, career, HR-tech, or adjacent consumer subscription verticals. - iMessage Business / RCS experience. - Communication (speak English and Russian). Benefits - $4000-7000/month. - 38 Days Off.

Role Description The CVM Lead (US Market) is responsible for transforming the current CRM into a measurable CVM function that drives incremental revenue across email, SMS, and web push specifically for the US market. - Funnel Conversion: - Drive Reg→Purchase conversion through triggered post-quiz, paywall-abandonment, and onboarding sequences across email, SMS, and web push. - Own first-purchase activation across the first 7 days. - Retention & Rebill: - Differentiating renewal sequences by plan tier (1 / 3 / 6 month). - Build pre-cancel intervention flows — pause offer, plan-switch, value reminder — using captured cancel reason. - Move the dial on month-1 rebill rate, the single most leveraged metric in our subscription economics. - Reactivation: - Build the reactivation engine for the cancelled cohort — across email and SMS, personalized by cancel reason and tenure. - Recover revenue from a base that is currently dormant due to deliverability issues. - Add-on Monetization: - Own the CRM-driven path to add-on products (Resume Review, Resume Builder): timing, segmentation, copy, channel. - Channel & Tooling: - Lead the migration off our current ESP onto our chosen omnichannel platform (Maestra is the current candidate; Customer.io is the alternative). - Recover and maintain email domain reputation. - Stand up SMS as a first-class channel — including US compliance (TCPA, A2P 10DLC). - Stand up web push and orchestrate cross-channel flows (email → SMS → push cascades). - Measurement: - Implement incremental measurement with holdouts on every flow. We don't want activity reports — we want incremental revenue, attributable and defensible. Qualifications - 3+ years operating CVM/lifecycle programs on the US market specifically. - 5+ years total in CRM / lifecycle / CVM, with at least one stint owning the function end-to-end. - Hands-on operating experience with an enterprise omnichannel platform — Maestra strongly preferred. - Real, hands-on experience launching SMS as a marketing channel in the US. - Real, hands-on experience launching web push and measuring its lift. - SQL good enough to pull your own segments and validate your own data. - A subscription-business orientation. - A track record of measurable incremental revenue from CRM. - Bias toward action. - Communication skills in English and Russian. Requirements - Experience migrating off a damaged email domain. - Experience in job search, career, HR-tech, or adjacent consumer subscription verticals. - iMessage Business / RCS experience. Benefits - $4000-7000/month. - 38 Days Off.

Role Description JobHire.AI is looking for a Creative Producer who will become a key growth driver through strong and effective creatives. - Analytics & Research: - Monitoring and analyzing competitors’ creatives in the global HR tech and AI product markets - Researching target audiences, candidate/employer needs, pain points, and insights - Analyzing performance metrics (CTR, CPA, CPM, ROAS, etc.) and identifying growth opportunities - Creative Production & Launch: - Creating tasks for static creatives and writing scripts for video/UGC and static banners - Building test hypotheses and running experiments across advertising platforms - Managing creative projects from idea to final result: preparing briefs, ensuring quality control, and meeting deadlines - Performance Analysis: - Reviewing the effectiveness of creatives and advertising campaigns - Generating insights on how to improve visuals, messaging, and creative mechanics - Offering hypotheses and systematically testing new approaches Qualifications - 2+ years of experience as a Creative/Marketing Producer in an IT product company, digital agency, or performance marketing environment (Facebook ads video, vertical format) - Ability to analyze key performance indicators and propose improvement hypotheses - Strong research skills: audiences, competitors, product - Understanding of advertising platforms (Facebook, TikTok, Google) and performance marketing principles - Competence in static and video production from concept to final approval - Portfolio showcasing successful creatives - English and Russian proficiency - Excellent communication skills and the ability to clearly share ideas with the team Benefits - Remote work format - Opportunity to influence product growth through high-performing creatives - A culture of experimentation — we test boldly, frequently, and fast - A team environment that values initiative and creative thinking - Data-driven decision-making - Competitive salary ($30000-40000), paid sick leave and vacation - A chance to build a strong portfolio for a global-level AI product Company Description JobHire.AI is a next-generation AI recruitment platform that builds automated hiring funnels powered by artificial intelligence. We are growing fast, running active experiments, and launching dozens of creatives to find the best-performing ideas and scale the product.

Role Description What you'll own: - Products end-to-end: Pick up a problem from product or a founder, write the spec yourself, decide what's in and out of scope, build it, ship it, and watch the metric. If the metric doesn't move, figure out why and try again. - A direct line to product: No PM in the middle. Talk to product directly, push back when necessary, and decide together what's worth building this week. - A team of agents: Claude (or whatever ships next month) handles code review, test generation, and boilerplate. Set the rules, review the reviews, and keep the bar for agent-produced code in your project above the company average. - Production health in your area: Own the bug count, incidents, test coverage, and the long-term shape of the codebase agents are touching. We measure it. - Speed, measured: Lead time, throughput, agent cycle time. You'll have a personal baseline in week 2 and an improvement target by month 2. We don't count tickets closed. - Saying no: Roughly a third of what lands on your plate shouldn't get built. The right answer is often "let's run a 2-day experiment first" or "this doesn't move a metric we care about". Push back with reasoning, not instinct. Qualifications - English and Russian proficiency. - Strong experience in actual product-driven companies. - Practical experience integrating LLMs/AI tools into production apps. - A proven track record of shipping features focused on moving business KPIs. - Strong knowledge of TypeScript / JavaScript and a deep understanding of Node.js. - Commercial backend development experience with NestJS. - Strong frontend experience with modern frameworks (React / Next.js). - Experience with relational databases (PostgreSQL, MySQL, etc.) and query optimization. - Experience working with MongoDB at scale (100M+ documents / 50GB+ of data). - Experience with RabbitMQ. - Deep understanding of the HTTP/1.1 protocol. - Proven experience refactoring legacy codebases or major architectural components. - Solid experience with version control systems (Git). Requirements - Experience designing complex information system architectures from scratch (nice-to-have). - Experience with Redis (caching, pub/sub) (nice-to-have). - Experience working in Agile/Scrum environments (nice-to-have). Benefits - Full-time engagement, 100% remote. - Working hours aligned with GMT+2 to GMT+5. - Salary range: $4000-6500. - 38 days off and sick leave.

Role Description As JobHire.AI continues to scale, personalized human engagement is becoming a key layer of our customer experience. We’re expanding our Customer Support function to ensure users get maximum value early on, especially during the critical first weeks of their job search. This role focuses on proactive outreach, guidance, and trust-building - helping users fully activate, stay engaged, and confidently progress toward their goals, while driving retention and revenue. - Proactively engage users via chat and calls during onboarding and early usage; - Reach out to users showing low activity or early churn signals and help them get back on track; - Act as a human recovery layer: understand user frustration, diagnose issues, and rebuild trust through real conversation; - Help users understand what can be improved to get better results, using clear and empathetic communication; - Recommend profile, CV, or job search improvements, including relevant paid add-ons (e.g. resume review) when they add real value; - Share user feedback and recurring patterns with Product to improve the overall customer experience. Key success metrics for the candidate: - Activation rate: % of users who fully complete their profile within the first week. Target: 95%+ - Early-stage retention rate: % of at-risk users during the first week who remain active after Customer Success interaction. Target: 20% - Additional product conversion: % of users who purchase resume review or other paid add-ons after interaction. Target: 20% Qualifications - 2+ years of experience in customer success, sales, account management, or support-driven sales with US-based customers; - Fluent/Native English and Russian; - Ability to work 40 hours per week in the USA time zone; - Comfortable working proactively, not waiting for tickets; - Strong persuasion, negotiation, and objection-handling skills; - Data-driven mindset: you care about conversion, retention, and unit economics; - Comfortable working with daily targets, funnels, and KPIs; - High-speed internet connection (VPN-free). Benefits - Remote work - work/life balance. - Competitive package ($12000-18000). - Paid 38 days Off (vacation + local holidays) and sick leave.

Role Description Performance Management Expert (AI & Modern Frameworks) - Role Type: Project (6 to 10 weeks, around 20 to 30 hours per week) - Location: Remote - Start: ASAP JH helps people find jobs and be happier in their careers. Our goal is to double ARR per employee within 12 months without growing headcount linearly. In our People & AI strategy, performance management is one of the five key blocks for the next two quarters. Today we have ABC analysis on every person and we measure TDI (talent density index). It works, but it's manual and runs on a quarterly cycle. We want someone to turn this into continuous performance management: a monthly auto-graded system on three axes (results, skills and AI leverage, teamwork), with a dashboard for every person, a clear track from B to A, and clear boundaries for C players. The goal is not to build a classic HR process. The goal is a system that works in a tiny team mindset: minimum rituals, maximum automation, AI as an operating layer. Key Responsibilities - Design the continuous performance management system, not to ship the code. - Main deliverable: v1 of the continuous performance management system, live across the full team of 38, with a monthly grade refresh and individual dashboards. - Methodology: Finalize the three axes (results / skills and AI leverage / teamwork), their weights, scales, and the thresholds for moving between A, B, and C. - Signal sources: Map out where the system pulls data for each axis. - Monthly cycle: Design the monthly loop, including what runs automatically and what needs a manager's confirmation. - Dashboards: Create dashboards for individuals, managers, and C-level executives. - Tracks for B and C players: Templates for individual plans with measurable criteria and ETAs. - Launch: Run a pilot on two competencies, collect feedback, refine, and roll out to the full team. What we don't want - Classic quarterly performance reviews with long forms and self-assessment essays. - Multi-step approval chains. - Trainings, retention bonuses, formal 8-level career ladders. - Buying and rolling out an off-the-shelf HR tech platform. - Any process that won't survive in a team of 25 a year from now. Qualifications - Built performance systems for teams of 30 to 150 people, ideally in product startups at late Seed or Series A stage. - Understand the difference between performance management in a traditional company and in a tiny team. - Comfortable in data: Excel, SQL, Notion API at a level to build prototypes. - Experience building grading systems, talent review, 9 box or similar is a plus. - Experience turning a manual Excel process into a working automated one is a big plus. - Working English; Russian is nice to have but not required. How we work - Clear expectations: measurable outcome and a deadline. - Minimum rituals: no status meetings. - Direct access to the CEO and HRD throughout the project. - Skills first, low ego, high trust. Process - A short note: 1 or 2 cases closest to our situation. - A call with the HRD (60 minutes) to align on context and expectations. - A test task: looking at how you think, not for a final answer (unpaid). - A final call with the CEO+HRD (45 minutes) to go through the test, project plan, and terms. Terms - Pay: a fixed project fee plus a bonus tied to the definition of done (v1 live and adoption of 80% or higher one month after launch). - Format: work trial. The first 2 weeks are a paid pilot on one competency. - Contract: B2B or equivalent depending on your jurisdiction.

Role Description Performance Management Expert (AI & Modern Frameworks) - Role Type: Project (6 to 10 weeks, around 20 to 30 hours per week) - Location: Remote - Start: ASAP JH helps people find jobs and be happier in their careers. Our goal is to double ARR per employee within 12 months without growing headcount linearly. In our People & AI strategy, performance management is one of the five key blocks for the next two quarters. Today we have ABC analysis on every person and we measure TDI (talent density index). It works, but it's manual and runs on a quarterly cycle. We want someone to turn this into continuous performance management: a monthly auto-graded system on three axes (results, skills and AI leverage, teamwork), with a dashboard for every person, a clear track from B to A, and clear boundaries for C players. The goal is not to build a classic HR process. The goal is a system that works in a tiny team mindset: minimum rituals, maximum automation, AI as an operating layer. Key Responsibilities - Main deliverable: v1 of the continuous performance management system, live across the full team of 38, with a monthly grade refresh and individual dashboards. - Methodology: Finalize the three axes (results / skills and AI leverage / teamwork), their weights, scales, and the thresholds for moving between A, B, and C. Build on our current ABC framework, don't start from scratch. - Signal sources: Map out where the system pulls data for each axis. What gets collected automatically (Notion, Slack, GitHub, analytics, OKR tracking), what comes from managers, what comes from peer reviews. Keep manual input to a minimum. - Monthly cycle: Design the monthly loop: what runs automatically, what needs a manager's confirmation, and how each person sees their grade and track. - Dashboards: For the individual (my grade, my track, what to work on). For the manager (my team, who we're growing, who we're parting with). For C-level (TDI, A-player density by competency, risks). - Tracks for B and C players: Templates for individual plans. B to A with measurable criteria and an ETA. C to A with performance based and time based boundaries. No fuzzy language. - Launch: Run a pilot on two competencies (for example, Engineering and Product), collect feedback, refine, and roll out to the full team. What we don't want - Classic quarterly performance reviews with long forms and self-assessment essays. - Multi-step approval chains. - Trainings, retention bonuses, formal 8 level career ladders. - Buying and rolling out an off the shelf HR tech platform. For a 40 person team that's overkill. - Any process that won't survive in a team of 25 a year from now. Who we're looking for - Human fit matters more than a polished resume. At a minimum: - You've built performance systems for teams of 30 to 150 people, ideally in product startups at late Seed or Series A stage. - You understand the difference between performance management in a traditional company and in a tiny team. If your resume is all Fortune 500, this is probably not the right fit. - You're comfortable in data. Excel, SQL, Notion API at a level where you can build prototypes yourself instead of waiting on an analyst. - Experience building grading systems, talent review, 9 box or similar is a plus. Experience turning a manual Excel process into a working automated one is a big plus. - Working English. Russian is nice to have but not required. How we work - Clear expectations. You get a measurable outcome and a deadline, same as everyone else on the team. - Minimum rituals. No status meetings. - Direct access to the CEO and HRD throughout the project. - Skills first, low ego, high trust. Process - A short note: 1 or 2 cases closest to our situation. What you built, the outcome, what you'd do differently. - A call with the HRD (60 minutes) to align on context and expectations. - A test task. We're looking at how you think, not for a final answer. unpaid. - A final call with the CEO+HRD (45 minutes) to go through the test, project plan, and terms. Terms - Pay: a fixed project fee plus a bonus tied to the definition of done (v1 live and adoption of 80% or higher one month after launch). Exact number gets discussed on the call. The benchmark is a senior People Ops consultant market rate. - Format: work trial. The first 2 weeks are a paid pilot on one competency. If we click, we move to the full scope. - Contract: B2B or equivalent depending on your jurisdiction.