About Hellyeah AI
Hellyeah is the agentic operating system for distribution. AI agents plan, execute and optimize growth work, and humans approve it. A small team runs several live products, with coding agents as part of how we ship.
The role
You'll own how Hellyeah finds and wins people. The strongest candidates rarely apply, so you start each important search by naming who could do the job, then you go and get them. Agents do much of the legwork, and you own those agents too. Build them yourself or drive them with our engineers. Either way, this is a technical job.
You'll run searches yourself from day one, report to our CTO and work directly with our founders.
This role is onsite five days a week. Expect long days while a close is live, and searches that take months and still end in a no. Our founders stay deep in hiring, so you'll share the work with them and hear it when they disagree. Hiring managers make the hiring decision. You make sure they decide on good evidence, and you make sure the person says yes.
Why this role: You'll set how this company hires. Agents already help us source, draft outreach, move candidates and score work samples, and you'll decide what they do next. Our process already ends in a paid work trial.
This role isn't recruiting ops, an agency desk or a people-ops job. Someone else owns payroll, benefits and HR policy. If you want to run a funnel and report pass-through rates, look elsewhere. If you'd rather name the 50 people who could do a job and spend months winning one of them, keep reading.
What you'll do
Scope the search
- Set the bar first. Before anyone talks to a candidate, agree a ranked list of skills and experience with the hiring manager. Agree why the role matters and what success looks like. Company logos don't count. That document drives the sourcing, the pitch, the interviews and the close.
- Push back. Tell a hiring manager or founder when a role is vague, mis-leveled or not worth opening.
- Split the work. Decide which searches you run yourself and which go to agencies or contractors, so open roles keep moving.
Map the market
- Name the people. Build the list of people who could do each priority role. Ask people with good taste precise questions, check public work, and use your own network until the same names come back.
- Work our networks. Sit with teammates on a regular schedule, go through who they've worked with, and follow up until the note goes out. Run referrals as a system.
Win them
- Stay with the right person. Find the right warm intro and the next conversation, and keep going for weeks, months or longer.
- Build each process around the person. Choose who they meet, what they work on and where you share a meal. Once they're ready, move within hours.
- Close. Learn what motivates them early and sell to it throughout, so the offer feels like the obvious next step. Handle competing offers, and stay in touch until their first day.
- Look after the people we don't hire. They should still send us their friends.
Own the hiring agents
- Set the rules. Decide what each agent does, how we measure it and what it may never do without a person.
- Debug them. Read logs and code, find out why a run failed, and get it fixed.
- Build it or drive the build. Ship small changes yourself with coding agents. For bigger work, write the spec with an engineer, test the result on a live search and keep it running.
- Point them at the best people. Use agents to map markets, trace who worked with whom and brief you on why each person matters. Measure them on the hires they produce, and ignore send counts. Use agents to earn the conversation, and have the conversation yourself.
Run the system
- Keep evaluation honest. Work with hiring managers on work samples, AI-open assessments and paid work trials. Check agent scores against human calls and real outcomes. Train interviewers, and get a decision within a day of the last interview.
- Make hiring visible. Record where each hire came from. Give…