Hilbert's AI

Revenue Operations

• Own the GTM stack end-to-end. Current core: Clay, Granola, HubSpot, Dex, Claude, Gemini. You'll evaluate, implement, and continuously sharpen the ecosystem — adding, replacing, and cutting tools as the motion evolves.
• Build and maintain the agentic infra every GTM at Hilbert runs on to move partners from signal to conversion: research, enrichment, prospecting, meeting prep, debriefs, etc.
• Integrate systems using APIs, webhooks, or whatever gets the job done. You'll vibe-code where needed and aren't afraid of a complex automation.
• Own Stack maintenance and reporting with intel that drive decisions, not static dashboards. Pipeline health, conversion signals, leading indicators, etc.
• Be AI-native by default. If a task is being done manually, your instinct is to ask why — and then build the agent that does it.

GTM Engineer – RevOps Lead

Performance Marketing

• Design and build Hilbert's internal performance marketing solutions
• Set the paid media strategy for customer accounts
• Work directly with customers to diagnose paid media challenges
• Own integration processes for MMPs and attribution tools
• Evaluate and operationalize measurement tools across customer accounts

AI Performance Marketing Lead

Recruitment

• You'll be Hilbert's first dedicated Talent Partner, reporting directly to the founding team.
• You'll own the full hiring funnel end-to-end while standing up the foundational people systems a globally scaling startup needs.
• Own full-cycle recruiting across GTM, engineering, data science, and operations—from sourcing through close—for roles across multiple geographies
• Partner with hiring managers (including founders) to define role requirements, build scorecards, and calibrate on what "great" looks like for each hire
• Build and run a sourcing engine that goes beyond LinkedIn: tap into founder networks, niche communities, referrals, and unconventional channels to find builders and hunters
• Design and manage a fast, rigorous, candidate-first hiring process—structured interviews, practical working sessions, and rapid feedback loops
• Own hiring metrics (time-to-fill, pipeline velocity, source quality, offer acceptance) and use data to continuously improve
• Build employer brand presence in key markets and communities where Hilbert's ideal candidates live

Talent Partner – Recruiter

People Operations

• Stand up core people infrastructure from scratch: employment documentation, benefits administration, payroll coordination, and compliance across multiple jurisdictions
• Own global employment logistics: contractor-to-employee conversions, EOR/PEO relationships, local labor law compliance, and entity setup support as Hilbert enters new markets
• Build and manage relationships with external partners—legal counsel, payroll providers, benefits brokers, immigration advisors—across every geography we operate in
• Create and maintain the single source of truth for people data, policies, and documentation
• Design and run onboarding that gets new hires productive fast—especially critical for regional leaders deploying into new markets on day one
• Own the end-to-end employee lifecycle: onboarding, role transitions, promotions, offboarding, and everything in between
• Be the go-to resource for the team on anything people-related—benefits questions, leave policies, workplace issues, or just navigating a fast-moving company
• Build rituals, rhythms, and communication structures that keep a distributed team connected and informed
• Build lightweight but effective people processes: performance conversations, feedback cadences, career development frameworks, and compensation structures that scale with the team
• Surface insights from people data—engagement signals, attrition patterns, onboarding effectiveness—and turn them into action
• Partner with Talent Partner/Recruiter hiring managers to keep the candidate experience sharp: coordinate scheduling, manage offer logistics, and ensure a seamless handoff from signed offer to day one
• Support the hiring process operationally—maintain the ATS, track pipeline metrics, and help refine interview workflows as hiring volume scales

People Generalist

Data Scientist

• Build and deploy ML models and pipelines
• Contribute to multi-tenant model architectures
• Owning models through to production
• Design and run rigorous A/B tests
• Translate customer context into modeling decisions
• Present results to senior stakeholders
• Hold the line on rigor
• Thrive in ambiguity

ML Engineer – Data Scientist

AI Engineer

• Design, build, and maintain AI-driven features and pipelines for enterprise customers
• Architect and implement agent-based workflows using LangChain or equivalent
• Own systems end-to-end, from experimentation to production
• Build and improve evaluation pipelines for AI system performance
• Make engineering decisions under ambiguity and ship solutions
• Shape technical direction of the AI stack
• Be the technical AI counterpart for enterprise accounts, understanding workflows and translating challenges
• Present AI capabilities and results to senior stakeholders with clarity
• Design customer-specific configurations and integrations
• Feed enterprise learnings back into the product

GTM Engineer – RevOps Lead

AI Performance Marketing Lead

Talent Partner – Recruiter

People Generalist

ML Engineer – Data Scientist

AI Engineer – Enterprise