About Us:

Proton.ai is revolutionizing wholesale distribution. Distributors sell nearly every physical good you come across. Key to the economy, they make up over 28% of GDP. But there’s a problem: selling as a distributor is complicated. Distributors carry hundreds of thousands of complicated SKUs, making it impossible for distributors to know what their customers need. Proton cuts through this complexity with AI. We provide a solution that modernizes distributors' sales efforts. And in doing so, we help distributors better serve their customers.

Our company is in hyper growth mode. We’ve grown >6X YoY. Needless to say, it’s an exciting time to join the Proton.ai team.

The role:

We're looking for our first Head of People to help us build one of the best teams in enterprise SaaS. This is a critical role that will report directly to our COO and drive all People-related priorities, including overseeing recruiting and creating a great environment to work in for our existing team. We're looking for a true strategic leader who believes HR can be a legitimate competitive advantage.

Our company is growing incredibly fast--we've more than doubled to 30 team members since the start of the year, and hope to hire another 100 team members by the end of next year. It's a critical time for us to implement smart People policies and initiatives, and we're incredibly excited for this leader to drive that effort!

What you'll do:

  • Build and lead our People Ops team, including HR and recruiting. and a People Ops coordinator
  • Manage a team of multiple recruiters and set overall hiring strategy, to ensure we hire a strong, diverse team
  • Own Proton's broader People policies and initiatives, and act as a resource to managers across the organization
  • Create an onboarding experience that both new employees and their managers love
  • Foster a culture of continuous performance improvement and professional development among all employees (including owning formal reviews, informal feedback processes, promotion processes, and learning and development budget)
  • Drive best-in-class employee satisfaction and retention
  • Set up a compensation and benefits policy that is clear, fair, and compelling to great candidates
  • Ensure compliance with all HR laws and best practices, including across borders
  • Champion Proton's culture and values

You'll be a great fit for this role if you have:

  • Extensive people management skills--knowledge of how to coach people, and put them in a position to do their best work.
  • A broad process and systems orientation--when you see a problem, you think about how to implement a system to prevent that problem in a future.
  • A bias towards ownership and action. We love folks that are excited to take on lots of problems and implement efficient solutions--even if those solutions aren't perfect.
  • The ability to use data and evidence to drive decisions
  • Superb communication skills to help drive clarity and alignment within the company.

Experience that may be helpful:

  • People Ops/ HR leadership or management
  • Recruiting/ Talent Acquisition leadership or management
  • Experience at a fast-growing Series A/ B tech startup
  • Experience managing teams

We know the confidence gap can get in the way of great candidates putting their hats in the ring. So even if you don't think you perfectly check every box above, we'd still love for you to apply!

Benefits:

This is a full-time position, either in our Boston office or remote. Competitive salary, plus equity, health insurance, 401k, and a generous vacation policy.

Questions? Please reach out to andrew@proton.ai -- I'd love to hear from you!

 

Apply for this Job

* Required
  


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at proton.ai are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.