TextQL builds autonomous AI data analyst agents for the enterprise. We deploy AI agents that handle messy, complex data workloads at scale — replacing weeks of analyst work with minutes of agent execution. We work with some of the largest organizations in healthcare and financial services. We're a small team with big ambitions. Everyone here has real ownership and real impact. No politics, no busywork — just hard problems and the people who want to solve them.

The Role

You'll be our first dedicated People Ops hire. You'll report to the COO/CFO and own everything people-related — hiring, onboarding, culture, operations, workplace experience, and the systems that scale us from 30 to 100+ people.

Today, we're a lean team punching above our weight. We hire fast, ship faster, and operate with minimal process. That works at 30 people. It breaks at 50. You're the person who builds the infrastructure that lets us scale without losing what makes TextQL special. This is not a traditional HR role. We need someone who can own the full people lifecycle — from sourcing candidates to managing the office environment — while keeping the culture intact and the team operating at peak performance. You'll be the person who makes sure everything runs smoothly, from new hire laptops to team events to payroll. If you need a 10-person team and rigid job boundaries to get things done — this isn't for you. If you're the type who sees a problem and fixes it, whether it's a broken onboarding process or an empty coffee station — keep reading.

What You'll Do

• Recruiting & Hiring: Own the full recruiting lifecycle for all roles. Partner with hiring managers to define roles, source candidates, manage interview processes, and close offers. Build relationships with recruiters and agencies. Track time-to-hire, candidate experience, and hiring funnel metrics. Make sure we're hiring the best people, fast.
• Onboarding & Offboarding: Design and execute world-class onboarding programs that get new hires productive in days, not weeks. Coordinate equipment, access, and first-day logistics. Build offboarding processes that preserve relationships and protect the company. Own the first-day and last-day experience for every employee.
• Culture & Engagement: Preserve and scale TextQL's culture as we grow. Run team events, all-hands meetings, and culture-building initiatives. Measure employee engagement and act on feedback. Make sure people love working here — and stay.
• Workplace Operations: Own the day-to-day office experience. Manage vendor relationships for office supplies, snacks, equipment, and services. Coordinate office maintenance and improvements. Handle space planning as the team grows. Make sure the office is a place people want to work. Order lunch, stock the kitchen, fix what's broken — whatever it takes.
• Performance Management: Build lightweight performance review processes that actually improve performance. Help managers give better feedback. Design career progression frameworks. Own compensation planning and equity refresh cycles.
• People Operations: Manage payroll, benefits administration, and compliance. Own HRIS systems and employee data. Handle visa sponsorships and immigration processes. Coordinate IT onboarding and equipment provisioning. Make sure all the operational stuff works smoothly so employees can focus on their jobs.
• Employee Relations: Be the go-to person for employee questions, concerns, and conflicts. Handle sensitive situations with discretion and fairness. Build trust across the team. Make sure people feel heard and supported.
• Team Events & Logistics: Plan and execute team offsites, happy hours, celebrations, and team-building activities. Coordinate travel for team events and conferences. Handle logistics so everyone else can focus on the work.
• Policies & Compliance: Develop and maintain employee policies that are clear, fair, and legally compliant. Manage compliance requirements across employment law, benefits, and workplace safety. Keep us out of legal trouble.
• People Analytics: Build dashboards that track hiring metrics, retention rates, employee satisfaction, and compensation data. Use data to identify problems early and make better people decisions. Report on people metrics to leadership.

What Success Looks Like

• Within 90 days, you'll have mapped our current people operations, identified the biggest gaps, and implemented the most critical systems — hiring pipeline management, onboarding workflows, employee data infrastructure, and workplace operations
• Within 6 months, you'll have built repeatable processes for hiring, onboarding, performance management, compensation planning, and day-to-day office operations — and we'll have measurable improvements in time-to-hire, employee satisfaction, and retention
• Within a year, you'll have scaled our people operations to support 50-75 employees, with clear systems for everything from recruiting to workplace experience, and a culture that still feels like a 30-person startup

About You

• 3–5 years in people operations, HR, or talent management at a high-growth startup or tech company
• You've been early on a people team before — the first hire, or on a team of three or fewer where you did everything yourself
• Experience managing full-cycle recruiting for technical and non-technical roles
• Comfortable with people ops systems — HRIS platforms, ATS tools, payroll systems, and benefits administration
• You're a generalist who doesn't mind rolling up your sleeves. You'll handle strategic people initiatives one minute and restock the snack closet the next — and you're fine with that
• Strong project management skills. You can juggle 10 priorities at once without dropping the ball
• You understand employment law basics and can navigate compliance requirements without needing a lawyer for every decision
• Excellent interpersonal skills. You build trust quickly and handle sensitive situations with discretion
• You ship fast and iterate. Perfection is the enemy of progress
• You are comfortable using AI to scale your impact across the business.

What This Role Is Not

A traditional HR job. You're not here to enforce policies — you're here to build systems that help people do their best work. A recruiting coordinator role. You own the full recruiting process, not just scheduling interviews. A facilities manager role. You own workplace experience, but you're not just ordering supplies — you're building the people infrastructure. A comfortable seat on a big team. You'll be building the function, not joining one.

Nice To Haves

• Experience scaling a startup from 30 to 100+ employees
• Familiarity with immigration and visa sponsorship processes
• Background in recruiting for engineering, data, or AI roles
• Experience with equity compensation and cap table management
• Knowledge of NYC employment law and benefits landscape
• Experience managing office operations or workplace experience programs

Our Commitment To You

• Tradeoff: We choose speed over polish. You'll ship people programs that aren't perfect because we'd rather learn from real feedback than wait for a perfect plan. If that sounds stressful, this isn't the right fit. If that sounds exciting, we should talk.
• Why This Matters: TextQL is at an inflection point. We have product-market fit, a partner ecosystem most Series B companies would envy, and a GTM motion producing real revenue. What we don't have is the people infrastructure to scale from 30 to 100+ employees without breaking. You'd be the person who builds it. Not buried in a 50-person HR org optimizing one metric — building the people operations function from zero. When TextQL is 5x the size it is today, you'll be the one who built the foundation.

Compensation & Logistics

• Total Compensation: $180K-230K ($120K-150K base + $60K-80K equity)
• Location: New York City, in-office
• Benefits: Health, dental, and vision insurance; 401(k); standard startup package

If this description resonates, we strongly encourage you to apply.

The Application

We have a very simple, signal-driven process. Please send Dylan an email with the following:

• Your most impressive people ops initiative and a one-sentence summary about yourself
• Your LinkedIn
• Your resume