Build the operating system for consumer goods
We're building FMCG HQ with cohort one founding brands today. We're a small team and we're hiring for the specific gaps that show up as we scale. Honest about what those gaps are.
Remote-first · Real ownership · Operator-led culture · No politics
The honest pitch — what we offer and what we don't.
We're a startup. Specifically, we're a private-beta startup building with cohort one founding brands today. That means: small team, big problems, ambiguous scope, real ownership, fast decisions. It also means: no big-company stability, no fancy office, no eight-figure marketing budget for someone to manage. If you need either of those, this isn't the right time.
If what you want is to build infrastructure that thousands of consumer-brand founders will eventually rely on — and to do it with a team that talks to actual cohort one brands every week instead of staying in product-design isolation — this might be it. We hire operators. Most of the team has launched, shipped, or scaled a CPG brand or a developer-facing platform.
We're hiring slow on purpose. We'd rather under-hire than over-hire and have to walk people back. Every open role below is a real, specific gap — not a strategic roadmap dream. If your background fits one of them, apply. If your background fits the company but not a specific role, apply speculatively via contact.
And who probably won't
You probably thrive if you
- Have shipped something real (CPG brand, B2B platform, infrastructure service)
- Are comfortable with ambiguous scope and define-as-you-go problems
- Prefer small-team velocity to big-team specialization
- Want real equity in a real company, not a fractional grant
- Can write directly without consultant-speak
- Don't need a hierarchy to know what to do next
You probably won't thrive if you
- Need a defined role with a published org chart on day one
- Want big-company process, frameworks, or standardized tools
- Prefer specialization to operator-style versatility
- Need an in-person office culture
- Want explicit OKRs cascaded from a leadership team you don't talk to
- Are looking for a coast-job at a stable-stage startup
Four reasons people are joining cohort one
Remote-first
Hubs in 12 cities for optional co-working. Hire the best person regardless of zip code.
Real ownership
Meaningful equity. Visible impact. No politics, no committees. Every IC decision matters.
Ship velocity
Small teams. Big problems. Deploy daily. Learn faster than larger competitors structurally can.
Operator culture
Most of the team has launched a brand or shipped a platform. We use what we build.
3 positions open
Every role below is a real gap. If your background fits, apply.
“The best people we've hired didn't need a job posting that perfectly matched their resume. They reached out, told us what they wanted to build, and we found a way to make it work. That's the template.”
What we lock in
Meaningful equity at this stage. Specifics during the interview.
Competitive cash for the stage. We'd rather pay correctly than under-pay and lose people.
Top-tier health, dental, vision, mental wellness in every market we hire in.
Annual stipend for learning, conference travel, and team off-sites.
Frequently asked questions
Related reading
Don't see your role?
The best hires don't always come from a perfect job-posting match. If you'd add velocity to cohort one, reach out anyway.