Build better culture & growth systems for companies that don’t have them. Then make them stick.
We’re a SaaS company in the employee engagement space. Our customers are Heads of People, HRBPs, and founders who want to run better 360 reviews, engagement surveys, and feedback systems—but don’t have the time or expertise to do it properly.
This role sits between product, customer success, and HR consulting.
You won’t “manage HR internally.” You will operate as an embedded advisor across multiple companies, helping them design, run, and improve their people programs using our platform and AI tooling.
The Opportunity
Senior HR Generalist (Customer-Facing, AI-Native)
Build better HR systems for companies that don’t have them. Then make them stick.
We’re a SaaS company in the employee engagement space. Our customers are Heads of People, HRBPs, and founders who want to run better 360 reviews, engagement surveys, and feedback systems but don’t have the time or expertise to do it properly.
This role sits between product, customer success, and HR consulting.
You won’t “manage HR internally.” You will operate as an embedded advisor across multiple companies, helping them design, run, and improve their people programs using our platform and AI tooling.
What you actually do
-
Own customer outcomes, not just relationships
Drive adoption and success of 360 reviews, engagement surveys, and feedback systems across a portfolio of companies -
Design real HR systems (not theory)
Build review cycles, calibration processes, question frameworks, and engagement strategies tailored to each customer -
Interpret messy human data
Turn survey results + open-text feedback into clear insights, patterns, and actions using tools like Claude / Codex -
Act as a strategic sparring partner
Push HR leaders on weak processes, bad survey design, and misinterpretation of data -
Close the loop
Ensure customers don’t just “run surveys” but actually implement changes based on results -
Feed product direction
Identify patterns across customers and influence what we build next
What you must already be good at
-
Running multiple full-cycle 360 review processes
(design → rollout → calibration → feedback delivery → iteration) -
Designing engagement surveys that don’t suck
(question quality, timing, segmentation, avoiding bias) -
Translating qualitative feedback into structured insights
(themes, clusters, prioritization) -
Advising senior stakeholders
(Head of People, founders, execs) -
Operating in ambiguity
(no playbooks, you create them)
AI requirement (non-negotiable)
You already use AI tools in your workflow.
Not “I tried ChatGPT a few times.”
Actual real-world solutions, useful side-projects - something you've put your curiosity into multiple evenings in a row.
Examples of what qualifies:
- Using Claude / Codex to analyze survey text at scale
- Building internal tools, prompts, or scripts for HR workflows
- Automating reporting or feedback synthesis
- Public artifacts (GitHub, blog posts, demos, workflows)
Above are a must for the initial screening.
Stack you’ll work with
- AI: Claude, Codex, OpenClaw (or equivalents)
- HR: survey + performance tooling (ours + others)
- Data: spreadsheets, lightweight analytics, dashboards
- Comms: async-first, written > meetings
Who this is for
- Senior HR generalists who got bored of internal HR
- HR consultants who want leverage via software
- People Ops leads who care more about systems than policy
- Operators who prefer fixing real problems over “program ownership”
Who this is not for
- Pure HRBP profiles (no hands-on systems work)
- Recruiting-heavy backgrounds
- Anyone avoiding AI
Compensation
- Salary: competitive (no preset bands)
- Remote: yes
- Hours: must overlap with Singapore / Bangkok timezones (UTC+7 – UTC+8)
How to apply
Send:
- Short background
- 1–2 concrete examples of 360 review or survey systems you ran
- Links to anything showing your AI usage (repo, write-up, workflow, demo)
- Your favorite prompt you actually use in daily work (paste it as-is, no polish)
