ABOUT VOCAID Vocaid is an AI voice interview platform. Candidates hold a real spoken interview with an AI interviewer that responds in the moment, scores the conversation, and returns structured feedback — in any of 10 languages. The same engine powers our B2B hiring product. We are early-stage and remote-first, and we run the company on our own product: the role you are reading about was posted, and will be screened, through Vocaid itself. THE ROLE This is our first operations hire, and we would rather be plain about what that means than dress it up. It is a hands-on building role, not a seat above an existing ops function — there is no team under it yet, and the processes you will own mostly do not exist to be inherited. If what appeals is designing the operating system of a company while it is still small enough to change, this is that job. If you are looking for a COO seat over an established organisation, this is honestly not it yet. At our size the functions that later split into finance ops, people ops, vendor management and internal tooling are one bundle, and that bundle would be yours. What is actually on the table: • Cloud and vendor spend across Azure, Vercel, Stripe, model providers and analytics — where the bill is genuinely variable and nobody currently owns the trend line. • The operational side of compliance: GDPR, LGPD, the EU AI Act and NYC Local Law 144 all bear on a product that scores people for jobs. You would not be counsel, but you would own the evidence, the calendar and the follow-through. • Deployment, incident and on-call process for a small engineering team that currently runs on convention rather than written procedure. • Budgeting and financial reporting across two legal entities in different jurisdictions. • Internal tooling and automation — much of it built with AI agents, which we use heavily and which need supervision and guardrails. • Coordination between engineering, product and growth so the small team stops re-deciding the same things. You would work directly with the founder, and you would be the person who decides how the company runs day to day. WHAT WE OFFER This role carries a 2–5% equity grant alongside salary. Where you land in that range depends on experience and how much scope you take on. We are stating it up front rather than leaving it to a late conversation, because at this stage ownership is most of the offer and you should be able to weigh it before you spend time on us. Vesting schedule, cliff, engagement type and jurisdiction are settled in writing before any offer — see the note at the end of this posting. JOB REQUIREMENTS We have deliberately not written a number of years here. A first ops hire who is too senior builds process the company cannot yet carry; one who is too junior cannot make anything actually change. What matters is the disposition, evidenced by things you have done: • You have built an operational process from nothing and seen it survive contact with people who did not ask for it. • You are numerate in practice — you can take a messy spend export or a vendor contract and come back with the decision, not just the analysis. • You have owned budgets and vendor relationships, including the awkward renegotiation. • You have high agency: you find the thing that is quietly broken and fix it without being assigned it. • You can hold ambiguity without freezing, and you write things down. We do not require a degree and we do not filter on where you worked. DESIRED None of these are required. Any one of them is interesting to us. • Early-stage experience — seed or Series A — where you were the first operations person. • Cloud cost work on Azure, AWS or GCP, at the level of actually reducing a bill. • Practical exposure to data protection (GDPR, LGPD) or AI regulation, from the operator's side rather than the lawyer's. • HR-tech, recruiting operations or another regulated-adjacent product. • Comfort building internal tooling yourself, including with AI agents. • Working across more than one country's payroll, tax or entity setup. HOW WE HIRE, AND YOUR DATA We use our own product in this hiring process. If you apply, your CV is parsed and scored automatically to produce a match score, and you may be invited to an AI-conducted interview that is recorded, transcribed and scored. That is an automated employment decision tool, and we tell you so up front rather than in the small print. A human reviews every decision that affects your application. Automated output informs that review; it does not replace it. You may ask for a human-only review, or ask what an automated score was based on, by writing to support@vocaid.ai — asking will not count against you. How the models are used, and what we do and do not claim for them, is set out at /ai-transparency. What we collect, how long we keep it and how to have it deleted is at /privacy-policy. Where local law gives you further rights over automated decisions or your data, those rights apply and we will honour them. Vocaid hires on ability. We do not discriminate on race, colour, ancestry, national origin, religion, sex, gender identity or expression, sexual orientation, age, disability, medical condition, marital or veteran status, or any other characteristic protected by applicable law. Tell us at support@vocaid.ai if you need an adjustment to any stage of this process, and we will arrange it. This posting is not an offer of employment and does not form a contract. Engagement type, jurisdiction and compensation are settled in writing before any offer.