We’re hiring our first Head of People & Performance to own how we attract, develop, and stretch our team as Monumental grows from around 100 people to several hundred over the next few years. You’ll work as an extension of the founders - your job will be to get the most out of everyone and scale the judgment our team currently have in their own heads. It is integral to us that we maintain a startup culture that does not dilute as we enter our next phase of growth.
You’ll own the people side of how Monumental performs: who we hire, how we develop them, how we run our performance and equity cycles, and how we keep the bar high as the company grows. Our day-to-day people operations are already covered, so your job sits one layer above that, working directly with the founders and the leadership team.
This is a hands-on, operator role. Like everyone at Monumental, you’ll pick up the projects with the biggest priority at any given moment - the special projects that often span several teams and don’t yet have an owner. One month that might mean standing up our performance and equity cycles; the next it might mean scoping how a new function should be staffed, reading where a team is overstretched, or untangling a problem that doesn’t belong to anyone yet.
The loudest internal conversations at Monumental are about how to do better work, and you’ll help keep them there. You reach for direct contact and local knowledge over standardized process, and you distrust schemes that try to make people legible by flattening them.
You should be obsessed with talent. You care more about whether a junior engineer is being stretched than whether the handbook is up to date. You can sit down with anyone in the company - software, workshop, ops - and walk away knowing what they’re building and what’s blocking them.