Pylon
Technology
HeadofPeople
Neural analysis suggests this role is
optimal for Executive candidates.
“Head of People at Pylon. Skills: People Ops, Performance and Comp, Culture. Build the function and processes. Own the vision for the company”
Industry & Context.
Relocation required
What They're Looking For.
Must Have
Scaling People 50 -> 500 employees, Performance and employee-relations calls, PIP, terminations, layoffs experience
Nice to Have
Non-traditional background outside HR
What You'll Do.
Build the function and processes
Own the vision for the company
Push the company forward
Run immigration counsel
Own performance and comp
Enable people to be their best
Maintain the headcount plan
Close the gap between plan and actuals
How You'll Work.
Team & Collaboration
Partnership with founders; Org design decisions; Leadership decisions
Full Job Description
Notice: This is an on-site role based in San Francisco, California. Relocation is required, and we're happy to discuss timing and support during the process. At Pylon, we're building the future of B2B Post Sales. We’re building the all-in-one B2B post-sales support platform powered by conversational data and layered with intelligence to help our customers run their operations in real-time. We’re backed by a16z, BCV, General Catalyst, Y Combinator. Currently more than 1300+ companies including Linear, Cognition (makers of Devin), Modal Labs, and Incident.io http://Incident.io run their support and customer success workflows with Pylon. You'll also find us on the Enterprise Tech 30 List https://www.enterprisetech30.com/. We're hiring our first dedicated People leader. Someone who can own several sub functions: people ops, HR, perf / comp, recruiting and culture as we scale. Player-coach role - you are capable of being the super IC that builds the function and processes not just a team builder. What You'll Do - There are three levels. 1) Don’t be afraid of the grunt work. 2) Process build process build process build. 3) own the strategic vision and tackle the unknown unknowns. - Understand and own the vision for the company and be an active voice in pushing the company forward. People and HR should not be viewed as an obstruction in the company, but as an enabler for the company. - Own People Ops. Pick and run the HRIS, equity admin, broker, and immigration counsel. Own onboarding (30/60/90), offboarding, payroll, benefits, compliance, etc. Answer how we scale as a company for the next 10x employees. - Own performance and comp. From the nuts and bolts (comp bands, review cycles, PIPing etc) to enabling people to be their best selves (manager coaching, promos). - Nurture the culture. Be the bellwether when culture diverges from our core values. Be the embodiment of Sprint the Marathon, Happy Grinder, Product Fluency, and Win as a Team. - Act as Head of Recruiting. Maint
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