People Generalist
Hilbert is a scalable, data science-first growth engine that gives B2C teams predictive clarity into user behavior, revenue drivers, and the actions that drive sustainable growth. Fully agentic by design, Hilbert shrinks months-long decision cycles to minutes.
From Fortune 500 enterprises to beloved brands like FreshDirect, Blank Street, and Levain Bakery, operators run their growth on Hilbert. We're also co-building alongside leading AI companies. We're scaling fast across every dimension—product, GTM, team—and we need someone exceptional to help us build the people infrastructure to match.
We're growing our team in SF, Istanbul and in new countries and in search of an SF-based People Generalist to own the full lifecycle of people operations for a growing startup.
THE ROLE
You'll be Hilbert's first dedicated People Generalist, reporting directly to the Cofounder. This is a role blends high-velocity recruiting for a globally growing company. You'll own the full spectrum of people operations—from standing up employment infrastructure in new countries to designing the systems that keep a fast-scaling, globally distributed team aligned, supported, and performing at their best. This is not an admin role. You'll be a strategic partner to the founders, shaping how Hilbert builds and runs its team as we grow from a small crew to a global organization.
WHAT YOU'LL DO
People Infrastructure & Global Operations
Stand up core people infrastructure from scratch: employment documentation, benefits administration, payroll coordination, and compliance across multiple jurisdictions
Own global employment logistics: contractor-to-employee conversions, EOR/PEO relationships, local labor law compliance, and entity setup support as Hilbert enters new markets
Build and manage relationships with external partners—legal counsel, payroll providers, benefits brokers, immigration advisors—across every geography we operate in
Create and maintain the single source of truth for people data, policies, and documentation
Onboarding & Employee Experience
Design and run onboarding that gets new hires productive fast—especially critical for regional leaders deploying into new markets on day one
Own the end-to-end employee lifecycle: onboarding, role transitions, promotions, offboarding, and everything in between
Be the go-to resource for the team on anything people-related—benefits questions, leave policies, workplace issues, or just navigating a fast-moving company
Build rituals, rhythms, and communication structures that keep a distributed team connected and informed
Performance & Development
Build lightweight but effective people processes: performance conversations, feedback cadences, career development frameworks, and compensation structures that scale with the team
Surface insights from people data—engagement signals, attrition patterns, onboarding effectiveness—and turn them into action
Recruiting Support
Partner with Talent Partner/Recruiterhiring managers to keep the candidate experience sharp: coordinate scheduling, manage offer logistics, and ensure a seamless handoff from signed offer to day one
Support the hiring process operationally—maintain the ATS, track pipeline metrics, and help refine interview workflows as hiring volume scales
WHO THRIVES IN THIS ROLE
We care less about your title history and more about how you operate. The right person is a true generalist—someone who can move between setting up payroll in a new country and advising founders on org design in the same afternoon, and who treats both with equal rigor.
The Profile
You've been a people generalist or people ops lead at a high-growth startup (ideally Series A–C) and know what it's like to build the plane while flying it
You've built something from scratch—an onboarding program, a people function, an employee handbook for a company that had none—and know the difference between process that enables and process that slows things down
You have hands-on experience with global employment: international labor law basics, EOR platforms (Rippling etc.), multi-country onboarding, and the nuance of building distributed teams
You're a clear, direct communicator who earns trust with founders, managers, and every team member across the org
You're data-informed: you track what matters, spot bottlenecks early, and make decisions based on signal, not instinct alone
You have the resilience and resourcefulness of someone who's operated in environments where the playbook didn't exist yet
You care deeply about the details—because in people ops, the details are the experience
BONUS POINTS
Experience supporting GTM and revenue teams—you understand the pace and the personality
Familiarity with modern people and ops tools (Rippling, Ashby, Notion, etc.)
Exposure to retail, e-commerce, or CPG industries—Hilbert's core markets
Comfort with ambiguity and competing priorities—you don't need everything defined to start moving
LOCATION
San Francisco. You should be comfortable working asynchronously with a distributed team and willing to travel periodically for onboarding, team gatherings, and operational setup in new markets.
COMPENSATION
Competitive base salary plus equity. Compensation details, equity package, and bonus structure shared during the hiring process. We believe the People Generalist is a leverage role and compensate accordingly.
THE HIRING JOURNEY
01 — Short-form application 02 — Intro call with founding team 03 — Practical working session (process design or ops scenario) 04 — Team conversations 05 — Offer
Fast, human, no bureaucracy.