Careers

It's not just a job. This is about community, culture, and collaboration. We don't mind if you live to work or work to live. We care more about who you are, what you stand for, and how you treat others.

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Benefts & Perks

As an early-stage company, we do not currently offer employer-sponsored health insurance or retirement plans. We do, however, offer many other meaningful benefits.

Real Flexibility for Real Life

Fully remote within the United States

Flexible scheduling within U.S. business hours

Cross-trained team coverage so you can truly unplug

Family and well-being come first

Meaningful Ownership from Day One

Direct exposure to nonprofit leadership and mission-driven work

Opportunity to shape systems, processes, and strategy

Real responsibility from day one

Ownership is expected and rewarded

Growth That's Earned

Clear advancement pathways as company scales

Formal training focused on skills development

Direct mentorship from senior leaders, exposure to executive-level conversations

Stretch, feedback, and real skill building

Performance-Based Upside

Competitive compensation by geographic zone

Bonus opportunities for eligible roles

Equity participation for eligible team members

Performance and time-based stock opportunities

High Standards. Human Environment.

Warm, respectful culture built on accountability

Direct communication and clear expectations

Flexibility is enabled by accountability and professionalism

Growth is earned through contribution and results

Employee Equity Participation

We believe in aligning long-term contribution with long-term value creation. Eligible team members may have the opportunity to earn or purchase company stock, subject to board approval and applicable agreements.

Equity participation may be structured through:

Performance-based stock grants
Time-based vesting schedules
The ability to purchase shares at a defined valuation

Specific eligibility, vesting terms, and participation details will be outlined in individual offer agreements and are subject to company growth milestones and applicable law.

We are committed to evolving our total rewards strategy as the company grows. Our goal is to build a workplace that values ownership, contribution, and long-term partnership.

Temp-to-Hire

Nearly all positions are structured as temporary-to-hire engagements.
New team members begin with an initial 30-to-90-day contract period, which allows both the individual and the company to evaluate fit, performance expectations, and working style. During this period, responsibilities, communication rhythms, and client alignment are assessed to ensure mutual success.
At the conclusion of the contract term, high-performing team members may be offered a transition to regular employment status, subject to business needs and demonstrated performance.
This approach supports thoughtful hiring decisions while providing transparency and clarity from the outset.

Professional Development

We view professional growth as a core investment, not a perk. Team members have access to:

Formal training opportunities aligned to role progression and leadership development
On-the-job learning through real client responsibility and cross-functional collaboration
Exposure to executive-level nonprofit leaders, boards, and advisors
Opportunities to build meaningful professional networks across the nonprofit and for-profit sectors
Ongoing mentorship and coaching from senior leaders

As the company grows, we intend to expand structured learning pathways and leadership development programs to support long-term career progression.

Candidate Evaluation

We do not use artificial intelligence to filter resumes. However, we are very particular about how candidates put forward their applications. Our goal is to understand how you think, communicate, and execute.

Candidates should expect to demonstrate both technical proficiency and professional judgment through examples, discussion, and applied exercises during the interview process. Depending on the role, this may include: