CASHFLOW POSITIVE AUTOMATION
AI Automation Engineer
Builds client-facing agentic systems to a defined blueprint inside a ten hour build window. This is a dependability role, not an invention role.
Pay varies widely with experience
Entry through senior. Level is assessed from your application and your trial.
01 · What you own
- Client-facing agentic systems shipped inside the ten hour build window.
- The blueprint executed faithfully: this is a dependability role, not an invention role.
- The handover: a system the client runs without you.
- Build documentation that survives your absence.
- Reusable modules that shorten the next build.
02 · Your first 30/60/90 days
Shadow one live founding build, then own a scoped module inside the next one: a working outbound follow-up sequence, wired, tested and handed to the client with documentation you wrote.
03 · What we look for
- You have shipped an automation a non-technical client still uses.
- You work comfortably across LLM APIs, webhooks and CRM tooling.
- You write documentation as you build, not after.
- You can point at something you shipped fast that did not break.
04 · What this is not
- Not research. Everything you build goes live in front of a client.
- Not a ticket queue. You own the build end to end.
- Not a client-embedded seat: that is the Forward Deployed Engineer.
05 · Where this leads
Lead build engineer owning build standards, or lateral into platform engineering.
06 · Leadership Is Earned, Not Assigned
Leadership at Black Swan Ventures Group is not a function of tenure, title, or sales performance. It is evaluated separately, continuously, and much more strictly than the job itself.
Being excellent at your job does not entitle you to lead people. A closer who breaks every record in the company has no more claim to a Head of Sales seat than someone who has never made a cold call, because the two jobs measure different things. One measures output. The other measures judgment, composure under pressure, and the ability to make other people better. An entry-level hire with strong emotional intelligence and zero sales experience has a real path to leadership. A top performer with poor judgment does not, no matter how much revenue they close.
If you're good at your job, you stay good at your job, and you get paid more for it. That is a complete outcome here, not a consolation prize.
Every employee has the right to choose who they report to, and the right to raise a dispute about leadership they believe is toxic or unfit. We do not tolerate toxic leadership in any form. If someone is highly skilled but cannot work productively under the standing leadership structure, they report directly to the founder until a fit is found, not to someone they cannot work with.
Leadership roles are held under more scrutiny than any other position in the company, not less. They can be lost. They are not permanent once granted.
07 · Who We Hire
We hire for skill and judgment, not background, age, gender, or neurotype. We are actively friendly to hiring people who are neurodivergent, including ADHD, autism, and other learning or attention differences, and to candidates who don't present as conventionally social in an interview. None of that is a disqualifier here, and in several of our functions it's a genuine advantage. Diverse teams across age, gender, background, and cognitive style build better companies. We built this hiring process to actually reflect that.
06 · Logistics
This role is timezone-flexible. Work when you work best.