CASHFLOW POSITIVE AUTOMATION
AI Engineer, Platform and Agents
Owns the internal platform, agent architecture and the tooling every build sits on.
Pay from $5,000 a month
01 · What you own
- The internal platform every client build sits on.
- Agent architecture: orchestration, memory, evaluation.
- The tooling that makes a ten hour build possible.
- Reliability: monitoring, fallbacks and the on-call standard.
- The technical roadmap, argued from build-floor evidence.
02 · Your first 30/60/90 days
Pick the ugliest manual step in the current build process and replace it with a platform primitive the build engineers adopt in week two. Ship it with evals.
03 · What we look for
- You have built agent systems that run in production, not demos.
- You hold opinions on evals and can show yours.
- You have owned infrastructure other engineers depend on.
- You delete more code than you write when the system allows it.
04 · What this is not
- Not client-facing. Your users are the build engineers.
- Not a research lab. Ship weeks, not papers.
- Not client-facing: you own our platform, not their environment.
05 · Where this leads
CTO track as the platform becomes the product.
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.
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