CASHFLOW POSITIVE AUTOMATION
Forward Deployed Engineer
The engineer we send when the build has to survive contact with a real company.
Senior band
English required, additional languages supported. You may or may not be client-facing.
01 · What you own
- Embedding with clients during and after a build.
- Discovering the actual workflow, data and constraints, which are never what the scoping call said.
- Adapting agentic systems to the client's stack, integrations and edge cases.
- Making the call on what to bend and what to hold.
- Handing over a system the client's own team can operate.
- Feeding what you learn back into the blueprint so the next build is faster.
02 · Your first 30/60/90 days
You will join a live concierge build, sit with the client, and own the integration that does not work. You will be on calls with their people from week one.
03 · What we look for
- Production engineering experience with APIs, integrations and agentic or LLM systems.
- Comfort being the only technical person in a room of non-technical stakeholders.
- Judgement about scope under pressure, and the confidence to say no to a client politely.
- Written and spoken English strong enough to run a client call unaccompanied.
- Willingness to travel to clients and workshops.
04 · What this is not
- Not a blueprint-delivery seat: that is the AI Automation Engineer, who builds the standard system the standard way.
- Not an account management seat: that is Delivery and Account Manager, who owns the commercial relationship.
- Not a platform seat: that is AI Engineer, Platform and Agents, who owns our internal tooling. This role is technical ownership on the client's side of the wall.
05 · Where this leads
Head of Delivery, or a Founder's Associate domain. Forward Deployed Engineers see more of the business in six months than anyone else in it.
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.