OFFICE OF THE FOUNDER
Founder's Associate, Onboarding
Owns client onboarding.
$3,500 to $6,500/mo
Willingness to relocate to the United States must be there.
01 · What you own
- Client onboarding: the page a new client gets on day one, and what happens after.
- The handoff from build to delivery: every client moved across clean, nothing dropped.
- Onboarding health: time-to-first-value, first-week check-in, first-month review.
- The team under the domain as the client base scales.
02 · Your first 30/60/90 days
Run onboarding for two new clients alongside the founder: the kickoff, the setup, the first check-in, the first-month review. By the end of week two you own one onboarding end to end unassisted.
03 · What we look for
- You have onboarded clients to a product or service, not just sold to them.
- You write a kickoff doc a client can follow without calling you.
- You hold a handoff clean under pressure to move fast.
- You want to run a department, not just hold a seat on it.
04 · What this is not
- Not account management. Onboarding is the first month, then you hand off.
- Not a support seat. You run the intake, you do not answer tickets.
05 · Where this leads
Owner of the Onboarding domain, building and leading the team under it.
You will not stay an associate.
A Founder's Associate is not an assistant seat. You are given a domain, trained directly by the founder, and expected to own it. As the company grows, the domain becomes a department and you lead it. We are hiring several, each against a different domain.
Not an open position. Where the seat leads.
Not an open position. Where the seat leads.
Not an open position. Where the seat leads.
Not an open position. Where the seat leads.
Not an open position. Where the seat leads.
Not an open position. Where the seat leads.
We are aiming for 28 people by mid-2027. The people who join now are the ones who will be running those teams.
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
You are in UTC. This role runs 13:00-21:00 CET. You overlap by 8 hours: 11:00 to 19:00 your time.
Strong overlap