WORKSHOPS AND EVENTS
Workshop Coordinator
Runs the AI Executive and ZoomerStart workshop series city by city: venue, logistics, attendee management, on-site delivery support. Multiple languages strongly preferred; European and US markets first.
$3,000 to $4,500/mo + bonus
01 · What you own
- The AI Executive and ZoomerStart workshop series city by city: venue, logistics, attendee management.
- On-site delivery support: the room works because you already fixed it.
- The budget per city, tracked to the dollar.
- The post-event handoff: every warm room becomes booked calls.
02 · Your first 30/60/90 days
Own the run sheet for the next scheduled workshop: venue confirmed, materials shipped, attendee list qualified, and a rehearsal call with the founder before doors open.
03 · What we look for
- You have run in-person events end to end, not assisted.
- Multiple languages strongly preferred; European and US markets come first.
- You track budgets in a spreadsheet, not in your head.
- You stay calm when the venue calls with a problem.
04 · What this is not
- Not a marketing role. You run rooms, not campaigns.
- Not nine to five. Event weeks are event weeks.
05 · Where this leads
Head of Events as the workshop series scales into its own venture line.
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.