Talent and People Operations Manager

Great Question is the all-in-one customer research platform for understanding your customers. Run interviews, surveys, and prototype tests; query support tickets, app store reviews, and sales calls; and use AI to analyze it all in one place.

We’re a well-funded, seed-stage startup backed by Y Combinator and Funders Club, working with some of the most innovative companies in the world like Gusto, Experian, Canva & Brex.

Our company thrives on high trust, high agency and high EQ people. We believe in work being fun (you spend a lot of time there!), and you should enjoy the people you work with. We’re mostly remote but looking to establish regional hubs through 2025 (something we will need your help with!).

At Great Question, we're building the future of customer research — and to scale the right way, we know that building a world-class team experience is just as important as building a world-class product.

We’re looking for an experienced, agile, high-agency Talent and People Operations Manager to join our fast-growing, fully remote team. You’ll be the first dedicated People & Culture hire, playing a crucial role in shaping how we recruit, develop, and support our team as we scale.

This role touches every part of the employee journey — from streamlining recruitment and onboarding, to building performance and compensation processes, to elevating our company culture and employee experience.

Yes, it’s a lot.
And yes, it’s exciting.

This is a rare opportunity to help lay the foundations for a company growing quickly and thoughtfully.

We’ve prioritized the most urgent needs first — and expect your focus to evolve over time as we grow.
Recruitment & Hiring

• Lead full-cycle recruiting efforts across all departments to help us scale from ~40 to 60+ employees by the end of 2025.

• Build scalable hiring processes: sourcing strategies, structured interview panels, candidate experience improvements, and hiring manager enablement.

• Ensure a strong pipeline for mid-level and senior roles without reliance on expensive external recruiters.
  

Onboarding & Employee Integration

• Review and continuously improve onboarding processes to drive faster time-to-productivity and better early employee experiences.

• Ensure new hires feel deeply connected to our culture, values, and ways of working.
  

Performance Management & Compensation

• Develop and launch structured performance review cycles.

• Collaborate with leadership to establish role leveling, career pathways, and compensation benchmarking for both US and international employees.

• Support managers with tools and coaching to deliver effective feedback and growth conversations.
  

Culture & Employee Engagement

• Design lightweight, high-impact employee engagement surveys and feedback loops.

• Identify initiatives that strengthen team connection, recognition, inclusion, and retention.

• Act as a cultural steward, helping preserve and evolve what makes Great Question unique as we scale.
  

People Operations & Systems

• Administer employee lifecycle processes (payroll, benefits, onboarding/offboarding, compliance, HRIS maintenance).

• Ensure ongoing compliance with labor laws, company policies, and internal People data management.

• Assess and implement tools (including AI-driven solutions) to streamline and automate People Ops processes.
  

Company-Wide Programs

• Help prepare All-Hands meetings, annual performance cycles, and team offsite planning.

• Assist with internal communications, particularly around People initiatives, recognition programs, and team updates.

Experience:

• 3-7 years in a Recruitment or People Operations / People & Culture role at a fast-paced company.

• Hands-on experience with recruiting, performance management and compensation review cycles.

• Experience rolling out at least one new initiative from beginning to end; it could be payroll, benefits, or something from employee lifecycle operations.
  

Skills:

• AI Native: You leverage modern tools (including AI) to streamline work, source smarter, improve communications, and scale processes efficiently.

• Inquisitive and insight-driven — you ask the right questions to uncover opportunities for improvement.

• Exceptional communication and collaboration skills.

• Highly autonomous and proactive — you take ownership and get things done.

• Tech-savvy and resourceful; comfortable evaluating and implementing new platforms and systems.

Work Style:

• Proven success working in remote-first environments.

• Comfortable navigating ambiguity and balancing flexibility with structure.

Benefits

• Compensation: Competitive salary, and equity.

• Healthcare: Company-supported medical insurance.

• Always Remote: Work from anywhere within American time zones. 

• Professional Development: Education stipends to support your growth.

• PTO & Team Engagement: Four weeks of PTO, holidays, and regular team events. Our last off-site was in Mexico City! 

Stage 1: Application Screening - 30 mins

• A brief video interview for basic qualifications.

Stage 2: Program presentation - 60 mins

• Walk us through 1-2 recent initiatives that you’re particularly proud of

Stage 3: Cultural alignment - 45 mins

• We’ll evaluate your cultural alignment with Great Question.

Stage 4: Senior Leadership Interview

• Final interview with our CEO Ned to assess long-term fit and alignment with the mission.

Note - Each interview is sequential, so you’ll only move to the next round if you pass the previous one. After each interview, we’ll aim to notify you if you’re progressing within 2 business days of your interview taking place. 

Great Question is committed to providing a workplace free from discrimination or harassment. We expect every member of the Great Question community to do their part to cultivate and maintain an environment where everyone has the opportunity to feel included, and is afforded the respect and dignity they deserve.

Decisions related to hiring, compensating, training, evaluating performance, or terminating are made fairly, and we provide equal employment opportunities to all qualified candidates and employees. We examine our unconscious biases and take responsibility for always striving to create an inclusive environment that makes every employee and candidate feel welcome.