CEO/CRO Human Capital Startup

CEO/CRO (Equity Partner / Co-Founder Level) – Revolutionizing Workforce Pipelines with Paid "Test Drive" RolesStealth Startup | Equity-Only at Launch | Remote (U.S.-based preferred)The OpportunityWe've built the first scalable platform that turns "temp to perm" into a data-rich, multi-stakeholder-funded "Test Drive" model for real jobs.Local companies get low-risk access to pre-vetted talent through short, paid trial periods. Candidates gain paid experience and a genuine shot at permanent roles without endless interviewing. Universities, state/city governments, and recruiting firms co-fund or sponsor placements to boost placement rates, workforce development goals, and ROI tracking.Everyone wins—and crucially, every outcome is tracked with rich data. Unlike virtually every existing jobs program (government, university, workforce development), we finally capture success/failure metrics at scale, enabling continuous improvement, evidence-based policy, and dramatically better economic mobility outcomes.The platform is already in beta with early interest and pilots from universities, municipal governments, and forward-thinking recruiting partners. We're at the inflection point: proven tech, real stakeholder excitement, but ready for aggressive commercialization, revenue scaling, partnerships, and eventual acquisition or IPO trajectory in the massive $200B+ global staffing/recruitment market.The RoleWe are seeking an exceptional CEO to join as a true equity partner and lead our four founders (seasoned technologists from Georgia Tech, Columbia, and Northeastern) from beta to breakout commercialization—and potentially a high-value exit.As CEO, you'll own:Defining and executing go-to-market strategy: turning pilot interest into paying customers and scalable revenue (B2B SaaS + transaction/model fees across employers, governments, schools, and agencies)Building strategic partnerships with universities, workforce agencies, state/local governments, and major recruiting/staffing firmsFundraising when ready (pre-seed/seed from angels, VCs focused on HRtech, future-of-work, edtech, or govtech)Scaling operations, team, and product from MVP to market leaderPositioning the company for acquisition interest from large players in staffing (e.g., Indeed ecosystem, LinkedIn, Adecco/Randstad, or emerging HRtech consolidators)This is a builder's role: high autonomy, direct impact on a category-defining model, and the chance to solve a generational problem in employment matching and workforce data.You BringMust-Have Experience & Track RecordSenior leadership (VP+/C-level) in sales, marketing, or revenue at a major job platform/recruitment company (e.g., Indeed, LinkedIn, Monster, Glassdoor, ZipRecruiter, or equivalent scale player)Proven ability to rapidly commercialize early-stage tech/products—taking betas to revenue-generating customers and meaningful tractionVisionary yet pragmatic leadership: you set bold direction while rolling up sleeves on sales, partnerships, and execution in resource-constrained environmentsIdeal ProfileExited or scaled a high-growth business in HRtech, recruitment, staffing, or workforce developmentDeep network in one or more of: higher education career services, public-sector workforce/economic development, staffing/recruiting agenciesComfortable (and excited) leading without immediate salary—because you see massive equity upside in a platform with strong defensibility, multi-sided network effects, and clear path to liquidityCompensation & TermsSignificant founder-level equity (to be negotiated based on your experience/track record—commensurate with joining as a key executive partner at this pivotal stage)No base salary during initial commercialization phase (typically 6–18 months, depending on milestones and fundraising)Future salary + benefits unlocked post-funding or revenue tractionFull remote flexibility; occasional travel for key partnerships/pilotsWhy This Could Be Your Next (and Best) ChapterIf you've ever been frustrated by broken hiring funnels, opaque workforce programs, or the lack of real data in employment outcomes—and you have the battle scars from scaling revenue at a top job marketplace—this is your shot to build something transformative from the ground up.We're not looking for a hired gun. We're looking for a driven leader ready to become part of the founding story.How to Express InterestReply with:A short note on why this problem/space excites youYour most relevant exit or revenue-scaling achievementA brief view on how you'd approach commercializing this model in the first 12 monthsWe're reviewing expressions of interest on a rolling basis and moving quickly with aligned candidates.