VibeCodeCareers 
This is a fully remote, senior-level role with JobHire, a company that automates job searches using AI. The role focuses on designing a continuous performance management system for a small team, leveraging AI to enhance efficiency.
Skills / Requirements
- ABC Analysis
- AI Leverage
- Dashboard Design
- Data Automation
- Excel
- Grading Systems
- Notion API
- Performance Management
- Prototyping
- SQL
- Talent Density Index
- Talent Review
- Vibe Coding
Why Apply
This role is ideal for someone skilled in AI-driven performance management systems. You'll work with tools like Notion, Slack, and GitHub to automate data collection and streamline performance grading.
What You'll Be Doing
You'll design and implement a continuous performance management system, focusing on results, skills, and teamwork. This involves creating a monthly grading system with dashboards for individuals and managers, minimizing manual processes.
Working in Remote
- Remote work offers flexibility to manage your schedule and work from anywhere.
- Async collaboration tools enable seamless communication across time zones.
- No commute means more time for focused work or personal activities.
Pay and Career Growth
Compensation includes a fixed project fee with a performance-based bonus. The role offers direct access to company leadership and emphasizes clear expectations and low-ego collaboration. It's a short-term project with potential for further engagement.
Benefits and Perks
- Direct CEO access
- Fixed project fee
- Flexible contract
- Performance Bonus
Is This Role Right for You?
Good fit if you...
- You have experience designing performance systems for small teams.
- You're comfortable using data tools like Excel and SQL for prototyping.
- You thrive in environments with minimal rituals and direct access to leadership.
May not be for you if...
- Your experience is primarily with large, traditional companies.
- You prefer structured environments with formal career ladders.
- You are uncomfortable working in a fast-paced, startup setting.
Original Job Description
Performance Management Expert (AI & Modern Frameworks)
Role Type: Project (6 to 10 weeks, around 20 to 30 hours per week)
Location: Remote
Start: ASAP
About Company
JobHire.ai is building a vertical AI agent that automates job search for professionals. We help thousands of users land interviews by finding, tailoring, and applying to jobs on their behalf — at scale and with precision. We’re profitable, growing fast, and now entering a phase of deep product refinement and organic growth through exceptional UX and perceived value.
📈 ~35% MoM; top 1% in growth rate
💰 Profitable from day one
👥 40 people
🚀 Investors: Deel Ventures, Daniel Gutenberg, Dave Waiser, Margulan Seisembayev, and other unicorn founders.Mission
JobHire is a personal AI agent for continuous professional development and happiness at work
Overview
JH helps people find jobs and be happier in their careers. Our goal is to double ARR per employee within 12 months without growing headcount linearly.
In our People & AI strategy, performance management is one of the five key blocks for the next two quarters. Today we have ABC analysis on every person and we measure TDI (talent density index). It works, but it’s manual and runs on a quarterly cycle.
We want someone to turn this into continuous performance management: a monthly auto-graded system on three axes (results, skills and AI leverage, teamwork), with a dashboard for every person, a clear track from B to A, and clear boundaries for C players.
The goal is not to build a classic HR process. The goal is a system that works in a tiny team mindset: minimum rituals, maximum automation, AI as an operating layer.
Key Responsibilities
We’re not expecting you to be a developer or a vibe coder. You’ll have engineering and AI hands on the team to handle the automation. Your job is to design the system and own the outcome, not to ship the code.
Main deliverable: v1 of the continuous performance management system, live across the full team of 38, with a monthly grade refresh and individual dashboards.
Specifically:
Methodology. Finalize the three axes (results / skills and AI leverage / teamwork), their weights, scales, and the thresholds for moving between A, B, and C. Build on our current ABC framework, don’t start from scratch.
Signal sources. Map out where the system pulls data for each axis. What gets collected automatically (Notion, Slack, GitHub, analytics, OKR tracking), what comes from managers, what comes from peer reviews. Keep manual input to a minimum.
Monthly cycle. Design the monthly loop: what runs automatically, what needs a manager’s confirmation, and how each person sees their grade and track.
Dashboards. For the individual (my grade, my track, what to work on). For the manager (my team, who we’re growing, who we’re parting with). For C-level (TDI, A-player density by competency, risks).
Tracks for B and C players. Templates for individual plans. B to A with measurable criteria and an ETA. C to A with performance based and time based boundaries. No fuzzy language.
Launch. Run a pilot on two competencies (for example, Engineering and Product), collect feedback, refine, and roll out to the full team.What we don’t want
Classic quarterly performance reviews with long forms and self assessment essays.
Multi step approval chains.
Trainings, retention bonuses, formal 8 level career ladders.
Buying and rolling out an off the shelf HR tech platform. For a 40 person team that’s overkill.
Any process that won’t survive in a team of 25 a year from now.
Who we’re looking for
Human fit matters more than a polished resume. At a minimum:
You’ve built performance systems for teams of 30 to 150 people, ideally in product startups at late Seed or Series A stage.
You understand the difference between performance management in a traditional company and in a tiny team. If your resume is all Fortune 500, this is probably not the right fit.
You’re comfortable in data. Excel, SQL, Notion API at a level where you can build prototypes yourself instead of waiting on an analyst.
Experience building grading systems, talent review, 9 box or similar is a plus. Experience turning a manual Excel process into a working automated one is a big plus.
Working English. Russian is nice to have but not required.How we work
Clear expectations. You get a measurable outcome and a deadline, same as everyone else on the team.
Minimum rituals. No status meetings.
Direct access to the CEO and HRD throughout the project.
Skills first, low ego, high trust.
Process
A short note: 1 or 2 cases closest to our situation. What you built, the outcome, what you’d do differently.
A call with the HRD (60 minutes) to align on context and expectations.
A test task. We’re looking at how you think, not for a final answer. unpaid.
A final call with the CEO+HRD (45 minutes) to go through the test, project plan, and terms.
Terms
Pay: a fixed project fee plus a bonus tied to the definition of done (v1 live and adoption of 80% or higher one month after launch). Exact number gets discussed on the call. The benchmark is a senior People Ops consultant market rate.
Format: work trial. The first 2 weeks are a paid pilot on one competency. If we click, we move to the full scope.
Contract: B2B or equivalent depending on your jurisdiction.
