Some people run processes. The best people look at a process and see everything wrong with it - the step nobody needs, the handoff that drops things, the task a script should be doing. That's who we're hiring. You walk into a company where operations are held together by effort, and you rebuild them so they're held together by systems.
We're ~40 people heading toward 100, and operational work compounds faster than headcount. Hiring people to do it by hand is how companies get slow. Your job is to build the layer that scales instead: workflows that run themselves, automations that don't need you, processes a new joiner can run on day one without asking anyone.
What You'll Run
Automations - if a task happens three times, you script it, connect it, or hand it to Viktor. Zapier-level is fine; writing your own tools is better.
People systems - the infrastructure behind hiring and onboarding, built to run without babysitting.
Enterprise deals with vendors - negotiations, contracts, renewals. You compare, push back on the first quote, and close terms that hold up at scale.
Enterprise readiness - compliance, security questionnaires, and the processes that let us sell to companies bigger than us. SOC 2 isn't a certificate; it's an operating system.
New offices and new markets - spaces set up, entities registered, countries opened. Each one documented so the next is faster.
The mix changes weekly. What doesn't change: you take a brief, come back with a recommendation, execute, and leave a system behind.
The Bar
Closure, not hours. We look at how many threads you drive, how fast they close - and how many never come back because you automated them away. By 90 days, work routes to you rather than around you, and the founders spend materially more time on product.
Who You Are
You can't look at a broken process without itching to fix it - and you fix it at the root, not the symptom.
Technical enough to automate - you write scripts, wire up APIs, or vibecode internal tools. You don't file a ticket to get software built; you build it.
You run on systems, not memory.
Bias to action - you'd rather start and adjust than wait for a perfect brief.
Five threads in a morning, none dropped.
Low-ego about unglamorous work - some things can't be automated yet; you do them anyway.
Strong written and spoken English. Warsaw-based, on-site.
No minimum years of experience - evidence you get things done beats a CV.
Nice to have: you've run ops in a high-growth environment, built a process someone inherited without rebuilding, shipped an internal tool people actually use, or helped a company expand into a new country.
How we work
Small team, high trust, low process. Decisions are made by owners, not committees. You will ship your first week. You will talk to users your first day.
We don't do alignment meetings or stakeholder syncs. We build things, see if they work, and iterate.
Why Viktor
We're one of the fastest-growing companies in the world. The product works. The market is pulling.
This is a rare window: everyone here owns something real. Not a task. A surface of the company that customers depend on.
That doesn't last forever. Right now, it's still true.
Compensation
Top-of-the-market salary and the kind of ownership that only exists at this stage.
The best work happens when you're in the room. Munich, New York, Dublin, and Warsaw. Remote for some roles.
