About the Role

You'll help build and operate the systems that run Beacon, working alongside our Staff Corporate Engineer. It's a hands-on role on a small team. You'll own real pieces of the stack, identity, endpoint, access, and the SaaS layer, while the staff engineer sets the broader architecture and you learn the parts you haven't done before.

This is a good fit if you've spent a few years in corporate engineering or IT, you're comfortable writing code, and you want to build directly instead of managing tickets in a big, layered org.

Key Responsibilities

• Build and operate the core stack. Beacon's IT and Systems function is early, so you'll help build it out: identity, endpoint management, permissioning and access, networking, corporate security, and the SaaS layer that runs the business. You'll own well-scoped pieces end to end.

• Keep the systems healthy. Own the day-to-day operation of the tools you build: access reviews, lifecycle, patching, and the unglamorous work that keeps a stack reliable and secure.

• Use the right tool for the problem. Lean on automation, AI tooling, and modern infrastructure where it makes sense rather than defaulting to manual work.

• Document what you build. Write the runbooks and architecture decision records that outlast any one person on the team. The next person is faster because of the work you did.

What We're Looking For

• 5+ years in corporate engineering, IT, systems, or a related hands-on infrastructure role

• Solid working knowledge of identity, SSO, SCIM, and MFA, with a real appetite to go deeper on modern access architecture

• Hands-on experience with MDM, endpoint security, or device lifecycle (macOS primary, Windows secondary)

• Comfortable in a terminal and willing to script; you don't need to be a software engineer

• You ask good questions, then go figure things out

• Comfort with ambiguity and a bias for action

Bonus Points

• M&A or multi-entity integration experience

• Familiarity with SOC 2, ISO 27001, or SOX ITGC

• AI-native workflow experience used in real work

Our Values at Beacon Software

• : We acknowledge that the path to getting to the right answer involves being wrong along the way. We have strong beliefs which are weakly held. We actively seek new ideas and believe we can learn from anyone at any time.

• : We are truth seeking in our approach to business problems. Business is a repeat game and we believe that human relationships generate alpha. We understand that trust is earned over a lifetime and can be lost in an instant.

• : We play to win. We hold ourselves to high standards and will not be outworked. We take pride in having a deep sense of responsibility to ourselves, each other, our partners, and our customers. We believe to whom much is given much is expected.

• : We seek to build a generational software company. This will take decades. We manage our expectations and those of our partners to take advantage of the 8th wonder of the world - compounding growth.

How We Use AI in Our Hiring Process: To ensure transparency, we want candidates to know that Beacon Software uses Artificial Intelligence and AI-enabled tools to assist with screening, reviewing, organizing and highlighting profiles and applications that match the key requirements for each role.

AI does not make hiring decisions: Every application is reviewed by a member of our team, and all decisions throughout the process are made by humans. We use AI to support efficiency and consistency, not to replace human judgment. We are committed to a fair, thoughtful, and equitable experience for every candidate.

is building the essential technology infrastructure for the everyday economy: the businesses, organizations, and services that make real life work, and that mainstream tech has largely left behind. We acquire, operate, and grow vertical market software companies. They are niche, founder-built businesses serving industries that are often overlooked and too profitable to ignore.

Our model is simple: we seek out founders who have built their business by spending years understanding their market and prioritizing their customers' specific needs. We buy great businesses, invest in their continued growth, and hold them permanently, accelerating that growth with an AI-native platform built specifically for vertical market software. No mandate to cut, flip, or roll up into something unrecognizable.

We are not a financial firm. We are technology entrepreneurs and operators who believe the most important businesses in the world are already running quietly in industries most people never think about. Our job is to find them, support the people who built them, and make them better.

Beacon is backed by a diverse base of investors, with $550M+ raised to date, including General Catalyst, Lightspeed, D1 Capital, CPMG, the family offices of the founders of Stripe, DoorDash, and Ramp, and evergreen funds built for the long game.

About the Role

Beacon Software buys businesses. You get to grow them. This can take almost any shape. Here are real projects our team ran over the last few months:

• Launched ads across Meta and Google.

• Ran a full outbound process (leadgen, copywriting, outreach) on behalf of a sales team.

• Vibecoded an interactive TAM map to figure out which states and provinces to prioritize.

• Designed and launched landing pages.

• Built a system to flag high-dollar accounts at risk of churning.

• Cross-sold into other portfolio companies.

• Gameplanned a conference.

• Prototyped a programmatic SEO strategy.

• (And much more!)

Want some industry jargon? You’ll be a fractional head of growth (a forward-deployed GTM engineer?) who goes deep into portfolio companies and brainstorms, prioritizes, and executes on growth experiments.

We’re looking for an animal who can go into a business, ask the right questions with little context, launch experiments, and drive revenue.

Basically, we’re looking for , but for growth.

Why would you want this role?

• Get a first-person view into the world of private equity, rollups, and AI.

• Access proprietary learnings about vertical SaaS businesses in a variety of industries.

• Work with a team of former YC founders, growth leaders, and execs at Silicon Valley’s fastest-growing companies like Instacart, AngelList, Coinbase, and Retool.

• Have loads of control and autonomy over what you work on.

• Be artsy AND sciencey.

  • Like writing copy and brainstorming video ideas? You get to do that.

  • Like reading investment memos and deeply understanding businesses? You get to do that, too.

• Go deep and broad.

  • We have an $8M ARR company that we think can get to $100M with intelligent performance marketing.

  • We also have a $1M ARR company that has never had a formal growth strategy.

• Spend an ample LLM token budget.

• Earn meaningful equity in a hyperscaler that’s already profitable.

Who are you?

You’re probably one of these:

• A growth hire at a startup who wants to get back to early-stage work and ship things.

• A former founder who took their company from 0 to 1.

• An agency owner or growth consultant sick of doing their own BD, but who enjoys the day-to-day work. (Run an agency? We’re open to acquihiring your team!)

Additionally:

• You write clearly and concisely.

• You’ve cracked a growth channel or loop before.

• You try things yourself to know what “good” looks like before you outsource them.

• You’re skeptical of vanity metrics.

• You vibecode enough to be dangerous, but you’re not a man-with-a-hammer.

• You’re broadly curious about how businesses work.

• You like to ship.

• You don’t like meetings.

How is this role different from the other growth lead role you posted?

You caught us; it’s functionally the same. We’re testing different job descriptions and recruiting pipelines to figure out what attracts the best people.

(As you can probably tell, we don’t really care about titles.)

Have recommendations on what we should test? Include them in your application! Part of your job will be growing our team, too. The one minor difference is that the growth lead role is for a couple specific pods, whereas this role is more pod-agnostic. It’s a slightly different recruiting process.

Key responsibilities

• Meet with group CPOs and portfolio company GMs, marrying product direction with user learnings to brainstorm growth experiments.

• Prioritize, build, and launch experiments that meaningfully drive revenue.

• Identify and optimize growth loops at portfolio companies.

• Track and improve conversion at every major step of the marketing funnel.

• Build systems (e.g., playbooks, Claude skills, mini-products) that less technical folks can use to run GTM experiments themselves.

• Hire other great growth people.

Our Values at Beacon Software

• : We acknowledge that the path to getting to the right answer involves being wrong along the way. We have strong beliefs which are weakly held. We actively seek new ideas and believe we can learn from anyone at any time.

• : We are truth seeking in our approach to business problems. Business is a repeat game and we believe that human relationships generate alpha. We understand that trust is earned over a lifetime and can be lost in an instant.

• : We play to win. We hold ourselves to high standards and will not be outworked. We take pride in having a deep sense of responsibility to ourselves, each other, our partners, and our customers. We believe to whom much is given much is expected.

• : We seek to build a generational software company. This will take decades. We manage our expectations and those of our partners to take advantage of the 8th wonder of the world - compounding growth.

How We Use AI in Our Hiring Process: To ensure transparency, we want candidates to know that Beacon Software uses Artificial Intelligence and AI-enabled tools to assist with screening, reviewing, organizing and highlighting profiles and applications that match the key requirements for each role.

AI does not make hiring decisions: Every application is reviewed by a member of our team, and all decisions throughout the process are made by humans. We use AI to support efficiency and consistency, not to replace human judgment. We are committed to a fair, thoughtful, and equitable experience for every candidate.

About the Role

Beacon's talent function is scaling fast, running in parallel across corporate functions and a growing roster of independently operated portfolio companies. Supporting each one of those searches are the systems and processes behind it: clean Ashby data, funnel and data reporting, and coordination that doesn't drop a candidate between steps. We're looking for a Recruiting Operations Lead to own that infrastructure end-to-end, and to build it right the first time, rather than retrofit in the future.

What You'll Be Doing

• Own Ashby. Configuration, workflows, integrations, and data hygiene are yours end-to-end, not a shared responsibility with whoever has time.

• Build the reporting layer. Funnel metrics, time-to-fill, source effectiveness, and hiring velocity, dashboards recruiters, executives, GMs, and hiring leadership use to make decisions.

• Process design. Turn how Beacon hires today into documented, repeatable workflows that hold up as the team and portfolio grow.

• Coordination backbone. Partner closely with our Recruiting Coordinator to keep scheduling, candidate communications, and interview logistics clean, especially with multiple portco searches running at once.

• AI & automation. Identify and deploy tooling that reduces admin burden across candidate screening and scheduling. This might branch out to other areas including sourcing, and post interview decisions and offer workflows.

• Candidate experience. Standardize the candidate journey across corporate and portco searches with a consistently high bar.

• Cross-functional glue. Work with VP of Talent and Finance on headcount planning and with legal/People partners on offer letters, background checks, and clean handoffs.

• Data hygiene at holdco scale. Every portfolio company's reqs, candidates, and hires need to roll up cleanly into one picture. You build that structure now, not after it's already messy.

What You Bring

• 5+ years in recruiting operations, HR technology, or business systems administration, with real ownership of an ATS (Ashby strongly preferred).

• Comfort building process from scratch, not optimizing an existing one. Beacon's talent function is new; you'll be writing the manual, not editing it.

• A strong analytical mindset. You can build a dashboard, but more importantly, you know which metric actually changes a decision.

• Systems thinking. You can map how a change in one workflow ripples through downstream reporting and integrations before you make it.

• Comfort with ambiguity in a fast-moving, small-team, multi-entity environment. No two portfolio companies operate the same way.

• Excellent cross-functional communication; you'll work directly with the Talent, Department Heads/Managers, Finance, and People partners across a holding company structure.

• Bachelor's degree, or additional years of experience in lieu.

Bonus Points

• Experience in a PE-backed or multi-entity/holdco environment, where recruiting ops had to serve several operationally independent businesses at once.

• Experience standing up recruiting ops and systems from scratch (0-to-1), not just optimizing a mature function.

• Experience partnering with a lean recruiting coordination function to keep logistics tight without a large ops team behind you.

Our Values at Beacon Software

• : We acknowledge that the path to getting to the right answer involves being wrong along the way. We have strong beliefs which are weakly held. We actively seek new ideas and believe we can learn from anyone at any time.

• : We are truth seeking in our approach to business problems. Business is a repeat game and we believe that human relationships generate alpha. We understand that trust is earned over a lifetime and can be lost in an instant.

• : We play to win. We hold ourselves to high standards and will not be outworked. We take pride in having a deep sense of responsibility to ourselves, each other, our partners, and our customers. We believe to whom much is given much is expected.

• : We seek to build a generational software company. This will take decades. We manage our expectations and those of our partners to take advantage of the 8th wonder of the world - compounding growth.

How We Use AI in Our Hiring Process: To ensure transparency, we want candidates to know that Beacon Software uses Artificial Intelligence and AI-enabled tools to assist with screening, reviewing, organizing and highlighting profiles and applications that match the key requirements for each role.

AI does not make hiring decisions: Every application is reviewed by a member of our team, and all decisions throughout the process are made by humans. We use AI to support efficiency and consistency, not to replace human judgment. We are committed to a fair, thoughtful, and equitable experience for every candidate.