We're a team of founders, AI engineers, and organic growth specialists turning services into software to disrupt a $100B+ market. We’re building the system that turns search into pipeline. Based in Lisbon, working with the best GTM teams globally.
NYC or Lisbon
NYC or Lisbon
Join Reach as our Talent & Operations Lead. Based in Lisbon or NYC, in person.
This is the person who makes it extremely unlikely that Reach's growth is ever constrained by our ability to find exceptional people. You'll build our talent acquisition engine from scratch: finding, engaging, and closing the top 1% for every role we open
This is not a traditional People Ops role. We treat recruiting like a go-to-market motion: build lists of exceptional people, reach out creatively, get them interested, keep the process moving fast, measure everything, and improve it every week. Recruiting is priority number one; you'll also own the operational backbone that keeps the company running day to day. and grows with the company. It's a true generalist, founding role for someone who has seen how great startups are run and wants to build that engine here.
You'll wear many hats now, and grow into leading a team as we scale.
At Reach we're building the operating system to help companies monitor and control their visibility in AI search. We combine our platform, custom AI agents, and the top 1% of hands-on experts in organic growth (SEO & AEO) to help companies show up when buyers are researching and comparing solutions on Google and inside AI search engines like ChatGPT and Perplexity, and turn that visibility into pipeline and revenue.
We've reached $1.2M ARR, basically bootstrapped, growing fast, and targeting $10M ARR by the end of 2027. We've been doing this for companies like ColdIQ ($7M ARR, #1 Clay worldwide sales agency), Indie Campers ($140M+ ARR), Carro, Fidelidade, Fraudio, Noxus and others.
A few recent results:
Grew Indie Campers' revenue attributed to AI search by +1,318.62% YoY (14x) and organic search revenue by +7.85% YoY across 2025, delivered during a full website migration. Read the case study.
Helped ColdIQ influence $506K in signed contract value from organic and AI search in ~4 months, making SEO and AI search their #1 traffic source with organic traffic up 7.3x. Read the case study.
Took Carro from a 0% to 34.58% AI citation rate (4.5x the nearest competitor) and the #3 most-cited domain in their category, now consistently closing 7-figure deals sourced from AI search. Read the case study.
You can see more of the results we drive for our customers here.
We're turning services into software to disrupt the $100B+ SEO/AI Search market, which will get drastically bigger as search behavior shifts to AI and ad budgets follow.
🤝 The team
We're a team of founders, AI engineers, and SEO & AEO specialists passionate about creating a category defining company that moves fast and has fun doing it.
Here's a look at what life on the team is like. This is our latest company retreat:
Our founders have a proven track record of building and scaling fast growing tech companies. Jose Velez (CEO) was the solo founder & CEO of Rely.io, an internal developer portal used by top engineering orgs like ESPN Bet and Feedzai, and launched AI products that reached #1 Product of the Day and #1 AI Product of the month on Product Hunt. He raised $3.6M from top-tier firms like J12 Ventures, Shilling Capital Partners, Techstars NYC, and TheVentureCity, as well as from notable angels.
Jose Pedro Nunes (CTO) has a track record of building and scaling world class engineering orgs at high growth tech companies. He was the former VP of Engineering at Unbabel and Head of Engineering at BeReal and Sky.
Bernardo Ferreira (founding AI search strategist) led the strategy behind more than 250M organic visits and €100M in revenue attributed to SEO at Worten (think Iberian Amazon) in 2024.
📍 Location
This role is based in Lisbon, in person, working side by side with the founding team. If you need to relocate, we'll support it, including visa sponsorship where possible. Expect some travel, including to our New York hub.
This is a Talent & Operations role with a broad scope that spans people and hiring, operations, company events, and finance. We've ordered the priorities by leverage. You will own two things:
Your mission: make it extremely unlikely that Reach's growth is ever constrained by our ability to find exceptional people.
Own the full funnel from prospecting to offer: build outbound sourcing systems for every priority role.
Define target profiles with hiring managers and build lists of exceptional candidates. We don't wait for inbound.
Write and test outreach that gets replies, run systematic follow-ups, and diagnose whether a quiet week is a targeting problem or a messaging problem.
Build referral loops through the team, our investors, and our customers.
Run screens and, over time, first-round interviews. Keep scheduling velocity high; a slow process loses great people.
Sell Reach. The best candidates are happy where they are. Getting them genuinely curious is your craft.
Measure the funnel and improve it weekly. Hiring managers own the bar and the final decision; you own the machine.
The operational backbone that keeps the company running. Pragmatic rather than glamorous, and it grows with the company. Four buckets:
Money in and money out
Customer invoicing and collections: issue invoices on time, chase late payments, and keep receivables current. Payment timing is one of the few things that can distort a month for us.
Invoice reconciliation and the monthly close: match transactions across our banks and Stripe against invoices, categorize what comes through, resolve anything unmatched, and coordinate with our accountants so the books close cleanly.
Vendors and subscriptions: own renewals, negotiate where it's worth it, and cut what we no longer use.
Expense reimbursements and company cards.
Financial reporting inputs: keep our financial model fed with actuals every month so cash, runway, and burn are accurate whenever the founders, our investors, or the board ask. You won't own financial strategy or build the model. You'll own the cadence that keeps it true.
Contracts and legal
Customer contracts, NDAs, and vendor agreements: send, track, and keep them organized.
Basic legal coordination with external counsel, across a US parent and a Portuguese subsidiary.
Support the paperwork side of equity and cap table admin, working with the founders and counsel.
People operations, the parts that actually matter now
Onboarding and offboarding: contracts, payroll setup, equipment, accounts, and a first week that feels great.
Payroll and contractor payment coordination, across countries and payment providers.
Relocation and visa coordination for the people we hire from abroad.
Company rhythm
Office operations, company events, retreats, and offsites that hold our culture together.
Recruiting operations and internal systems, plus anything operational that needs an owner and currently falls on the founders.
A traditional People Operations role. No performance-review systems, no 360s, no HR programs (for now). If you want to run People programs, this isn't the role. If you want to build the engine that finds the people, it is.
It's also not a finance role. You'll run the operational side of our finances and keep the numbers accurate. The founders own financial strategy, the model, and the decisions.
have personally sourced candidates, not just managed agencies or job boards.
have built something from zero: a pipeline, a function, a company.
have sold passive candidates on an opportunity and closed them.
use automation, AI, and GTM-style tooling in your sourcing and outreach.
can point to measurable recruiting outcomes: hires made, response rates, time-to-hire.
are exceptionally organized and process-minded. You bring order to chaos.
are comfortable with numbers and financial admin: invoices, reconciliations, and a spreadsheet that has to tie out to the cent. You don't need to be a finance expert, but you can't be allergic to this.
take real ownership of operational work without thinking it's beneath you.
want unusually broad responsibility, early.
Backgrounds that tend to fit: early-stage recruiters who sourced candidates themselves, executive search or commercial recruiters, GTM or growth operators moving into talent, ex-SDRs/AEs with exceptional organization, hands-on VC talent or platform people, startup generalists who owned recruiting, and founders or early employees of recruiting agencies.
We won't optimize for: HR certifications, years of experience, performance-review systems, managing large People teams, or employer branding without direct sourcing.
*Our job titles may encompass various career levels, and the actual base pay for this position will be determined based on multiple factors including training, transferable skills, work experience, business requirements, and market conditions. Additionally, this role is eligible for equity and comprehensive benefits.
Join Reach as our Talent & Operations Lead. Based in Lisbon or NYC, in person.
This is the person who makes it extremely unlikely that Reach's growth is ever constrained by our ability to find exceptional people. You'll build our talent acquisition engine from scratch: finding, engaging, and closing the top 1% for every role we open
This is not a traditional People Ops role. We treat recruiting like a go-to-market motion: build lists of exceptional people, reach out creatively, get them interested, keep the process moving fast, measure everything, and improve it every week. Recruiting is priority number one; you'll also own the operational backbone that keeps the company running day to day. and grows with the company. It's a true generalist, founding role for someone who has seen how great startups are run and wants to build that engine here.
You'll wear many hats now, and grow into leading a team as we scale.
At Reach we're building the operating system to help companies monitor and control their visibility in AI search. We combine our platform, custom AI agents, and the top 1% of hands-on experts in organic growth (SEO & AEO) to help companies show up when buyers are researching and comparing solutions on Google and inside AI search engines like ChatGPT and Perplexity, and turn that visibility into pipeline and revenue.
We've reached $1.2M ARR, basically bootstrapped, growing fast, and targeting $10M ARR by the end of 2027. We've been doing this for companies like ColdIQ ($7M ARR, #1 Clay worldwide sales agency), Indie Campers ($140M+ ARR), Carro, Fidelidade, Fraudio, Noxus and others.
A few recent results:
Grew Indie Campers' revenue attributed to AI search by +1,318.62% YoY (14x) and organic search revenue by +7.85% YoY across 2025, delivered during a full website migration. Read the case study.
Helped ColdIQ influence $506K in signed contract value from organic and AI search in ~4 months, making SEO and AI search their #1 traffic source with organic traffic up 7.3x. Read the case study.
Took Carro from a 0% to 34.58% AI citation rate (4.5x the nearest competitor) and the #3 most-cited domain in their category, now consistently closing 7-figure deals sourced from AI search. Read the case study.
You can see more of the results we drive for our customers here.
We're turning services into software to disrupt the $100B+ SEO/AI Search market, which will get drastically bigger as search behavior shifts to AI and ad budgets follow.
🤝 The team
We're a team of founders, AI engineers, and SEO & AEO specialists passionate about creating a category defining company that moves fast and has fun doing it.
Here's a look at what life on the team is like. This is our latest company retreat:
Our founders have a proven track record of building and scaling fast growing tech companies. Jose Velez (CEO) was the solo founder & CEO of Rely.io, an internal developer portal used by top engineering orgs like ESPN Bet and Feedzai, and launched AI products that reached #1 Product of the Day and #1 AI Product of the month on Product Hunt. He raised $3.6M from top-tier firms like J12 Ventures, Shilling Capital Partners, Techstars NYC, and TheVentureCity, as well as from notable angels.
Jose Pedro Nunes (CTO) has a track record of building and scaling world class engineering orgs at high growth tech companies. He was the former VP of Engineering at Unbabel and Head of Engineering at BeReal and Sky.
Bernardo Ferreira (founding AI search strategist) led the strategy behind more than 250M organic visits and €100M in revenue attributed to SEO at Worten (think Iberian Amazon) in 2024.
📍 Location
This role is based in Lisbon, in person, working side by side with the founding team. If you need to relocate, we'll support it, including visa sponsorship where possible. Expect some travel, including to our New York hub.
This is a Talent & Operations role with a broad scope that spans people and hiring, operations, company events, and finance. We've ordered the priorities by leverage. You will own two things:
Your mission: make it extremely unlikely that Reach's growth is ever constrained by our ability to find exceptional people.
Own the full funnel from prospecting to offer: build outbound sourcing systems for every priority role.
Define target profiles with hiring managers and build lists of exceptional candidates. We don't wait for inbound.
Write and test outreach that gets replies, run systematic follow-ups, and diagnose whether a quiet week is a targeting problem or a messaging problem.
Build referral loops through the team, our investors, and our customers.
Run screens and, over time, first-round interviews. Keep scheduling velocity high; a slow process loses great people.
Sell Reach. The best candidates are happy where they are. Getting them genuinely curious is your craft.
Measure the funnel and improve it weekly. Hiring managers own the bar and the final decision; you own the machine.
The operational backbone that keeps the company running. Pragmatic rather than glamorous, and it grows with the company. Four buckets:
Money in and money out
Customer invoicing and collections: issue invoices on time, chase late payments, and keep receivables current. Payment timing is one of the few things that can distort a month for us.
Invoice reconciliation and the monthly close: match transactions across our banks and Stripe against invoices, categorize what comes through, resolve anything unmatched, and coordinate with our accountants so the books close cleanly.
Vendors and subscriptions: own renewals, negotiate where it's worth it, and cut what we no longer use.
Expense reimbursements and company cards.
Financial reporting inputs: keep our financial model fed with actuals every month so cash, runway, and burn are accurate whenever the founders, our investors, or the board ask. You won't own financial strategy or build the model. You'll own the cadence that keeps it true.
Contracts and legal
Customer contracts, NDAs, and vendor agreements: send, track, and keep them organized.
Basic legal coordination with external counsel, across a US parent and a Portuguese subsidiary.
Support the paperwork side of equity and cap table admin, working with the founders and counsel.
People operations, the parts that actually matter now
Onboarding and offboarding: contracts, payroll setup, equipment, accounts, and a first week that feels great.
Payroll and contractor payment coordination, across countries and payment providers.
Relocation and visa coordination for the people we hire from abroad.
Company rhythm
Office operations, company events, retreats, and offsites that hold our culture together.
Recruiting operations and internal systems, plus anything operational that needs an owner and currently falls on the founders.
A traditional People Operations role. No performance-review systems, no 360s, no HR programs (for now). If you want to run People programs, this isn't the role. If you want to build the engine that finds the people, it is.
It's also not a finance role. You'll run the operational side of our finances and keep the numbers accurate. The founders own financial strategy, the model, and the decisions.
have personally sourced candidates, not just managed agencies or job boards.
have built something from zero: a pipeline, a function, a company.
have sold passive candidates on an opportunity and closed them.
use automation, AI, and GTM-style tooling in your sourcing and outreach.
can point to measurable recruiting outcomes: hires made, response rates, time-to-hire.
are exceptionally organized and process-minded. You bring order to chaos.
are comfortable with numbers and financial admin: invoices, reconciliations, and a spreadsheet that has to tie out to the cent. You don't need to be a finance expert, but you can't be allergic to this.
take real ownership of operational work without thinking it's beneath you.
want unusually broad responsibility, early.
Backgrounds that tend to fit: early-stage recruiters who sourced candidates themselves, executive search or commercial recruiters, GTM or growth operators moving into talent, ex-SDRs/AEs with exceptional organization, hands-on VC talent or platform people, startup generalists who owned recruiting, and founders or early employees of recruiting agencies.
We won't optimize for: HR certifications, years of experience, performance-review systems, managing large People teams, or employer branding without direct sourcing.
*Our job titles may encompass various career levels, and the actual base pay for this position will be determined based on multiple factors including training, transferable skills, work experience, business requirements, and market conditions. Additionally, this role is eligible for equity and comprehensive benefits.
Ready to turn search into your best performing growth channel?
Schedule a 30-minute call with Reach to walk you through the tactics we used to turn SEO and AI search into a compounding channel for ColdIQ, Indie Campers, Fidelidade, and more, and map out what it would look like for your company.
© 2026 Reach AI Labs Inc.
Ready to turn search into your best performing growth channel?
Schedule a 30-minute call with Reach to walk you through the tactics we used to turn SEO and AI search into a compounding channel for ColdIQ, Indie Campers, Fidelidade, and more, and map out what it would look like for your company.
© 2026 Reach AI Labs Inc.
Ready to turn search into your best performing growth channel?
Schedule a 30-minute call with Reach to walk you through the tactics we used to turn SEO and AI search into a compounding channel for ColdIQ, Indie Campers, Fidelidade, and more, and map out what it would look like for your company.
© 2026 Reach AI Labs Inc.
