As our Automation & Ops Associate, you turn ambiguity into structure and automate whatever can be automated, so the rest of the team stays focused on building and selling. The scope is broad by design and will shift as the company grows. Your job is to find whatever is leaking engineering time or slowing the company down, and fix it, usually by building a system rather than doing the work by hand.

The first concrete project is the hiring engine, where the pain is acute today, but the role is the leak, not any one function.

Pit is an AI company. This role is our internal showcase for how far AI and automation can take an ops function. You should be energised by shipping agents and workflows, not threatened by them.

About the role

Your work includes most, but not necessarily all (because we are a team), of:

Responsibilities

• systematising any work that shows up more than twice. Recurring ops gets automated, productised, or killed, never repeated by hand
• finding and implementing ways to use AI internally, and extending the workflows that already run the business
• owning the recruiting engine end-to-end, from inbound screening to AI-driven outbound sourcing, interview coordination, debriefs, and references
• owning onboarding end-to-end, from day-zero setup, access, and equipment to the first-week plan
• supporting GTM on CRM, pipeline operations and strategy, meeting prep, inbound routing, and proposal and collateral support
• supporting finance, compliance, plus office and vendor ops
• handling the ad hoc. Board materials, investor updates, market research, whatever breaks next

You do this as part of a small team of senior operators and engineers who hold each other to a high bar.

What success looks like

• Recurring ops work gets systematised, automated, or killed, never repeated by hand
• Internal AI workflows compound month over month, and Pit is visibly the best at using its own kind of technology
• Whatever is leaking engineering time today isn't leaking it in 90 days, starting with hiring, where the goal is zero hiring-related operational load on engineers
• New joiners are productive in week one and onboarding feels consistent

How scope evolves

In the first few months, most of the job is the hiring engine plus adjacent people ops, because that is where engineering time is leaking today. As that stabilises, time shifts to commercial ops, internal automation, and whatever the next bottleneck is.

Qualifications

Required

• 2–4 years of experience in ops, consulting, early-stage operator roles, or similar. What you did matters less than how you think
• Sharp generalist. You pick up the highest-priority problem in front of you, ship it, and move on
• AI-native. You use frontier AI tools daily, try new ones the week they ship, and build workflows without waiting for permission
• Automation and productisation mindset. You do not want to do the same thing twice
• Structured and reliable. When you own something, nothing drops
• Comfortable in ambiguity. No playbook exists for most of what you will do. You write the playbook
• Direct communicator. You flag issues early and push back when the scope is wrong
• Early-stage energy. Ownership mentality, high agency, willing to do the work and not just plan it
• Fluent English

Preferred

• Swedish
• You have built or run something yourself, a project, a company, a team, a community
• You can point to concrete AI workflows you have built and shipped
• Exposure to a high-growth startup environment

Not a fit if

• You want a playbook handed to you
• You want this to be a recruiting role, or any single-function role. The mix of work changes quarter to quarter
• You see AI and automation as a threat to your job rather than the point of it

About Pit

Where intent becomes reliable systems.

Our vision is a world where the friction between an idea and a production-ready system is zero. Our mission is to help companies run their operations on custom software they can trust.

Our principles

1. Start with the customer. Everything we build serves someone. We stay close to real users and workflows to understand their constraints and outcomes, testing against reality rather than our own taste. The customer is not a stakeholder to satisfy. They are the reason we exist.

2. Think like an owner. We take extreme ownership of our work and our mistakes. We flag problems early, make a plan, and focus on the solution. Silence is not neutrality; it is a choice that lets problems compound.

3. Set the standard. Quality compounds, but so does mediocrity. We hold exceptionally high standards in our product, code, design, and hiring. We will take shortcuts, but conscious ones.

4. Build lego blocks, not artworks. Everything we ship should compound. Every decision we document should make the company smarter.

5. Win together. No one carries the weight alone. Act with good intent. Assume your colleagues are trying their best.

6. Empower people with technology. Every solution we ship should make organizations and the people in them more capable, not just more efficient.