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:

1. 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.
2. 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.
3. Monthly cycle. Design the monthly loop: what runs automatically, what needs a manager's confirmation, and how each person sees their grade and track.
4. 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).
5. 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.
6. 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.

Requirements

Who we're looking for

Human fit matters more than a polished