Job Opportunities API

Few people get to build a bank from scratch. Even fewer get to build one at a moment when banking itself is being reinvented. The Dollar is the best product in the history of the world - there is infinite global demand. But International Fintechs and non-US banks are left with two unsatisfying options to access it: Either they build on legacy clearing banks that are slow and unreliable, or they interface with middleware providers that don’t move and hold the dollars directly, but themselves rely on underlying legacy banks. Augustus collapses this stack by combining two things: A real, national bank charter (in organization), and Marble, our proprietary core banking system, built around intelligence, made of code. We are a group of operators, unicorn early employees, ex-founders and people who walked away from degrees because they believe this is an industry and career defining opportunity. We are backed with more than $200M from Peter Thiel's Valar Ventures, Tiger Global, Hummingbird, QED, Creandum, and the founders of Nubank, Ramp, Deel, Circle, Fluidstack, Fuse, and n8n. We are regulated in Europe and live with Euro and Stablecoin clearing today. Now, we are building the US team from the ground up, while continuing to grow rapidly in Europe. THE ROLE You own the pipeline that builds Augustus. Every engineer, operator and leader who joins this company passes through your hands first. Recruiting here is a precision game. You calibrate with hiring managers until you can predict how a debrief will go, and you read profiles for the signals that matter: what someone actually owned, the stage they thrived in, whether they choose hard things. Every message goes to someone you'd bet on hiring. Then you close the best of them. You source everywhere top talent lives - LinkedIn, GitHub, referrals, niche communities - and you go deep before you reach out. Your first message shows you understand who they are and why Augustus is their move. You follow up with discipline and urgency, handle objections, and get the hire across the line. Skills matter, culture matters more: you hold yourself and your hiring managers accountable for ambition, pace, values and mindset. You represent Augustus in every interaction. Your communication is clear, sharp and respectful. Even rejected candidates leave with a strong impression. You report to Emily, Head of People & Talent, and are expected to operate with full autonomy on your searches. YOUR FIRST SIX MONTHS - Months 1-2: You take over live searches on day one. You learn the Augustus bar by sitting in debriefs, calibrating with hiring managers, and studying who succeeds here. You build your sourcing engine across channels and your first candidates are moving through the funnel within the first weeks. - Months 3-4: Full execution mode. Your pipelines are full, your follow-ups are relentless, and you're closing candidates against competing offers. You know exactly where each search stands and what's blocking it, and you remove those blockers yourself. - Months 5-6: You've made hires that raised the bar. You've moved from executing searches to building the system: sourcing playbooks, tooling and automation that make every future search faster. Hiring managers trust your judgment on who fits and who doesn't. WHO WILL THRIVE AT AUGUSTUS We believe that throwing smart people with high agency at big problems produces the best outcomes. The people who succeed here share the following traits: - Relentless: You can't leave something broken. You don't stop because it got hard or because no one is watching. - Set The Bar: You're harder on yourself than anyone else would be. You don't need external accountability to care about quality. - Shape The Game: You don't wait for a playbook and you don't need one. You walk into genuinely new territory and figure it out. You move before anyone asked you to. - Systems First: You don't solve problems by adding people or effort. You build