Overview
Join to apply for the VP of People & Culture role at Intelligent Internet.
We are building the public utility for the Intelligence Age. Our mission is to keep AI open, verifiable, and aligned with the public good. We have shipped leading open source systems: a personal AI agent, a top deep research model, and a top open medical model for safe, auditable care. Our three layer architecture anchors provenance and scarcity, enables culture and exchange, and delivers private, sovereign agents to individuals. We are charting a third path for AI and crypto, where proof of public benefit mints value and where everyone can command a sovereign AI.
We are looking for a practical, service-led People leader who keeps culture strong, builds simple systems that scale, and partners closely with engineers and researchers. You will make the People function AI-first through training, workflows, and clear guardrails, so teams can do their best work without unnecessary bureaucracy.
About the role
Translate our mission and long-term goals into a clear People roadmap. Work with engineering, research, and leadership, setting healthy boundaries, resolving conflict, and installing programs that scale from start-up pace to scale-up discipline. Make the People team AI-first through practical workflows, training, and governance.
Responsibilities
* People Strategy to Business Outcomes: Turn company strategy into a practical HR plan tied to mission and long-term goals, with clear quarterly deliverables and decision owners.
* Culture Architecture and Implementation: Design and ship rituals, norms, and programs that preserve innovation while upholding standards. Target lower regrettable attrition and rising engagement over the first year.
* Partner with Technical Teams: Build trust with engineers and researchers. Set clear interfaces and decision rights with leadership so decisions are fast, auditable, and respectful of boundaries.
* Onboarding, Growth, Performance: Build programs that work at start-up speed and scale-up complexity. Aim for faster time to productivity for new engineering and research hires.
* Talent Development: Raise manager capability, grow and retain high performers, and address toxic behaviours quickly. Track internal mobility and succession coverage for critical roles.
* Employee Relations: Lead fair, timely investigations across cultures. Maintain defined service levels from intake to action and consistent documentation.
* Operational Rigour and Legal Risk: Own HR operations end to end. Anticipate legal risk, run tight controls, and demonstrate zero material compliance issues.
* Employment Law: Stay current on employment law in the countries we operate in now and as we grow. Build scalable processes to add new jurisdictions quickly and safely.
* People Analytics: Use data to inform decisions and explain the why without making anyone uneasy. Publish simple, trusted metrics that improve decisions.
* AI-First People Ops: Deploy AI workflows across hiring, onboarding, L&D, performance, and internal comms. Create training, playbooks, and guardrails for safe and ethical use. Target broad weekly adoption across the People team and measurable time or quality gains in core processes.
Qualifications
* 10+ years in People or HR with start-up and scale-up experience
* Stable tenure with clear ownership and delivered outcomes
* Built for tech and AI organisations and worked credibly with engineers and researchers
* Shipped culture and people systems with artifacts and results to show
* Led sensitive investigations across cultures
* Implemented AI assisted workflows in HR with measurable impact and basic guardrails
* Maintained a clean compliance record
What you will do
* People Strategy to Business Outcomes: Turn company strategy into a practical HR plan tied to mission and long-term goals, with clear quarterly deliverables and decision owners.
* Culture Architecture and Implementation: Design and ship rituals, norms, and programs that preserve innovation while upholding standards. Target lower regrettable attrition and rising engagement over the first year.
* Partner with Technical Teams: Build trust with engineers and researchers. Set clear interfaces and decision rights with leadership so decisions are fast, auditable, and respectful of boundaries.
* Onboarding, Growth, Performance: Build programs that work at start-up speed and scale-up complexity. Aim for faster time to productivity for new engineering and research hires.
* Talent Development: Raise manager capability, grow and retain high performers, and address toxic behaviours quickly. Track internal mobility and succession coverage for critical roles.
* Employee Relations: Lead fair, timely investigations across cultures. Maintain defined service levels from intake to action and consistent documentation.
* Operational Rigour and Legal Risk: Own HR operations end to end. Anticipate legal risk, run tight controls, and demonstrate zero material compliance issues.
* Employment Law: Stay current on employment law in the countries we operate in now and as we grow. Build scalable processes to add new jurisdictions quickly and safely.
* People Analytics: Use data to inform decisions and explain the why without making anyone uneasy. Publish simple, trusted metrics that improve decisions.
* AI-First People Ops: Deploy AI workflows across hiring, onboarding, L&D, performance, and internal comms. Create training, playbooks, and guardrails for safe and ethical use. Target broad weekly adoption across the People team and measurable time or quality gains in core processes.
Working arrangement
* On-site in our London office, 5 days per week
* Reports to the COO
* Some international travel and right to work in the UK
How to apply
* Complete all required questions
* 1 to 2 short paragraphs on what you built, the business impact, and the metrics you used
* Optional: a brief case of a conflict or investigation you led, anonymised, including your approach, decision, and learning
* If you have worked with Open Source AI communities or research teams, share how that shaped your approach
The AI Challenge: TBC
Seniority level
* Executive
Employment type
* Full-time
Job function
* Human Resources
* Industries
* Technology, Information and Media
London, England, United Kingdom 1 week ago
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