Founding Growth & Partnerships Associate | Brderless

A-Players; San Francisco (CA); On-site; USD 120,000 - 180,000; Full time

Job summary

Brderless is building a curated network for the tech ecosystem, connecting founders, operators, and investors through invitation-only dinners, breakfasts, galas, and buildathons. The role centers on end-to-end room production and sharp curation, with opportunities to shape a growing business in the San Francisco Bay Area.

This founding team position reports to the Founder & CEO and offers growth toward Chief of Staff or Head of Partnerships as the company scales.

Qualifications

• Strong interpersonal skills and the ability to read a room.
• Ability to design scalable processes and automation.
• Comfort with high-context, low-instruction environments.

Responsibilities

• End-to-end production: sourcing attendees, running the day, and follow-up that turns a room into a relationship.
• Curation judgement: deciding who belongs at different event formats and why.
• Being in the room when the founder cannot be, occasionally.

Skills

People skills

Systems thinking

Job description

Founding team · San Francisco Bay Area · Full-time

Growth path: Chief of Staff or Head of Partnerships
Reports to: Founder & CEO

About Brderless

Our client, Brderless, is building a curated network for the tech ecosystem, bringing founders, operators, and investors together through invitation-only dinners, breakfasts, galas, and buildathons. The people in these rooms are the founders, CEOs, and executives behind some of the fastest-growing companies in the world.

What makes the company different is that curation itself is the product. Every room is intentionally designed around who should meet, why they should meet, and what can come from those relationships, and it is done with taste. In just 18 months, Brderless has grown to nearly $1M in revenue, welcomed 5,000+ vetted members, and built a fast-growing tech newsletter, all with a team of one.

What you will own

The rooms

• End-to-end production: sourcing and vetting attendees, running the day, and the follow-up that turns a room into a relationship

• Curation judgement: knowing who belongs at a founder breakfast, who belongs at a builder hackathon, and why

• Being the person in the room when our founder cannot be. Not every week, but when the calendar collides

The member system

• One source of truth on who is in the network, what they are building, and what they need

• CRM hygiene, intro tracking, and warm-intro routing that runs without anyone remembering to run it

• A standard follow-up sequence after every single room

The machine underneath

• Playbooks, templates, and AI-assisted workflows, so the tenth room costs a fraction of the first

• An honest audit of where our current process breaks, and the authority to fix it

• Coordinating the volunteers who help us on the ground in New York

Our voice, and yours

This one matters more than it usually does in a job like this.

• Room recaps, newsletter operations, and the content pipeline

• You will post publicly under the Brderless name, and under your own

• We want your ideas and your face, not just your editing. Our founder is stepping into public view over the next few months and wants someone doing it alongside her

Your first 90 days

Day 30: Inside the network

• You know how curation works for each format

• You have shadowed a full room cycle end to end and taken over logistics for the next one

• You have delivered an audit of where our current process breaks

• You are already making content

Day 60: Running a room

• You own one room end to end, with the founder involved only on curation

• The member CRM is live and accurate

• A standard follow-up sequence runs after every room

Day 90: Owning the system

• Room production is a documented, repeatable system that belongs to you

• Post-room introductions and member retention are measurably up

• You have been sitting in on partner conversations and understand how we make money

• You have started one initiative nobody asked you to start

Who we are looking for

You are good with people and good at systems.

That combination is rarer than it sounds, and it is the whole job. You read a room, remember the details, follow up without being asked, then go home and build the automation so you never have to remember it manually again.

Beyond that:

• You are comfortable being visible. Posting, hosting, introducing yourself to a founder you have never met. The back-office version of this role does not work.

• You have taste and standards. Our members are serious people and they can tell instantly when something is sloppy. Curation is our product.

• You work with high context and low instruction. Nobody here is going to sequence your week.

• You are hungry. You want this badly, and it shows in how fast you move.

• You take blunt feedback well and would rather build the machine than be photographed next to it.

• You care about tech and founders specifically. Throwing a good party and caring about this ecosystem are different skills, and we need both.

• You do not need a network yet. You do need the willingness to build one in public.

Nice to have

• You have already handled sponsorship or partnership money, at any scale.

• An existing footprint in the San Francisco or New York tech scene

• Newsletter, podcast, or content production behind you

• Experience with events

• A side project you built because nobody else was going to build it

Practical

• Some travel, mainly to cover rooms our founder cannot be at. Not every week

• Evenings and some early mornings. Breakfasts and dinners come with the job.

• Full-time, working closely and often in person with the founder

How we hire

1. First conversation with our founder. Half of it is us selling you the company, half is us working out whether we build well together.

2. A case study. We will ask you to audit how Brderless runs today and tell us what you would change. We want to see how you think and what you notice that we have stopped noticing.

3. Optional: A paid one-week trial. A week working together tells both sides more than three interviews do.

4. Final conversation, then a decision within days. We move fast.