Organizational Development Lead (Founding)

What You’ll Do

• Build trusted relationships across the company; create space for candid, high-signal feedback.
• Synthesize and communicate organizational themes and “health signals” to leadership (patterns, not identities; signal, not gossip).
• Partner closely with the CEO on culture, organizational design, and leadership decisions; provide clear, independent perspective and push when needed.
• Step into difficult conversations early (performance, interpersonal conflict, communication breakdowns) and help drive constructive resolution.
• Operationalize values by translating principles into lightweight, usable systems (hiring, onboarding, feedback practices, conflict handling, decision-making).
• Design and run foundational people processes appropriate for a scaling startup (e.g., onboarding, performance conversations, manager support, role clarity, leveling where helpful).
• Coach and support managers on expectations, communication, feedback quality, and team dynamics.
• Help ensure consistency and fairness in how Tutor treats people, even during periods of rapid change.
• Serve as a discreet, rigorous sounding board for employees and leadership; maintain clear confidentiality boundaries and strong judgment.
• Evolve the role over time, taking on broader “operating system” work as you develop deep context on the company and its people.

Who You Are

• Early in years of experience, but unusually mature and grounded.
• An exceptionally strong communicator and listener; people naturally open up to you, and you handle that trust well.
• Intellectually serious about people and organizations—you have studied organizational psychology, sociology, moral philosophy, management, or adjacent fields (graduate-level work is a plus), and you can apply those ideas in practical ways.
• Comfortable stepping toward tension: you can name issues directly, ask hard questions, and stay steady with senior leadership and with new grads alike.
• High-integrity and discreet: you understand what must be shared, what must not, and how to relay themes without exposing individuals.
• A pragmatic builder: you can turn cultural goals into simple processes that teams actually adopt.
• Strong judgment under uncertainty; you can operate with partial information and still make fair, thoughtful calls.
• Bias toward clarity, ownership, and improving the company week over week.
• Motivated by hard real-world work and high-accountability environments (robots, factories, customers), and the human systems required to make that work scale.

Nice to Haves

• Prior exposure to startups, early-stage teams, or fast-scaling organizations.
• Experience in coaching, mediation, facilitation, or conflict resolution (formal or informal).
• Experience designing lightweight people systems (interviewing, onboarding, feedback loops, manager support), even if not in an “HR” job.
• Comfort handling basic People Ops administration when needed, with good judgment about what to keep minimal.
• Interest in high-performance teams and the tradeoffs between kindness, rigor, and speed.