[Hiring] Head of AI Native Operations @Supabase

Role Description

We are looking for a Head of AI Operations to own how Supabase works. Supabase is building an AI-native internal operating system: a common way of working across the company where AI carries a meaningful share of the operational load rather than sitting alongside it as an assistant. We are standing up a new central team to build those systems, enable the teams, and embed AI operations throughout the organization. This is the role that runs it.

You will own the maturity model teams are assessed against, the standards that define how work happens here, and the operating cadence, under one design rule: every recurring meeting has to justify why an automated report cannot replace it. You will lead a small team of senior individual contributors, one building the platform and one running enablement.

The premise is that process encoded as agents scales where process enforced by people does not. Your job is to prove that is a repeatable pattern rather than an anomaly, across teams you have no authority over.

We are fully remote and async. The document is the enforcement mechanism here, which means the standards themselves are your deliverable.

Responsibilities

• Own the maturity model end to end: the rubric, the scoring method, the evidence standard, and the appeals path.
• Run assessments and commitments: conduct assessments with department heads yourself, landing them as commitments with named owners and dates rather than opinions.
• Own the standards layer: define how work gets tracked, decisions get proposed and resolved, teams migrate onto shared tooling, and stale documentation gets retired.
• Fix the decision process: ensure written proposals reach resolution instead of accumulating unresolved by defining stages, exit criteria, and closing mechanisms.
• Run the operating cadence: lead automated weekly reporting, a regular blockers-and-decisions forum, a monthly leadership review, and a quarterly board-level format.
• Manage rollouts: execute private assessments first, followed by a pre-committed public transparency date.
• Wire standards into onboarding: ensure every cohort arrives pre-trained rather than inheriting nearby habits.
• Build and direct the team: hire, grow, review, and direct two senior individual contributors (platform and enablement).
• Measure and publish outcomes: track how much coordination work agents absorb versus what a human program office would cost.

How You'll Think

• Recursive Thinking: Every standard you write should be the input to something that enforces it.
• Inversion Thinking: The first question about any standard is not "is this correct" but "what will make people route around this."
• AI-Native Execution: You direct agents rather than doing the work by hand, and you can tell whether the direction was any good.

Qualifications

• Scale & Cadence Experience: Have run operating cadence and program discipline at a company crossing ~200 to 800 people while remote and async.
• Agentic AI Expertise: Have personally built agentic AI workflows that others depended on.
• Standard Adoption Track Record: Have taken a standard from zero to company-wide without direct authority over adopters.
• Async Communication Skills: Are an exceptional writer who leverages documents as enforcement mechanisms.
• Accountability: Are comfortable being graded publicly by the system you build alongside every other team.

Strong Signal

• Have run a maturity model or capability assessment across teams you did not own.
• Are native to Git, Markdown, and Pull Requests.
• Have permanently eliminated a recurring meeting by replacing it with an automated system.
• Deep software engineering background is a plus, but not required.

What Success Looks Like

• Standards land without chasing: Rules are written, published, wired into onboarding, and followed.
• Universal coverage: Every team has an evidence-backed assessment, owner, and written path to the next level.
• Firm transparency dates: Assessments transition from private to public on pre-committed dates without exception.
• Net-negative meeting time: The operating rhythm consumes less calendar time across the organization than when you arrived.
• Autonomous operational function: Your two reports operate independently against written charters.

Benefits

• Fully Remote: We hire globally and provide a WeWork membership or co-working allowance.
• ESOP: Every team member receives ESOP (equity ownership) in the company.
• Tech Allowance: Use this budget to set up your ideal work environment.
• Health Benefits: Supabase covers 100% of health insurance for employees and 80% for dependents.
• Annual Off-Sites: Once a year, the entire company gathers in a new city for a week of connection, collaboration, and fun.
• Flexible Work: We operate asynchronously and trust you to manage your own time.
• Professional Development: Every team member receives an annual education allowance to spend on learning.

About the Team

• Supabase was born-remote and open-source-first.
• ~400 team members across 60+ countries.
• 20+ languages spoken.
• Over $1B raised (including our $500M Series F).
• 540,000+ community members.