VP of People

VP of People Location: Remote, US. Las Vegas, NV strongly preferred. Company: Seeking.com, STNDRDS, and Standards.com (combined US operating organization) Reports to: CEO Type: Full-Time, Exempt Compensation: $160,000 to $250,000 base plus profit share tied to demonstrated repeatable value. # About Us Seeking.com is the world's largest premium dating platform, founded and led by an MIT alumnus and headquartered in Las Vegas. STNDRDS is our consumer media brand. Standards.com is our independent news publication. Together they form a combined US operating organization built on a single premise: we exist to create value for the people we serve, not to extract it from them. We are 50 to 60 employees today, split between the Las Vegas office and remote roles across the country, and we expect to grow past 100 in the next twelve months. Even at a billion dollars in revenue, we intend to stay relatively small. AI leverage plus constant adaptation lets us. Our growth comes from making sure the people we have are the right people, operating at 10x or 100x of what a conventional role produces. # The Opportunity This is a strategic partner role to the founder. You will design and operationalize the People systems that make this company structurally different from most others. It is a job for a mid-career operator who has been thinking about the intersection of human psychology and systems design for years and wants a place to build the answer. You will help design and run three things most companies do not attempt: The Value Creator System. An ownership model where operators earn profit share based on demonstrated repeatable value, not tenure or title. You help design the mechanics: how contribution to revenue, margin, and strategic outcomes gets measured, how the pool is allocated, how the model attracts and holds the right people. The Certainty Framework. An operating philosophy that creates the conditions for eustress (voluntary striving toward something you care about) and eliminates structural sources of distress. Every domain you own is filtered through its eight principles: transparency, simplicity, present-focus, immediate feedback, sufficiency, optionality, cooperation, identity decoupling. The 10x Operating Principle. Growth through leverage per person, not through headcount. The default question is not 'what am I supposed to do' but 'what am I actually trying to accomplish, and what is the most leveraged way to do it.' This gets built into hiring, onboarding, performance, management, and compensation. It cannot be delegated to a training initiative. # Who We Are Looking For You are a mid-career superstar with startup or high-growth experience. Not a career HR executive from a large public company. Not an inheritor of finished programs. A builder. You are passionate about human psychology and systems design mixed into one. That combination is what you think about in your free time, not just what you have learned on the job. You already know how to measure productivity accurately in an environment where AI is redefining output per person. You already have a diagnostic framework for underperformance: is this an employee issue and if so what specifically, is it a manager issue and if so what specifically, what is the root cause, and what is the solution. You do not arrive at these problems cold. You use AI in your practice today. You have a considered view on what an AI-native organization actually is (not one where everyone has a subscription, but one where the way work is designed has been rethought around what AI makes possible). You have distributed workforce experience at scale. Not remote-friendly. Actually remote. An Organizational Psychology, Industrial-Organizational Psychology, or behavioral science background is a strong plus. The academic training in these fields maps unusually well onto how we think about designing work. You put mission before money. Profit share when the value shows, not guaranteed comp regardless of…