Talent Apprentice

Companies don't build themselves, and neither do the teams inside them.

You'll help us find great people, bring them into the company, and make sure the machinery around them actually works once they're here. Recruiting, coordination, onboarding, systems. The work behind building a company people want to join and can actually function inside.

A Founders' Studio. We co-build with repeat founders, many of them unicorn founders, providing build expertise, capital, and unfair access from founding to Series B. We call ourselves a Founders' Studio because "venture studio" undersells what we do and oversells what most of them deliver.

You’ll help us find exceptional people. You’ll map out talent markets, source candidates, coordinate interviews, and help keep searches moving across Liminal and the ventures we build.

But getting someone to sign an offer is only the beginning.

You'll also help with the operating layer behind the team: onboarding new hires, maintaining people systems and records, preparing documentation, coordinating employee processes, answering the inevitable "who handles this?" questions, and helping build better ways of doing things as the company grows.

You'll also be based in Boston while much of the People & Talent team operates from Singapore. That means genuine independence. You'll help us stay responsive during US hours and become a local point of contact for a growing part of the organization

• Recruitment and research. Support searches across Liminal and our ventures. Source candidates, conduct first-round screenings, and help us grow in a way that makes sense.
• Hiring coordination. Candidates, interviewers, and their calendars will be all over the place. Manage scheduling, follow-ups, maintain accurate documentation, and make sure nobody disappears into a recruiting black hole.
• People operations. Support the day-to-day processes behind the employee lifecycle: onboarding, employee records, HR systems, internal requests, organizational changes, and the other unseen work required to keep a team running properly.
• Process improvement. Smaller companies accumulate weird processes quickly. Some exist for good reasons. Others exist because somebody did something once in February and everyone kept doing it. Learn the difference. Help us simplify the second kind.
• Boston coverage. Be a reliable People & Talent presence during US hours. Handle what you can independently, coordinate what requires broader input, and make geography feel like a minor inconvenience rather than an operational constraint.

• Good with people. Warm, perceptive, and comfortable speaking with everyone from an apprentice candidate to a founder. You know when someone needs an answer, when they need reassurance, and when they simply need you to get something done.
• High agency. You're comfortable operating without somebody beside you all day. You solve what you can, ask good questions when you can't, and know the difference.
• A natural researcher. You enjoy figuring things out. A strange role, unfamiliar company, employment question, or messy spreadsheet doesn't make you freeze. You start pulling threads.
• A clear writer. Candidate emails, internal updates, documentation, onboarding instructions. Short, accurate, useful. If somebody has to ask what your message meant, it wasn't finished.
• Early-career, high-trajectory. You might be a student, recent graduate, or a year or two into your career. Previous experience in recruiting, HR, coordination, or another people-heavy environment is useful. We care more about evidence that people trusted you with real responsibility than the title you had.
• Contrarian streak. Independent thinker. Arguments from first principles. Unafraid of saying a process doesn't make sense simply because "that’s how we’ve done it." You believe good decisions survive open debate. You know how to disagree and commit.

You’ve done something that makes us wonder why you’re applying for an apprenticeship. Built a student organization with more people than some startups. Recruited the founding team for a company before graduating. Ran operations for a political campaign, conference, sports team, or nonprofit where fifty humans needed to be in the right place at the right time and excuses didn’t count.

People trusted you with things that probably should have belonged to someone ten years older. Tell us that story.