Executive Business Partner

Merge Labs is a frontier research lab with the mission of bridging biological and artificial intelligence to maximize human ability, agency and experience. We’re pursuing this goal by developing fundamentally new approaches to brain-computer interfaces that interact with the brain at high bandwidth, integrate with advanced AI, and are ultimately safe and accessible for anyone to use.

Merge Labs’ People team hires, develops, and supports extraordinary scientists, engineers, and operators, then build the systems that let them do the best work of their careers — rigorously, safely, and with deep focus and creativity. Our scope spans recruiting, talent development, leader enablement, and people operations. We are thought partners and bar-raisers: clear principles, evidence-based decisions, and respectful candor ensure that talent and culture compound into a long-term strategic advantage.

We're looking for an exceptional Executive Business Partner who can make our leaders — and, by extension, Merge Labs — meaningfully more effective.

At its foundation, this is an executive support role, and we care deeply about excellence in the fundamentals: scheduling, preparation, logistics, communication, and follow-through. But the ceiling is much higher. We want someone who sees executive time and attention as scarce company resources and uses strong judgment to help allocate them well. This role sits within the People team and supports three members of company leadership, including two co-founders.

You will report to our Head of People, who views excellent executive support as a distinct craft and an important source of organizational leverage.

As you earn trust, your scope may expand beyond individual support. You will help shape leadership agendas, track important decisions and commitments, improve how information flows across the organization, and take ownership of selected operational projects. The best person in this role will combine exceptional attention to detail with strong organizational judgment and a genuine commitment to the craft of executive support.

• Shape how our leaders spend their time. Manage complex calendars for three leaders, with the majority of support focused on the co-founders. Proactively reconfigure, shorten, cancel, and sequence meetings; protect focus and preparation time; and make routine prioritization calls using established company priorities and executive preferences. Surface business tradeoffs to the executive rather than becoming a gatekeeping layer.

• Build the right operating system around each executive. Develop working cadences that reflect how each leader operates best, reduce contextless meetings and coordination failures, and take increasing ownership of inbox and communication triage as trust is established. Create useful morning/evening digests where appropriate, link the right pre-reads and context to upcoming meetings, flag missing preparation, and proactively carve out time for actions that require the executive’s attention.

• Improve how information and decisions flow through the company. Understand how 1:1s, team meetings, cross-functional forums, leadership meetings, planning cadences, and company-wide communication connect. Maintain visibility into where priorities, decisions, and ownership are getting lost; surface issues requiring leadership alignment before they become blockers; and ensure important leadership decisions reach the people responsible for execution.

• Steward important external relationships. Maintain an organized view of key scientific collaborators, clinical partners, funders, advisors, government and regulatory contacts, strategic partners, vendors, and prospective hires. Track…