Founding Operations (Recruiting Coordinator / People Coordinator)
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should produce sections for those headings only if content exists. The posting includes "About Us" but not requested heading; we could maybe treat as "About the role"? Actually "About Us" is company description, not role. The instruction says do not repeat job title as heading; we can include "About the role" heading if we have role description. The posting includes "The Job" section describing role. That could be under "About the role". Also "About You" is qualifications/requirements. Then "What we offer" includes benefits, compensation, equity, etc. So we can map: - About the role: description of role (The Job ...). Could include hybrid location. - Responsibilities: maybe list duties: recruiting coordination, people ops, onboarding, HR ops, documented processes, building agentic workflows, optimizing/automating, etc. - Requirements: Likely 2 to 4 yrs as recruiting coordinator, owned a process, love optimizing/automating, high attention to detail, care about candidate experience, organized, fast learner AI-native, desire to grow, excited to pick up people ops. - Qualifications: maybe similar to requirements; but we could combine? The instruction says include section only when posting has real specific content. Could have both Requirements and Qualifications if distinct. The posting has "About You" which includes likely 2-4 yrs, etc. Also "Nice to have" list. That could be Qualifications or Skills? We could treat "Nice to have" as Skills or Qualifications. But we need to avoid filler. - Skills: maybe list of specific skills: recruiting coordination, scheduling interviews, ATS (Ashby/Greenhouse), HR ops, onboarding, compliance, building AI agents/agentic workflows, optimizing/automating, attention to detail, etc. - Benefits: Health benefits, competitive compensation and meaningful equity, chance to build recruiting and people ops at AI-native company, direct access to founders, team puts family and health first. - Pay: Not explicitly stated; only "Competitive compensation". That's vague; we should not create Pay section unless posting actually states them. It says "Competitive compensation and meaningful equity." That's not a specific number; but it's still compensation info. The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state compensation (competitive compensation) and benefits (health benefits). So we can include Benefits section with health benefits etc. Pay section maybe not because no specific salary. So we omit Pay. - Schedule: The role is hybrid in the Bay Area. That's schedule info (hybrid). So we can include Schedule section with hybrid. We must not include boilerplate like EEO etc. Not present. We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep specifics: mention specific customers (Coursera, Arlo, Braze), investors, founders background, etc? Those are about company, not role. Should we include them? The instruction: preserve ALL substantive information; but we are only outputting sections for role. However, "About Us" is company description; maybe we could include it under "About the role"? But that seems not role-specific. The instruction says we should not repeat job title as heading, but we can include other headings like About the role, Responsibilities, etc. It didn't forbid including company info elsewhere. But we need to output only HTML fragment; we could include a
about company under maybe a heading "About the company"? Not in allowed headings list. The allowed headings list is examples; we could still use other headings? The instruction: "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It suggests we should use those headings for sections; but we could also use other headings if needed? It says use for section headings (e.g. ...). Likely they expect only those headings. So we should map company info maybe under "About the role"? But that seems odd. However, the instruction says "Preserve ALL substantive information". If we omit company description, we lose info. But maybe they consider company description not substantive for the role? It's part of job posting but maybe not needed for the candidate? The instruction says "do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." It doesn't say we must include company description. But "Preserve ALL substantive information" suggests we should keep everything that is substantive to the job posting, which includes company description. However, the allowed headings list may not include a heading for company info; we could just put it as a
before the first heading, not as a heading. That's allowed: we can have prose
sections not under headings. So we can output a
with company description (About Us) then headings for role sections. Thus output:
About Us MintMCP helps companies ... (the whole About Us paragraph). Then
About the role
with description of role (The Job ...). Then maybeResponsibilities
with- items. Then
Requirements
with- . Then
Skills
with nice-to-have? Or Qualifications? Let's decide. We have "About You" which includes requirements and nice-to-have. We could split: Requirements = must-have (2-4 yrs recruiting coordinator, owned a process, love optimizing/automating, high attention to detail, care about candidate experience, organized, fast learner AI-native, desire to grow, excited to pick up people ops). Qualifications maybe not separate; but we could treat Qualifications as education? Not present. So maybe we skip Qualifications. Skills: list of specific skills: recruiting coordination, scheduling interviews, ATS (Ashby/Greenhouse), HR ops, onboarding, compliance, building AI agents/agentic workflows, optimizing/automating, etc. Benefits: health benefits, competitive compensation and meaningful equity, chance to build recruiting and people ops at AI-native company, direct access to founders, team puts family and health first. Schedule: hybrid in the Bay Area. We must not include Pay. We need to ensure we don't create sections with filler like "commensurate with experience". Not present. Now craft HTML. We'll start with afor About Us. Let's copy the About Us paragraph exactly: "About Us MintMCP helps companies put agents to work safely. We exist to help companies do more of their work with agents, and we build the infrastructure that makes a company's own work runnable by them. That has to start from trust. Our first product is an MCP gateway that gives those agents governed access to company data and tools. Before agents can touch Slack, GitHub, Jira, Snowflake, internal databases, or production systems, you need to know what they can reach, what they did, and why they were allowed to do it. Most people carry far more permissions than any single task needs. If an agent uses your token directly, it inherits all of them. MintMCP scopes that access down to exactly what an agent needs to do its job and captures the data flows and audit logs security teams need. From there we are building the rest of the agent stack: connectors, monitoring, sandboxing, long-running agents, and memory, with the goal of becoming the system a company's work runs on. We work in person in the San Francisco Bay Area. The structure is flat and the market moves fast, so you have a lot of latitude over what you work on and how. We are AI-native. Everyone uses Claude and Codex every day, and we have more agents than employees. They run in Slack alongside the team and handle sales, marketing, deal ops, and engineering on the same gateway we sell to customers, and we are building an entire company operating system around them. Since launching in February 2026, we have grown to 50+ paying customers, with strong inbound demand. Customers include Coursera, Arlo, and Braze. We are backed by Cowboy Ventures and Coatue, with angels including Frederic Kerrest (Okta), Michael Grinich (WorkOS), Andrej Karpathy, Jeff Dean, and Scott Belsky. Our founders are machine learning experts from Stanford, Berkeley, and CMU, with applied research at Google Brain and Waymo, and one co-founded Coursera." We need to ensure no extra spaces at start? It's fine. Then
About the role
withcontaining the "The Job" paragraph: "You own how candidates and new hires experience MintMCP. From day one you do both the recruiting coordination (scheduling interviews fast, keeping candidates moving, making the process clean end to end) and the people ops around it (onboarding that makes new hires day-one ready, the HR operations that keep the team running, and the documented processes that replace tribal memory). You may not have done all of it before, and that is fine: we will teach you the parts you are missing. Process is the job here, so you should like building it. We are an AI-native company. With our help, you'll build agentic workflows in our own product to streamline your work, so you're able to make better judgment calls. The role is hybrid in the Bay Area." Note: The hybrid mention could be moved to Schedule section, but it's also in About the role. We could keep it there and also have Schedule section? Might duplicate. Better to keep hybrid in Schedule section and remove from About the role? But we need to preserve all substantive information; we can keep it in both places? That would be duplication. The instruction: do not duplicate lines. So we should avoid repeating same info. So we should place hybrid info only once, maybe in Schedule section. Then About the role paragraph should exclude hybrid sentence. Let's extract About the role without hybrid: "You own how candidates and new hires experience MintMCP. From day one you do both the recruiting coordination (scheduling interviews fast, keeping candidates moving, making the process clean end to end) and the people ops around it (onboarding that makes new hires day-one ready, the HR operations that keep the team running, and the documented processes that replace tribal memory). You may not have done all of it before, and that is fine: we will teach you the parts you are missing. Process is the job here, so you should like building it. We are an AI-native company. With our help, you'll build agentic workflows in our own product to streamline your work, so you're able to make better judgment calls." Now Responsibilities: we can list bullet points derived from that paragraph and maybe other duties: recruiting coordination (scheduling interviews fast, keeping candidates moving, making process clean end to end), people ops (onboarding that makes new hires day-one ready, HR operations that keep team running, documented processes that replace tribal memory), building agentic workflows in our own product to streamline work, optimizing and automating processes, etc. We need to ensure we don't invent. Let's list: - Own recruiting coordination: schedule interviews quickly, keep candidates moving, maintain clean end-to-end process. - Manage people ops: conduct onboarding to make new hires day-one ready, handle HR operations to keep the team running, create documented processes to replace tribal memory. - Build agentic workflow
- . Then