RVP Solutions Engineering, Mid-Market and Enterprise
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. 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. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences.
We need to decide which sections to include based on content. The posting includes: Who We Are (company description), Role Overview, Who You Are (qualifications/requirements), What You'll Do (responsibilities), What You'll Need (requirements/qualifications), What we offer (benefits/culture/compensation). Also includes Compensation Range: $300K - $350K.
We need to map to headings: About the role (maybe Role Overview), Responsibilities (What You'll Do), Requirements/Qualifications (What You'll Need), Skills (maybe part of Who You Are), Benefits (What we offer), Pay (Compensation Range), Schedule (not present). Also maybe "About the company" not required but could be included as a paragraph before sections? The instruction says use headings for sections like About the role, Responsibilities, etc. It doesn't forbid other headings, but we should stick to those. We could include a brief intro paragraph before headings (maybe not needed). We need to preserve all substantive information, not invent or summarize away detail. So we need to include the company description (Who We Are) somewhere. Could be placed as a
before any heading, or under an "About the company" heading but that's not in the list. Since they said use
for section headings (e.g. About the role, Responsibilities...). It doesn't forbid other headings, but better to follow the examples. We could treat "Who We Are" as "About the role"? Not exactly. Maybe we can include it as a
before the first heading, as introductory text. That's allowed.
We must not repeat the job title as a heading. The job title is likely "Head of Solutions Engineering" or similar but not given explicitly. We'll avoid.
We must not include Job ID/requisition numbers.
We must remove boilerplate like cookie/navigation/legal/EEO etc. There's none.
We must not create Pay/Schedule/Benefits sections unless posting actually states them. It does state compensation range and benefits (What we offer). So we can include Pay and Benefits sections.
Schedule not present, so omit.
We need to decide how to split content: "Who You Are" includes qualifications and skills. Could be merged into Requirements/Qualifications and Skills. But we should not create thin sections. Perhaps combine "Who You Are" and "What You'll Need" into a single "Requirements" section, but we need to preserve all detail. Could list bullet points under Requirements.
Similarly "What You'll Do" is responsibilities.
"What we offer" includes Impact, Growth, Culture, Compensation Range. Could be Benefits section.
Thus sections: About the role (maybe Role Overview), Responsibilities, Requirements, Benefits, Pay.
But Pay could be part of Benefits; but they said prefer few substantive sections over many thin ones. Could combine Pay into Benefits. However they said never create Pay/Schedule/Benefits sections unless posting actually states them. It does state compensation range, so we could have a Pay section. But we could also include compensation within Benefits. The instruction: "Prefer a few substantive sections over many thin ones." So maybe combine Pay into Benefits to reduce sections. But they also said include a section ONLY when posting has real, specific content for it. Benefits section exists (What we offer). Pay exists (Compensation Range). Could combine them but then we would still have Benefits section containing pay info. That's okay.
Thus we could have sections: About the role (Role Overview), Responsibilities (What You'll Do), Requirements (Who You Are + What You'll Need), Benefits (What we offer + Compensation Range). That's four sections.
We need to use
for each heading.
Inside each section, we need to use
for prose and
- for lists.
We need to preserve all substantive information. Let's extract content.
Company description (Who We Are):
"Serval is an AI-native automation platform transforming how enterprises operate. We build intelligent agents that understand real-world workflows and execute them end-to-end — replacing manual processes and rigid legacy systems with adaptive, learning software. Founded in early 2024, Serval is already trusted by companies like Fox, Notion, Perplexity, Vercel, and Brex to automate high-volume, high-friction operational work across their organizations. At the core of Serval is an agentic AI platform that turns natural language into production-grade workflows. Our agents don’t just respond to requests — they reason, take action across systems, and continuously improve with usage. What began with operational use cases has quickly evolved into a horizontal AI automation layer used across IT, HR, Finance, Security, Legal, and Engineering. Our mission is to eliminate repetitive, manual work across the enterprise and give teams leverage through intelligent automation. Long term, we’re building the universal AI operations layer — a system of agents that sits across business functions and runs the workflows that keep modern companies moving. We’re backed by leading investors including Sequoia Capital, Redpoint Ventures, Meritech, First Round, General Catalyst, Elad Gil, and others."
That's a paragraph.
Role Overview:
"This is the leader who builds and owns Solutions Engineering at Serval. You'll define the function from the ground up: the strategy, the hiring bar, the playbook, and the technical motion that turns sophisticated IT and security buyers into customers. You'll start as a hands-on, player-coach leader, carrying technical deals yourself while you grow a team of technical sellers, set the standard for how Serval demos and runs technical evaluations, and build the systems SEs will use. You'll partner directly with the founders, GTM leadership, and Product to make the technical win repeatable and to feed the hardest field signals back into the roadmap. Because the function is new, you’ll get to write the playbook(s)."
That's prose.
Who You Are (qualifications/skills):
"A builder and a leader: you can scope a deal, stand up a demo, and win the technical decision yourself, and you're energized by turning that instinct into a team that does it at scale. Deeply technical and credible, the kind of person who earns the respect of CIOs, Heads of IT, and security leaders in the first meeting, and who can coach others to do the same. A talent magnet who has hired, developed, and retained strong technical sellers, with a clear point of view on what great looks like and a high bar for it. Living on the AI frontier, fluent in how agents and LLM-powered systems get deployed and governed inside the enterprise. A systems thinker who builds repeatable processes: demo standards, evaluation frameworks, enablement, and metrics that make the function predictable. Comfortable in ambiguity, owning outcomes end-to-end, and moving without waiting to be told what to build next."
That's prose, could be bullet list but it's sentences. Could keep as
.
What You'll Do (responsibilities):
List of duties:
- Own Solutions Engineering at Serval: the strategy, the hiring plan, the team, and the technical motion that clears the path to pilot for every prospective customer.
- Hire, manage, and develop the SE team, starting with the founding Solutions Engineer, and set the standard for technical selling that the next generation of SEs will inherit.
- Operate as a player-coach: personally carry strategic and early technical deals (discovery, architecture conversations, security reviews, executive briefings) while building the team that takes them on at scale.
- Build the foundational SE toolkit from scratch: demo environments, reference architectures, technical evaluation frameworks, technical FAQs, competitive positioning, and enablement that ramps new hires fast.
- Define the technical sales motion alongside the founders and account executives, and codify the controlled scope of value-based use cases and success criteria that turn evaluations into pilots.
- Be the senior, credible voice on security and access: guardrails, approval workflows, least-privilege and just-in-time access, audit logging, and the compliance questions security teams press on.
- Stand up the metrics and operating cadence for the function: technical win rates, pilot conversion, time-to-value, and the forecasting inputs leadership relies on.
- Own a clean handoff to the Deployment team at pilot kickoff, and build the process that makes that handoff repeatable as volume grows.
- Act as the bridge between the field and Product: capture the hardest objections and feature gaps, prioritize them with engineering, and bring real customer signal into the roadmap.
That's a list.
What You'll Need (requirements):
List:
- 10+ years in solutions engineering, sales engineering, or a comparable pre-sales technical role at a high-growth B2B software or infrastructure company, including 2+ years leading a Solutions Engineering Organization.
- A track record of building or scaling a Solutions Engineering function: hiring the team, setting the bar, and creating the systems (demos, eval frameworks, enablement) that make it repeatable.
- Proven ability to sell technical products to senior IT and security buyers, with hands-on credibility in front of CIOs, Heads of IT, and security leaders.
- Genuine technical depth: you can hold your own in an architecture review, debug an integration live, and answer a sharp security question without reaching for a deck, and you can teach others to do the same.
- Working fluency with the modern IT and identity stack, including IdPs and SCIM, ITSM and ticketing, SaaS administration, APIs, and how access is granted and revoked across an org.
- Excellent communication and storytelling, translating complex concepts for both engineers and executives, and the leadership presence to represent Serval at the most senior levels.
- A builder's instinct and high ownership, energized by being first, defining the function, and creating the systems that scale a team.
- Experience with ITSM, IGA, access management, security, or AI automation products is a strong plus.
That's a list.
What we offer (benefits/culture/compensation):
- Impact: Be a key player in shaping the success of our product and company.
- Growth: Build a fundamentally new AI product offering with the support of our experienced team and investors. Grow rapidly with the company.
- Culture: Join a culture that values innovation, ownership, accountability, and fun.
- Compensation Range: $300K - $350K
That's a list.
Now we need to output HTML fragment.
We'll start with a
for company description maybe.
Then
About the role
with containing Role Overview.
Then
Responsibilities
with - for each duty.
Then
Requirements
with maybe combine Who You Are and What You'll Need? But Who You Are is more about traits/skills; What You'll Need is experience/requirements. Could split into
for prose. 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. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. We need to decide which sections to include based on content. The posting includes: Who We Are (company description), Role Overview, Who You Are (qualifications/requirements), What You'll Do (responsibilities), What You'll Need (requirements/qualifications), What we offer (benefits/culture/compensation). Also includes Compensation Range: $300K - $350K. We need to map to headings: About the role (maybe Role Overview), Responsibilities (What You'll Do), Requirements/Qualifications (What You'll Need), Skills (maybe part of Who You Are), Benefits (What we offer), Pay (Compensation Range), Schedule (not present). Also maybe "About the company" not required but could be included as a paragraph before sections? The instruction says use headings for sections like About the role, Responsibilities, etc. It doesn't forbid other headings, but we should stick to those. We could include a brief intro paragraph before headings (maybe not needed). We need to preserve all substantive information, not invent or summarize away detail. So we need to include the company description (Who We Are) somewhere. Could be placed as a
before any heading, or under an "About the company" heading but that's not in the list. Since they said use
for section headings (e.g. About the role, Responsibilities...). It doesn't forbid other headings, but better to follow the examples. We could treat "Who We Are" as "About the role"? Not exactly. Maybe we can include it as a
before the first heading, as introductory text. That's allowed. We must not repeat the job title as a heading. The job title is likely "Head of Solutions Engineering" or similar but not given explicitly. We'll avoid. We must not include Job ID/requisition numbers. We must remove boilerplate like cookie/navigation/legal/EEO etc. There's none. We must not create Pay/Schedule/Benefits sections unless posting actually states them. It does state compensation range and benefits (What we offer). So we can include Pay and Benefits sections. Schedule not present, so omit. We need to decide how to split content: "Who You Are" includes qualifications and skills. Could be merged into Requirements/Qualifications and Skills. But we should not create thin sections. Perhaps combine "Who You Are" and "What You'll Need" into a single "Requirements" section, but we need to preserve all detail. Could list bullet points under Requirements. Similarly "What You'll Do" is responsibilities. "What we offer" includes Impact, Growth, Culture, Compensation Range. Could be Benefits section. Thus sections: About the role (maybe Role Overview), Responsibilities, Requirements, Benefits, Pay. But Pay could be part of Benefits; but they said prefer few substantive sections over many thin ones. Could combine Pay into Benefits. However they said never create Pay/Schedule/Benefits sections unless posting actually states them. It does state compensation range, so we could have a Pay section. But we could also include compensation within Benefits. The instruction: "Prefer a few substantive sections over many thin ones." So maybe combine Pay into Benefits to reduce sections. But they also said include a section ONLY when posting has real, specific content for it. Benefits section exists (What we offer). Pay exists (Compensation Range). Could combine them but then we would still have Benefits section containing pay info. That's okay. Thus we could have sections: About the role (Role Overview), Responsibilities (What You'll Do), Requirements (Who You Are + What You'll Need), Benefits (What we offer + Compensation Range). That's four sections. We need to use
for each heading. Inside each section, we need to use
for prose and
- for lists.
We need to preserve all substantive information. Let's extract content.
Company description (Who We Are):
"Serval is an AI-native automation platform transforming how enterprises operate. We build intelligent agents that understand real-world workflows and execute them end-to-end — replacing manual processes and rigid legacy systems with adaptive, learning software. Founded in early 2024, Serval is already trusted by companies like Fox, Notion, Perplexity, Vercel, and Brex to automate high-volume, high-friction operational work across their organizations. At the core of Serval is an agentic AI platform that turns natural language into production-grade workflows. Our agents don’t just respond to requests — they reason, take action across systems, and continuously improve with usage. What began with operational use cases has quickly evolved into a horizontal AI automation layer used across IT, HR, Finance, Security, Legal, and Engineering. Our mission is to eliminate repetitive, manual work across the enterprise and give teams leverage through intelligent automation. Long term, we’re building the universal AI operations layer — a system of agents that sits across business functions and runs the workflows that keep modern companies moving. We’re backed by leading investors including Sequoia Capital, Redpoint Ventures, Meritech, First Round, General Catalyst, Elad Gil, and others."
That's a paragraph.
Role Overview:
"This is the leader who builds and owns Solutions Engineering at Serval. You'll define the function from the ground up: the strategy, the hiring bar, the playbook, and the technical motion that turns sophisticated IT and security buyers into customers. You'll start as a hands-on, player-coach leader, carrying technical deals yourself while you grow a team of technical sellers, set the standard for how Serval demos and runs technical evaluations, and build the systems SEs will use. You'll partner directly with the founders, GTM leadership, and Product to make the technical win repeatable and to feed the hardest field signals back into the roadmap. Because the function is new, you’ll get to write the playbook(s)."
That's prose.
Who You Are (qualifications/skills):
"A builder and a leader: you can scope a deal, stand up a demo, and win the technical decision yourself, and you're energized by turning that instinct into a team that does it at scale. Deeply technical and credible, the kind of person who earns the respect of CIOs, Heads of IT, and security leaders in the first meeting, and who can coach others to do the same. A talent magnet who has hired, developed, and retained strong technical sellers, with a clear point of view on what great looks like and a high bar for it. Living on the AI frontier, fluent in how agents and LLM-powered systems get deployed and governed inside the enterprise. A systems thinker who builds repeatable processes: demo standards, evaluation frameworks, enablement, and metrics that make the function predictable. Comfortable in ambiguity, owning outcomes end-to-end, and moving without waiting to be told what to build next."
That's prose, could be bullet list but it's sentences. Could keep as
. What You'll Do (responsibilities): List of duties: - Own Solutions Engineering at Serval: the strategy, the hiring plan, the team, and the technical motion that clears the path to pilot for every prospective customer. - Hire, manage, and develop the SE team, starting with the founding Solutions Engineer, and set the standard for technical selling that the next generation of SEs will inherit. - Operate as a player-coach: personally carry strategic and early technical deals (discovery, architecture conversations, security reviews, executive briefings) while building the team that takes them on at scale. - Build the foundational SE toolkit from scratch: demo environments, reference architectures, technical evaluation frameworks, technical FAQs, competitive positioning, and enablement that ramps new hires fast. - Define the technical sales motion alongside the founders and account executives, and codify the controlled scope of value-based use cases and success criteria that turn evaluations into pilots. - Be the senior, credible voice on security and access: guardrails, approval workflows, least-privilege and just-in-time access, audit logging, and the compliance questions security teams press on. - Stand up the metrics and operating cadence for the function: technical win rates, pilot conversion, time-to-value, and the forecasting inputs leadership relies on. - Own a clean handoff to the Deployment team at pilot kickoff, and build the process that makes that handoff repeatable as volume grows. - Act as the bridge between the field and Product: capture the hardest objections and feature gaps, prioritize them with engineering, and bring real customer signal into the roadmap. That's a list. What You'll Need (requirements): List: - 10+ years in solutions engineering, sales engineering, or a comparable pre-sales technical role at a high-growth B2B software or infrastructure company, including 2+ years leading a Solutions Engineering Organization. - A track record of building or scaling a Solutions Engineering function: hiring the team, setting the bar, and creating the systems (demos, eval frameworks, enablement) that make it repeatable. - Proven ability to sell technical products to senior IT and security buyers, with hands-on credibility in front of CIOs, Heads of IT, and security leaders. - Genuine technical depth: you can hold your own in an architecture review, debug an integration live, and answer a sharp security question without reaching for a deck, and you can teach others to do the same. - Working fluency with the modern IT and identity stack, including IdPs and SCIM, ITSM and ticketing, SaaS administration, APIs, and how access is granted and revoked across an org. - Excellent communication and storytelling, translating complex concepts for both engineers and executives, and the leadership presence to represent Serval at the most senior levels. - A builder's instinct and high ownership, energized by being first, defining the function, and creating the systems that scale a team. - Experience with ITSM, IGA, access management, security, or AI automation products is a strong plus. That's a list. What we offer (benefits/culture/compensation): - Impact: Be a key player in shaping the success of our product and company. - Growth: Build a fundamentally new AI product offering with the support of our experienced team and investors. Grow rapidly with the company. - Culture: Join a culture that values innovation, ownership, accountability, and fun. - Compensation Range: $300K - $350K That's a list. Now we need to output HTML fragment. We'll start with a
for company description maybe. Then
About the role
withcontaining Role Overview. Then
Responsibilities
with- for each duty.
Then
Requirements
with maybe combine Who You Are and What You'll Need? But Who You Are is more about traits/skills; What You'll Need is experience/requirements. Could split into
- for each duty.
Then