Technical Project Manager (Red Team)
About the role
This is a force-multiplier role. You will report to Edward Yee (Head of Growth & Strategy, who also leads the red-team), dotted line to Kellin Pelrine (co-leading and technical lead for the red-team).
You will work alongside our red-teamers, researchers, and the rest of the team to turn a fast-growing team and portfolio of engagements into a reliable, high-velocity delivery team.
The red-team has ambitious goals and is evolving rapidly, and we expect this role to evolve to fit the priorities of the team.
Responsibilities
Own the delivery of our largest multi-party engagement.
Take delivery ownership of other engagements as they come in such as frontier-model red teaming engagements and government RFPs.
Run the request for proposals (RFP) and opportunity pipeline — tracking live opportunities, scoping new engagements, drafting proposals, and supporting contract negotiations.
Program-manage new initiatives as they land, such as grant- making.
Red-team recruiting (~30%): Own the red-team scaling roadmap, partnering closely with the lead recruiter around building a world-class hiring pipeline that anchors our scaling plans. Drive red-team hiring initiatives, serving as a thought partner on sourcing strategy, candidate calibration, hiring bar, and process improvements. Collaborate with the red-team leadership to source, sell, and close top global talent.
Misc (~35%): The red-team's needs will shift through the year. Likely stretch work includes analysis (e.g., identifying bottlenecks in our throughput, mapping the ecosystem of competitor and partner organizations), technical writing, event organizing (convenings, workshops), support on policy and government-facing work, grant applications, and ad-hoc projects that need an owner.
Requirements
You do not need to be a researcher or engineer, but you should be able to read technical reports (red-teaming, security/vulnerability etc.) and form a view on what matters, engage credibly with our technical team, and be curious enough to dig in when it's relevant.
Qualifications
Substantial program or engagement management experience (>5y) in a high-velocity technical environment (frontier labs, AI safety organizations, AISIs, technical consultancies, government program offices, or scaling technical startups).
A track record of delivering complex multi-party program to hard deadlines, with clear evidence of the judgment calls you made and the trade-offs you owned.
Comfort with the technical substance of our work.
You do not need to be a researcher or engineer, but you should be able to read technical reports (red-teaming, security/vulnerability etc.) and form a view on what matters, engage credibly with our technical team, and be curious enough to dig in when it's relevant.
Some experience with or meaningful exposure to technical recruiting — whether through sourcing, contributing to pipeline decisions, work-trial design, supporting end-to-end hiring, or crafting job descriptions.
You don't need to have been a full-time recruiter, but you should be comfortable rolling up your sleeves as a collaborative thought partner on hiring initiatives.
Experience drafting proposals, responses to RFPs, or similar written artifacts for government or frontier technology counterparts.
Strong written communication — the ability to write status updates, risk memos, outreach to candidates, and external briefs with minimal editing.
Demonstrated ability to operate with significant autonomy and good judgment in high-stakes settings.
Skills
Comfort with the technical substance of our work.
Benefits
Exceptional candidates may be offered more.
Pay
USD 125,000–190,000, depending on experience.
Schedule
Full-time.