What You Will Own (Key Responsibilities) 1. Organizational System & Accountability Build the operating rhythm of the company (OKRs, weekly reviews, reporting systems, alignment cadence) Clarify roles, responsibilities, and ownership across the org Implement mechanisms that improve execution and reduce management friction 2. Performance & Consequence Framework Build a transparent KPI / OKR system tied to rewards and consequences Install performance reviews, PIP/exit mechanisms, and reward top performers Drive a culture of responsibility, speed, and outcomes — not activity 3. Talent Engine (Hiring + Onboarding) Build a scalable hiring pipeline and interview scorecard for A-player recruiting Oversee end-to-end hiring, with a focus on quality, speed, and cultural fit Deliver a 14-day onboarding and 90-day ramp-up system so new hires perform fast 4. Culture & Values Build rituals that strengthen identity, communication, and transparency Protect team cohesion and reduce organizational noise 5. People Insights & HR Infrastructure Set up HR policies, SOPs, and people analytics to track performance and efficiency Partner with leadership on organizational design and headcount strategy Improve people ROI (output-per-head) quarter by quarter What Success Looks Like (6–12 Month Outcomes) A clear organizational structure with no overlapping ownership A performance-driven culture with reward/penalty clarity A repeatable hiring and onboarding system that produces A-players Reduced founder management load and higher org self-sufficiency Higher execution, less drama, faster alignment across teams Requirements 4+ years in HR, HRBP, or People Ops in a fast-paced startup Experience building systems, not just maintaining HR processes Strong command of performance management, hiring, and culture-building Fluent Chinese + working English Web3 or high-growth tech experience preferred Outcome-driven. High standards. Zero politics. Extreme ownership mindset.
What You Will Own (Key Responsibilities) 1. Organizational System & Accountability Build the operating rhythm of the company (OKRs, weekly reviews, reporting systems, alignment cadence) Clarify roles, responsibilities, and ownership across the org Implement mechanisms that improve execution and reduce management friction 2. Performance & Consequence Framework Build a transparent KPI / OKR system tied to rewards and consequences Install performance reviews, PIP/exit mechanisms, and reward top performers Drive a culture of responsibility, speed, and outcomes — not activity 3. Talent Engine (Hiring + Onboarding) Build a scalable hiring pipeline and interview scorecard for A-player recruiting Oversee end-to-end hiring, with a focus on quality, speed, and cultural fit Deliver a 14-day onboarding and 90-day ramp-up system so new hires perform fast 4. Culture & Values Build rituals that strengthen identity, communication, and transparency Protect team cohesion and reduce organizational noise 5. People Insights & HR Infrastructure Set up HR policies, SOPs, and people analytics to track performance and efficiency Partner with leadership on organizational design and headcount strategy Improve people ROI (output-per-head) quarter by quarter What Success Looks Like (6–12 Month Outcomes) A clear organizational structure with no overlapping ownership A performance-driven culture with reward/penalty clarity A repeatable hiring and onboarding system that produces A-players Reduced founder management load and higher org self-sufficiency Higher execution, less drama, faster alignment across teams Requirements 4+ years in HR, HRBP, or People Ops in a fast-paced startup Experience building systems, not just maintaining HR processes Strong command of performance management, hiring, and culture-building Fluent Chinese + working English Web3 or high-growth tech experience preferred Outcome-driven. High standards. Zero politics. Extreme ownership mindset.
面议
Map For Jobs — Web3行业的求职地图