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Salary: USD 260,000 - 375,000 / annual
Mintlify is a documentation platform serving 100M+ developers annually and powering docs for 20,000+ companies including Anthropic, Microsoft, PayPal, Spotify, and Coinbase. The company recently raised $45M Series B led by A16Z and Salesforce Ventures and is at 65 employees, scaling rapidly.
As Head of People, you'll build the people infrastructure and organizational foundation needed to support growth from ~65 to 150+ employees. You'll partner directly with founders and the executive team on workforce planning, org design, and people strategy. Your primary outcomes are retention and employee engagement.
Key responsibilities include: developing and executing people strategy across compensation, performance management, and compliance; building listening infrastructure to surface people health signals weekly to leadership; owning retention and engagement with early risk identification; ensuring compliance across all jurisdictions; establishing compensation philosophy including benchmarking, bands, and equity refresh strategy; designing and running performance cycles; coaching and developing the manager layer; and serving as a confidential resource for employees on sensitive matters.
You'll own the strategy layer while People Ops handles day-to-day execution (onboarding, HR admin, payroll). This is a high-impact role at a critical inflection point where informal management channels are breaking down and structured people infrastructure is essential.
The ideal candidate has 8–10+ years of progressive People/HR experience with 3+ years in a leadership role. You should have a track record of measurably reducing attrition through early risk intervention, experience running structured listening programs, and deep fluency in compensation (benchmarking, bands, equity). You've navigated the 50→150+ scaling transition, run full performance cycles end-to-end, and have multi-state and international employment expertise. Executive-level candor with founders and exceptional discretion in sensitive situations are essential. Experience coaching first-time and mid-level managers with measurable improvement is required.
