PR and Communication

You're the person reporters call back. You've placed stories that mattered, killed stories that would have hurt, and you know the difference between coverage and noise. You write fast and you write well. You can take a complicated technical idea and make it land in a sentence a busy editor will actually use.

Viktor is getting traction. Paid spend is climbing, the product is winning demos on its own, and the story is starting to travel without us pushing it. That's the moment communications starts to matter — not because nobody's heard of us, but because more people are about to, and the question is whether we shape what they hear or let the market do it for us.

We're hiring, raising, and selling at the same time, and all three get easier when the right people have the right impression of us before we walk in the door.

You'll be our first communications hire. No team. No agency on retainer to inherit. You build the entire function: how we tell our story, how we work with press, how we show up when something goes wrong.

• Own the narrative. What our team stands for, what we're building, why now. Most of this is in the co-founders' heads or scattered across decks. You make it coherent and consistent.

• Run press. Build the relationships, place the stories, manage the announcements — funding, hires, product launches, customer wins. You decide what's worth saying and when.

• Write. A lot. Founder posts, customer stories, internal memos that go external, the careful sentence at the bottom of an announcement. The voice is yours to shape and protect.

• Handle the hard moments. Outages, mistakes, a story that goes the wrong way. You're calm, fast, and honest. You know what to say and what not to say.

• Build the surface area. Podcasts, conferences, op-eds, the co-founders' voices on platforms that matter. You don't chase coverage for its own sake. You pick the rooms worth being in.

• Work shoulder-to-shoulder with the co-founders. Fryderyk is more often the public face of the company. You shape what he says, when he says it, and where. Peter will be more selective about appearances — you make sure the ones he does count.

• When we announce something, the right outlets care.

• Reporters in the AI beat know who we are and call us when they're writing a story we should be in.

• Recruits show up to interviews already knowing the story. Customers do too.

• When something goes wrong, it doesn't get worse because of how we handled it.

• The co-founders stop drafting press themselves. Not because they lost interest, but because you're better at it than they are.

• 7+ years in communications, with at least 3 years leading PR at a high-growth startup or in-house at a tech company that punched above its weight.

• Real reporter relationships. Not a media list. People who pick up when you call.

• Excellent writer. You can produce a clean draft fast, and you know when to push back on a founder's instinct without losing the voice.

• Founder mentality. You're building a function, not inheriting one. You thrive with ambiguity, move fast, and figure things out.

• Remote, Warsaw, or Munich. Work fully remote, or join us in our Warsaw or Munich office. You'll travel for the work — reporter meetings, conferences, founder appearances — but where you live is up to you.

• The story you shape will define the company. AI is a noisy market. The companies that get the narrative right early have a permanent advantage. You're not doing PR. You're choosing how the world sees us.

• The product makes the story easier. We're building AI agents that do real work for real businesses. Reporters want to write about this category, and our angle is genuinely interesting.

• The co-founders already believe communications is strategic. You won't spend your first six months convincing anyone that this matters.

• You've worked in AI, developer tools, or enterprise software and know the beats and the reporters.

• You've taken a relatively unknown company to the point where everyone in its market knew the name.

• You've worked somewhere the founders were the public voice and you loved shaping it, not fighting it.

Small team, high trust, low process. Decisions are made by owners, not committees. You will ship your first week. You will talk to users your first day.

We don't do alignment meetings or stakeholder syncs. We build things, see if they work, and iterate.

We're one of the fastest-growing companies in the world. The product works. The market is pulling.

This is a rare window: everyone here owns something real. Not a task. A surface of the company that customers depend on.

That doesn't last forever. Right now, it's still true.

Top-of-the-market salary and the kind of ownership that only exists at this stage.

The best work happens when you're in the room. Munich, New York, and Warsaw. Remote for some roles.