About Us

About the Team

The People team at LangChain is architecting the operating system for the team behind the agents. Our charter is to make LangChain the best place to work — building the foundational infrastructure across recruiting, global rewards, performance, and AI upskilling that empowers our team to achieve our mission. We treat the employee lifecycle as a product: modular, intentional, designed for high-velocity iteration. We dogfood our own platform to automate the mundane and keep the team focused on the high-judgment work that matters.

About the Role

Our People Operations team is globally distributed. This role is our West Coast presence — the person on the ground in SF and the anchor for People Ops during US hours.

This is a logistics, compliance, and hospitality role simultaneously. A new hire's first week is a product we're responsible for, and you own it. You’re the often face of HR to employees, and are focused on solving problems for our users (employees) in a high craft, maximum agency way. The systems here are still being built, and you have an opportunity to help influence how we set up the infrastructure to scale. We’re here to build something great, and you play a key role in making that happen through the foundations of people operations.

Location/City:

San Francisco, CA — in office 5 days per week.

What You'll Do

• Own onboarding end-to-end. Run pre-boarding — documentation, account setup, background checks, and the data handoffs to IT, Payroll, and Workplace — so nothing reaches a new hire half-finished.

• Run cohort day. Facilitate our twice-monthly in-person onboarding cohorts in SF, including everything from compliance to the employee experience.

• Drive the first 90 days support structure. Run the system behind 45/90 check-in cadence, buddy program, and the onboarding survey, including closing the loop on what it tells us.

• Be the front line during US hours. Serve as the first stop for employee questions: resolve what you can, route what you can't, and drive ongoing documentation in our knowledge base so it doesn't get asked twice.

• Build the process, don't just run it. Write and maintain the onboarding SOPs, close the parity gap between in-office and remote onboarding, and build distinct paths for rehires and international hires.

• Automate your own work. Use AI to take the repetitive load off this function — status chasing, packet assembly, provisioning checklists, survey synthesis — and use ticket volume to find what keeps breaking.

What You'll Bring

• Experience: 2–5 years in people operations, HR coordination, or onboarding at a high-growth tech company, with hands-on HRIS experience (Rippling preferred).

• Compliance Fluency: Working knowledge of I-9 and employment eligibility verification, including the retention and audit requirements — plus the follow-through that casework rewards. Documents move on deadline, and you are never the reason something sits.

• Documentation-First Instincts: Your processes are written down, current, and usable by someone else. You turn a repeat question into a knowledge base article instead of answering it twice.

• AI Fluency: You already use tools to increase your leverage, and you reach for automation instinctively rather than as an afterthought.

• White-Glove Judgment: A new hire's first day is a moment that matters and you treat it that way. You handle compensation, immigration, and personal data with discretion.

• Resilient Ownership: You're comfortable on a globally distributed team and in a fast paced, build environment. When equipment doesn't arrive or a start date moves, you're calm and already solving it.

• Operating Principles: You exemplify our operating principles.

Nice to Have

• Experience standing up or rebuilding an onboarding program, not just running an existing one

• Immigration or visa coordination experience (H-1B, PERM, TN, or equivalent)

• Global onboarding exposure

• Experience with LangSmith, Claude, or a similar tools

Annual salary range: $100,000 – $110,000 USD