People Operations


Washington, DC, USA Remote

Full time

Oct 8

This job is no longer accepting applications.

We are looking for our first People Operations hire who will play an instrumental role in recruiting top talent and crafting the employee experience at GreyNoise.

About GreyNoise

There are hundreds of cybersecurity companies telling their users what to worry about. GreyNoise is the only cybersecurity company telling users what NOT to worry about. GreyNoise is an early-stage cybersecurity company trusted by hundreds of companies and thousands of free users to:

  • Increase security analyst efficiency
  • Discover compromised devices
  • See emerging threats more quickly

We do this by collecting, analyzing and labeling data on IPs that saturate security tools with internet noise, delivering this data to users via UI and APIs. The unique perspective and context we provide helps analysts confidently ignore irrelevant or harmless activity, creating more time to uncover and investigate real threats.

GreyNoise is a venture funded startup headquartered in Washington DC, and was recently named a “Cool Vendor” by Gartner.

What You Will Own

  • Help create a seamless onboarding and offboarding experience for employees
  • Lead the management of relationships with recruiters
  • Be the point of contact for questions related to HR -- policies, benefits, etc.
  • Own candidate pipelines and provide internal stakeholders with real-time updates and visibility
  • Own our HRIS (Gusto) to manage expense tracking, benefits, updates to employee information
  • Manage our applicant tracking system and help liaise with teams to schedule interviews / collect feedback
  • Manage state registration filings and necessary paperwork for new hires
  • Identify and recommend methods to automate, simplify, and enhance processes, procedures, and technology to support the full cycle employee experience
  • Process employee changes, I-9 requirements, and reference checks
  • Research HR best practices, new employee perks, benefits providers, etc. to continuously improve the workplace environment

What You Will Partner On (varies based on experience)

  • Creating an overall hiring strategy
  • Implementing best-in-class, scalable DE+I recruiting strategies + initiatives
  • Working across the talent lifecycle, helping build talent pipeline / conduct talent outreach
  • Defining a compensation budget and annual performance targets
  • Helping institute ways to further professional development of employees, both inside and outside of the workplace
  • Driving a performance review process that ensures continuous development, growth, and feedback
  • Writing job descriptions and managing job postings across various platforms
  • Tracking benefits utilization and overall employee engagement
  • Planning and execution of special events such as benefits enrollment, organization-wide meetings, team bonding initiatives, onsites, and offsites

What You Should Bring

  • 3-7 years of work experience in people operations / HR, preferably at a tech company
  • Demonstrated success as an HR generalist supporting a growing team
  • Working knowledge of and skills in multiple HR functional areas including: Benefits, HRIS, payroll, compliance, employee relations, and policy creation
  • Highly detailed and process-oriented; able to handle confidential data with complete discretion
  • Strong collaboration skills and desire to deliver excellent customer service to colleagues
  • Entrepreneurial mindset – proactive, persistent, collaborative, and excited to work with ambiguity
  • Fantastic manager of deadlines and competing priorities, moving with urgency and focus
  • Able to easily build trust-based relationships with employees at all levels/units across the organization

Nice to Haves

  • A proven track record of building teams through recruiting strategies and candidate outreach 
  • Specific experience with benefits administration and oversight

A Few of Our Operations Principles

PpOps = HR & People; FinOps = Finance; StratOps = Strategy

  • (PpOps) Healthy metrics drive business. Fantastic people drive metrics. People are the core of value creation
  • (PpOps) An exceptional employee experience is expected and mandatory. There are no two ways about it
  • (PpOps) A great culture is a destination we should always be chasing
  • (StratOps) Urgency without accountability and execution is urgency for urgency sake
  • (StratOps) Organizational chaos kills the finest of companies
  • (StratOps) Build. Assess. Rebuild. At every stage of the company, we will build new processes, assess viability of existing ones, and rebuild broken ones
  • (FinOps) Informed investors are better evangelists than uninformed investors
  • (FinOps) Healthy balance sheets buy you sovereignty
  • (FinOps) The size of the total addressable market only matters when you're raising money or approaching saturation


💵 Equity in a high-growth, seed-stage startup

👩‍⚕️ Competitive health, dental and vision plans, as well as 401k with 6% employer match

🏖 Unlimited paid time off. To encourage time off from work and ensure overall employee health and wellness, GreyNoise requires each employee to take at least 120 hours of PTO (3 weeks) annually, including at least five consecutive business days

🌎 Remote-first culture. While we our headquartered in Washington DC, we have a distributed workforce -- with half of our team working remotely from across the US. We only support US residents at this time, but hope to extend support globally in the future

💻 Equipment budget. Every new employee gets $4,000 to spend on equipment, so you can pick whatever works best for you

👼 Paid family leave for all employees

📚 Learning & development budget. All employees receive an annual $5,000 stipend for professional development related to their job function. The stipend can be applied to tuition, books, conferences, and more

🌴 Company offsites and quarterly fun budgets to encourage team bonding 

GreyNoise Culture

The hallmark of any great company is a palpable and viscous culture. The most important pillars of our culture are as follows:

  • Be transparent
  • Empathize deeply with the customer
  • Pain can teach us everything
  • Be clinical
  • Be honest about the good and the bad
  • Compromise is good and necessary
  • Identify what matters, ignore everything else
  • Be scrappy
  • No such thing as a million dollar idea, only million dollar execution
  • Be better than the day before

Check out our (work-in-progress) longform culture document


Any security product that is a “black box” that asks you to blindly trust it should raise red flags - we believe the same is true of your place of work. We obviously think GreyNoise is doing something unique, but don’t take our word for it - ask any of our 70+ enterprise customers, investorsthousands of happy users, or dozens of journalists who have cited GreyNoise over the past few years.

Why You Should Work at GreyNoise 

  • You enjoy identifying and solving hard problems
  • You are comfortable taking an idea from concept to customer
  • You are open to both explaining your stance and questioning others in a clinical, open-minded, and respectful manner
  • You want to directly impact users
  • You want to grow beyond your current skill set

Why You Should Not Work at GreyNoise 

  • You need well defined processes and responsibilities
  • You prefer solving problems on your own instead of with a team
  • You like knowing exactly what to expect day-to-day
  • You don’t want to get your hands dirty
  • You want to be the smartest person in the room

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GreyNoise tells security analysts what not to worry about