Patlytics is the premier and market leading end-to-end platform for the entire patent lifecycle. The platform integrates AI-powered solutions that accelerate infringement and invalidity analysis, patent application drafting, office action analysis, and portfolio management/IP strategy.
Backed by SignalFire, N47, and Google's Gradient Ventures, Patlytics is the most capitalized AI-native IP platform with total funding of approximately $65 million, raised in under two and a half years. Patlytics is trusted by the world's most innovative companies, over 40% of Am Law 100 firms, and multiple top Legal 500/Chambers-ranked IP practices, including Quinn Emanuel, McDermott Will & Schulte, Foley & Lardner, Canon, Rivian, Xerox, Asahi Kasei, and TaylorMade. The matters these firms bring to Patlytics are among their most critical: strategic patent prosecution, active litigation, and high-stakes licensing negotiations. Faced with record claim volumes and growing case complexity, practitioners trust Patlytics to scale their output without compromising the precision their clients, the courts, and their firms demand.
With teams across the globe we're building a global company fueled by exceptional talent and bold ideas. Our rapid expansion is driven by people who bring entrepreneurial energy, intellectual curiosity, and a shared commitment to setting the global standard for AI-powered IP intelligence. This is a rare chance to help define a new category in real time – the work is ambitious, the bar is high, and the opportunity for growth is unmatched.
Role Overview
The Head of People runs our people function: HR systems, compliance, compensation, performance, and hiring.
Day to day, that means administering Rippling and Ashby, running compensation and performance cycles, keeping us compliant across the states and countries we operate in, handling employee relations, and owning hiring for our most important roles. You'll extend our job architecture and comp bands as we add teams and geographies, and work with managers to make sure our programs are used consistently.
You'll work closely with our CEO on leveling and compensation decisions, org design, and sensitive employee situations. This is a hands-on role that we expect to grow into a team.
What You'll Do
Own People Operations infrastructure end to end — HRIS (Rippling) administration and data integrity, job architecture maintenance, workflow automation, and the reporting leadership uses to make headcount and comp decisions.
Run and evolve the compensation framework: leveling, bands by job family, equity guidelines, offer construction, and the annual review and refresh cycles that keep it credible.
Operate the performance program — review cadence, calibration, promotion decisions, and manager enablement — and drive the adoption that determines whether it works.
Own employment compliance across all jurisdictions, including I-9 and work authorization, wage and hour, leave, required trainings, policy upkeep, and the people-side evidence supporting SOC 2 and customer security reviews.
Manage global employment operations across US and international entities, partnering with counsel, EOR providers, and finance on classification and benefits.
Own recruiting: ATS (Ashby) administration, interview process quality, scorecards, pipeline reporting, and hands-on execution on the searches that matter most.
Lead employee relations with judgment and discretion — performance management, investigations, terminations, and the conversations that require a steady, credible partner.
Partner with the CEO and executives on workforce planning, organizational design, and the people implications of how the company grows.
What You'll Bring
8+ years in People Operations, HR, or Talent, including time owning the function at a high-growth technology company.
Deep hands-on HRIS and ATS fluency — you administer these systems yourself rather than supervising someone who does. Rippling and Ashby experience is a strong plus.
Experience running compensation cycles, leveling decisions, and job architecture in a venture-backed environment, including equity structures.
Strong command of US employment compliance across multiple states, and ideally international entities.
Sound judgment and discretion in employee relations. You've handled sensitive situations without drama and without exposure.
Recruiting credibility across technical and go-to-market roles.
The discipline to work inside an existing system — improving what's there and extending it as the company grows, rather than rebuilding it to your own preferences.
Bonus: SOC 2 or similar audit experience; background in AI, legal tech, or another domain requiring specialized talent.