Founding Head of Marketing & Sales ($135,000 - $165,000 + Equity)

Students walk into their buildings, hallways, and classrooms completely unaccounted for. As recent-ish public schoolers, we know the drill: put a backpack on, look the part, blend into the crowd. Teachers took attendance manually.

They gave us blocks of wood and tissue boxes for hall passes. Finding one student meant logging into an attendance portal, calling into a classroom, and hoping. We also know what it's like to hear about a school shooting and start texting friends, wondering if you'll get a reply.

MOOV is our hope to make schools safer and seamless. It's an entirely new category in education technology: a student movement OS.

A principal at one of the biggest high schools in America was asked what would happen if MOOV were removed. He said his school could not function. Security Directors have said verbatim that MOOV "is a need, not a want." We grew 252% last year, and we're breaking into some of the country's biggest districts.

We did all of that without a sales team. That is the entire reason this job exists.

Our mission is a relentless pursuit to reshape the schools that shaped us: saving time and saving lives.

The job

Right now, growth happens because a principal in one county tells a principal in the next one, and because we shake hands at conferences. That works. It also does not scale, it is not measured, and it means our number depends on which rooms we happened to stand in.

You oversee the brand, pipeline, conferences, outbound, content, the website, and the motion that turns a conversation into a signed PO. You will build the engine, run it yourself first, and then hire under it.

Own the conference motion end to end.

A huge growth strategy for us has been conferences. Manning a booth in an exhibit hall, pitching potential prospects walking by. We need someone to not only find and plan them, but also cold-approach and wander the exhibit hall finding prospects.

Figure out outbound.

Cold outreach has not worked for us. That is either a problem or an opportunity depending on who is reading. We want someone who will run real experiments against superintendents, principals, technology directors, and security directors, and find the message that lands.

Build the brand in public.

Nobody is searching for a student movement OS, because the category does not have a name yet. We have to name it and own it. That means founder-led social, short-form video, LinkedIn, and showing up wherever superintendents and security directors actually read.

Make the product the content.

A student tapping into school is visual. A building heat map is a story. Almost none of them are captured. Get them, with district permission and never a student's face, and make them work everywhere: the site, the deck, the booth, the feed.

Make word of mouth a system, not luck.

Our best channel is a happy Security Director talking to another Security Director. That is currently an accident. Turn it into a referral program, a reference network, and case studies with real numbers in them, so the thing that already works stops depending on whether we remembered to ask.

Know the product.

Readers, kiosks, handhelds, cards, software. You need to be fluent in it all, and comfortable quoting a district a number that includes everything it actually takes to go live.

Learn the buyer.

K-12 is not a normal market. Budget cycles, board approvals, purchase orders, bond money, and grants decide when a deal closes, not how excited a principal is. The calendar is unforgiving, and August is when everything lands at once.

Build the team behind you.

We expect this seat to hire its first rep inside a year, with a playbook ready for them.

What you're walking into

We would rather you hear this from us than find it in week one.

There is no sales team, no CRM discipline, and no attribution. Marketing is two founders posting when they remember to. Our website converts, but nobody has ever tested why. Cold outreach has been tried and has not worked, and we do not fully know whether that is the channel or the execution.

The good news is the product is genuinely loved, we have references who will pick up the phone, and we are growing fast without any of the above. You are being asked to stop leaving demand on the table.

None of this embarrasses us. It is what year two of a fast company looks like.

How we'll both know it worked

By week two: you can name all of our customers, why each one bought, and which of them will act as a reference. You have sat in on a demo and run part of one.

By month three: pipeline exists somewhere other than someone's head. Every open opportunity has an owner, a stage, a number, and a next date. You can tell us what a meeting costs us and which channel produced it. Something you made has been seen by people who do not know us.

By month six: we know our cost to acquire a district and our sales cycle length, and both are moving in the right direction. Conference season is planned rather than improvised. Content ships on a cadence whether or not a founder is in the mood. You have written the playbook the first rep will run.

This is a fast-track role.

We check in formally every 30 days, and the honest ceiling on this seat is leading revenue at MOOV. We promote execution, quickly, and we would rather build our leadership team out of people who earned it here.

Who you are

• You're better than us. We don't have to push you; you push us. You're asking us to keep up.
• You care deeply. Not about "the funnel" in the abstract, but about whether a specific kid in a specific hallway is accounted for. This product is easy to sell honestly. Do not sell it any other way.
• You have closed things yourself. You carried a number and hit it, and you can walk us through a specific deal from first contact to signature, including the part where it nearly died.
• You have built an audience from zero, for a company or for yourself, and you can show us the account.
• You can shoot and cut something on your phone. You are not precious about production value, and you have taste.
• You write like a person, not a company. You can also write well enough to send to a superintendent without anyone editing it.
• You are credible in a school building. You can hold a room of skeptical administrators without being condescending to them, and you know the difference between what a principal cares about and what a business official cares about.
• You're high agency. A district's board meeting moves up two weeks, and the deck isn't built. You move. And then there is no next time, because you built the thing that catches it earlier.
• You take accountability. When a deal is lost, you can say precisely why, and the reason is not "budget."
• You measure. You would rather know your cost per meeting than have an opinion about it.
• You scope before you execute. Handed an unfamiliar market, your first move is finding out what it actually is, not two confident quarters in the wrong direction.
• You use AI as leverage and own the output. If a prompt misses something, that's your miss, not the tool's. You can tell us about a time AI got something wrong and you caught it, because you were checking.
• You're confident without needing to win. You'll push back on either of us with evidence, and take a "no" without wilting or sulking.
• You have 1-3 years selling or marketing something real, ideally into schools, districts, government, or another long-cycle institutional buyer.
• Helpful, not required: you've sold hardware and software together. You've built a referral or reference program from nothing. You've run a brand account that actually grew. You've been a first or early commercial hire.

The hours, and why

This job is in our Brooklyn office at 15 MetroTech Center, five days a week, 7am to 7pm. Why 7am? That's when our schools start. Why 7pm? That's when schools on the West Coast end. You'll also be out at schools and conferences several times a month, travel covered.

We are flexible and accommodating, but we are not aiming to be good, or even great. We will be the greatest system a school has ever used. Lives are on the line. We believe we can help prevent the next school tragedy. This is what it takes.

Compensation

We'll offer you a choice between three packages: more cash and less equity, more equity and less cash, or somewhere in the middle.

• Base: $135,000 - $165,000
• Equity: 0.30% - 0.50%
• Health, dental, and vision coverage
• Lunch every day, and dinner if you're here late
• Daily commuter stipend; school and conference travel covered
• Unlimited PTO
• Access to whatever tools you need, plus a monthly book budget
• Regular team offsites
• Relocation stipend if you're moving to New York for this

How hiring works

• Intro call, 25 minutes with Kevin and Samera.
• In person, with both of us. A conversation, not a presentation: walk us through one deal you closed end to end and one you lost that was your fault, in real detail. Bring something you made that you're proud of.
• A paid day in our office. You spend a full day with us on a real MOOV problem: an actual prospect list, our real materials, and a conference coming up. Build the plan, make one piece of content, run a live demo segment for us, and walk us through it at the end of the day. We pay for your time because we're asking for real work. Ask us as many questions as you want. This is the part we weigh most heavily, and it's the part where you find out whether you want to work here.
• References, then an offer, usually within 48 hours of your day with us.

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