GC AI is the legal intelligence platform built for in-house legal teams and companies. Your decisions shape the product, your impact is immediate, and you own your work from day one.

More than 2,100 companies run their legal work on GC AI, including 300+ public companies, 75+ unicorns, and teams at Nestlé, Hitachi Digital, Lockheed Martin, Miro, Bass Pro Shops, Riot Games, SKIMS, Liquid Death, Vercel, TIME, and Post Holdings. The platform holds an 80 NPS, more than double the B2B SaaS industry average, reinforcing GC AI as the leading legal AI platform for companies of all sizes.

GC AI has doubled ARR in six months. We won #1 Highest Customer Satisfaction at the 2026 SaaS Awards. Our investors include Scale Venture Partners, Northzone, Sound Ventures, and Guillermo Rauch, CEO of Vercel.

You’ll define how things get built, not follow someone else’s playbook. Six principles guide how the team works:

📈 1% Better Every Day: small, compounding improvements across everything you ship.

❤️‍🔥 Customer Obsession: start with the customer and work backward.

🚀 Ship Today: bias toward action and iteration over perfection.

🧗 Find a Way: resourcefulness and ambition over constraint.

🤝 Care: be direct, like an honest friend, even when it’s uncomfortable.

🎯 Own It: full accountability, proactive communication, and attention to detail.

About the Role

As our VP of People, you will lead GC AI's People function end-to-end through a period of rapid, sustained scaling. You'll report to our COO and partner directly with our CEO, Executive Leadership Team, and senior leadership to build the infrastructure, organizational practices, and leadership capabilities GC AI needs for its next phase of growth.

This is a builder's role. You're joining at an inflection point: GC AI has scaled quickly, and we are building many of the People systems, programs, and operating rhythms needed to support our growth. You'll inherit strong People and Talent teams and own both functions, setting the strategy, operating model, and priorities for how GC AI attracts, hires, develops, and retains exceptional talent. You'll also have a leadership team that wants to invest, with significant opportunity to determine what needs to exist, establish the roadmap, and build it.

You'll need to be equally comfortable advising executives on challenging organizational decisions, coaching a manager through a performance issue, designing a compensation framework, and getting into the details of an HRIS implementation. You'll build the team around you but will also be in a hands-on leadership role.

What You'll Do

Quickly assess our current People landscape: team, systems, policies, compliance, manager practices, organizational risks - and build a clear, sequenced roadmap for what GC AI needs now versus later.

Own the People function end-to-end, including HR operations, talent, benefits and total rewards, compliance, employee relations and talent acquisition.

Hire, build, and manage the People team as we scale.

Partner with our CEO, COO, Executive Leadership, and cross-functional partners in Finance, Legal, and functional leaders on organizational design and workforce planning, including headcount, team structure, role clarity, and evolving leadership needs.

Coach executives and managers through organizational, performance, and people challenges, while building practical programs that make great management more consistent across the company.

Own the Talent function, connecting workforce planning, hiring, leveling, and compensation to create clear guidance and consistent practices for recruiters and hiring managers.

Own benefits and total rewards, including open enrollment, PEO and international benefits administration, compensation philosophy, job architecture, leveling, and compensation frameworks.

Drive performance management, calibration, feedback, and promotions, connecting performance, leveling, development, and compensation decisions.

Lead employee relations, including performance and conduct issues, leaves, accommodations, investigations, and exits, partnering closely with Legal on compliance and risk.