<aside> ℹ️ Core values only become real when they shape who you hire. This page translates your brand strategy into the hiring decisions that will most define your company. The brand-dependent parts of the job description are written for you. The role-dependent parts are bracketed and left for you to fill in.

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Hiring philosophy

The person who belongs at Brand Surface is not drawn to building software. They are drawn to the problem of getting founders to say true things out loud. They find surface answers irritating, not acceptable. They believe that the most important work is the work that happens before anything is visible, and they are quietly, consistently uncomfortable with anything that trades depth for ease. If they have ever pushed back on a client or a colleague because the answer was too clean, they will recognize this place immediately.

Job description template

<aside> 📄

Job title: [Your role here]

About the role: [Responsibilities, requirements, location, compensation]

About Brand Surface: Most tools tell founders that brand is a visual problem. Brand Surface is built on the opposite conviction: that brand is a philosophical one, and that no logo, color palette, or tagline means anything until the idea at the center has been found. We encode expert brand strategy methodology into an adaptive discovery process that knows when to push, what signals matter, and where the real idea is hiding. We are a pre-seed company, a very small team, building the instrument that lets any founder start from the center out, before they build anything else.

You'll thrive here if:

• You treat a vague answer as an invitation, not a conclusion
• You believe difficulty is part of the product, not a problem to be designed away
• You care more about what a thing means than what it looks like
• You hold the line between a strategy that reads well and one that works on Monday morning
• You listen for what someone reaches for when they stop performing
• You treat soft language in your own work as a first draft, not a final position </aside>

Interview questions to test for values fit

• You treat a vague answer as an invitation, not a conclusion
• You believe difficulty is part of the product, not a problem to be designed away
• You care more about what a thing means than what it looks like
• You hold the line between a strategy that reads well and one that works on Monday morning
• You listen for what someone reaches for when they stop performing
• You treat soft language in your own work as a first draft, not a final position