Office Manager

Endeavor is real-world enterprise AI.

Our software is the distribution layer for powerful AI models that will build the world.

Our belief is that AI will power many applications in legal, healthcare, and finance. But none are more important than building AI that can build the world around us. Especially the physical infrastructure that will accelerate the development of AI.

We focus on the building materials market, which is suffering from manual quoting, order entry, and pricing. These are a double whammy. They lose revenue for missed quotes and mispriced products. And they pay tons of people to make quotes and enter orders. AI solves that, so our product is flying off the shelves. After we dominate this market, we’ll go to other industries. But we have to win this market first - if we don’t, we don’t get to the next level.

While labs build the models of the future, we build the last-mile delivery for them. We must model complex environments, deliver reliable results, and bridge the gap between models and the antiquated ecosystems in which they must operate.

Our Principles

• One team, one fight. Small companies fail for a hundred reasons. Being internally misaligned shouldn't be one of them. We think like owners of the whole business — the question is always how we win. We're fighting the world, not each other.

• Strong convictions, loosely held. Show up with a point of view and hold that view loosely enough that better evidence can move it. The best ideas come from candor and debate.

• Default to open. Our clients trust us with their hardest problems and we extend that same trust internally. Information here is open by default — data, context, the reasoning behind decisions — because you can't own an outcome you can only see half of.

The Role | Office Manager

We're opening up in Chicago, and right now the Chicago office is a handful of people, a lease, and a lot of potential.

You'd be the person who turns that into somewhere people are genuinely glad to show up.

That's not a small thing and we don't want to undersell it. The first fifty people who walk through that door are going to form their impression of this company in about ten minutes — from whether their laptop was ready, whether someone knew their name, whether the place felt like it had been thought about. You're the person doing that thinking. Every new hire's first day, every candidate's first visit, every Monday morning for the next year: that's yours to shape.

What You Bring

• 2+ years running an office, coordinating operations, or something adjacent where you were the person keeping the plates spinning. If you came up through hospitality, events, or front-of-house, we'd love to talk.

• Real warmth with follow-through. Warmth makes a nice first week and follow-through is what makes someone still feel supported in month six. We need both.

• Comfort with a blank page. There's no playbook here yet which means you'll be deciding things like what onboarding looks like and which vendor we use without much precedent to lean on. If that sounds fun instead of stressful, you'll like it here.

• Genuine organization. Things don't get dropped; you can hold twenty small threads and have none of them fall

• Discretion. You'll be around sensitive things — compensation conversations, someone having a hard week, a hire that isn't working out. People need to know that what they tell you stays with you.

• A bias toward doing. When you spot the problem, you fix it or you flag it. You don't wait to be asked.

Compensation: $65,000 to $85,000 base salary plus equity and benefits.