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Vivid is hiring two remote contractors to build its first repeatable growth loops. The roles are RSU-compensated with no cash compensation at this stage, and each starts with a defined 90-day engagement.
See 2 listed roles
Both listed roles are accepting applications now
HOW THE TEAM WORKS
CONTEXT
Write it down01
OWNERSHIP
Make the decision02
FEEDBACK
Ship and learn03
Working principles
The team defaults to written context, direct feedback, and end-to-end ownership. That creates autonomy, but it also requires people who surface uncertainty early.
Remote by default
Work is organized around clear outcomes and written context, not a shared office.
Async first
Deep work comes before meetings; blockers and decisions are documented.
Own the result
Roles include the problem, implementation, measurement, and follow-through.
Direct access
A small team means short decision paths and direct founder collaboration.
Role ledger
Each listing states the scope, compensation model, reporting line, and what the work must produce. Neither role is a co-founder position.
Own the practical work of recruiting Vivid’s first beta cohort, learning why people continue or stop, and turning those observations into a small, measurable operating system.
Turn Vivid’s existing research, free tools, and founder experience into useful distribution through career communities, resume professionals, newsletters, and partner relationships.
Ready when the role fits
Applications are used only to evaluate the selected role. Applying does not create a Vivid account or subscribe you to product marketing.
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