Solutions Engineer, Direct

About the Role

Onboarded sells to high-volume, high-complexity employers: staffing firms, franchises, and enterprises that hire thousands of people a month. Some of them will buy through a platform they already live in, like Bullhorn or Salesforce. Others will build directly to our API. Either way, someone has to sit across from them, understand how they actually run HR, prove that Onboarded can handle it, and then make it happen. That someone is you.

This is the person who owns our direct customers from the first demo through a live implementation. You'll run demos for HR audiences, scope what they need, build proof-of-concepts, configure the platform to model their workflows, and drive the implementation through go-live. Unlike our Partnership GTM model, Direct customers only have us, so the work is consultative by design. We teach them to run their own HR stack rather than making them dependent on us.

The role is deliberately varied. One day you're selling the vision, the next you're in the platform making it work, the next you're writing user stories so Product can build the thing that makes the next customer easier.

You'll operate with a lot of autonomy on a small team. That means strong alignment on the company's vision and objectives, high agency and ownership of outcomes, and little tactical guidance on exactly what to do. We want someone who sees a problem, forms an opinion, and moves. Someone comfortable pushing back and challenging how we do things when they see a better way.

You need to come from HR tech. Staffing and high-volume hiring come with unusual requirements, and the people who thrive in this role already understand them. Coming in already fluent in that world means you can add value with customers from day one.

What You'll Do

• Run demos that land with HR buyers. Lead demos across mid-market and enterprise, for customers on platforms like Bullhorn and Salesforce and for customers building to our API. You read an HR audience well, tie the platform to the problems they came in with, and show value fast. A healthcare staffing prospect should see a credentialing-ready demo within a day, not after three rounds of discovery.

• Scope, prototype, and prove. Investigate customer systems and third-party service APIs (background checks, tax credits, HRIS, LMS, and more), stand up proof-of-concepts, and show (often live, in a few minutes) how Onboarded would solve a specific request. When someone describes a need, you can say "yes, here's how" and then go build it.

• Configure the platform to fit the customer. Interpret requirements and set up Onboarded to match how a customer actually runs HR, modeling their workflows in the system instead of forcing them into a template. Configuration is a core part of this role. You'll be hands-on in the platform every week, and you should like that kind of work.

• Own implementations through go-live. You stay with the customer past the sale. You collect requirements, design the architecture with them, manage the project, and see it through until they're live and successful. The person who sells the vision is the person who makes it happen.

• Bring a product lens. Translate what you hear from customers into user stories and product requirements so engineers understand what to build, why, for whom, and how it fits the bigger picture. You'll also show Product where the platform should evolve.

• Use AI as a force multiplier and build your own tools. Use agents, iPaaS tooling, and whatever else gets the job done to move faster, and build your own solutions when it helps (Claude Code, Cloudflare, scrappy internal tools). Solutions is the heaviest user of every agent our engineers ship. We give you the best AI and the freedom to experiment with it.

What We're Looking For

• HR tech background. You've worked in HR tech or a close adjacent, and you understand the challenges of staffing and high-volume, high-complexity employers. You can be the expert in the room on HR operations, the messy middle between the ATS and the HRIS: E-Verify, I-9, background checks, credentialing, payroll handoffs. You know how to demo to HR audiences because you've done it.

• Strong grasp of APIs and integrations. You understand how APIs actually work, and you've built integrations between SaaS platforms. This is a requirement. Much of the role is connecting Onboarded to the systems customers already run. Ideally you've done this inside an API-forward SaaS business that sells both software and an API that partners and customers build to.

• Experience with ATSs and enterprise platforms. You've worked with the systems our customers live in: applicant tracking systems and platforms like Salesforce, Bullhorn, or Microsoft Dynamics. You don't need to be a specialist in any one of them. What matters is that you're comfortable getting into these platforms and understanding how customers build on top of them.

• A generalist who spans demo through implementation. You're pre-sales-oriented with hands-on implementation chops, or the reverse: a strong implementer who's done pre-sales, or someone who came up through support into pre-sales. What matters is you can do both. You don't think configuration work is beneath you, and you refuse to be a click-and-implement project manager who stops at "the customer asked, so I did it."

• Fast on your feet. This role rewards creative problem-solving in the moment. You think quickly, respond live, and stay nimble under pressure. If you do your best work only after time to research and get to a perfectly precise answer, this specific role probably isn't the right fit.

• AI-native, and opinionated about it. You can clearly articulate how agentic AI is changing how businesses buy, how people work, and how you work. This is a baseline expectation for the role, and you'll put it to work every day.

• A self-starter who challenges the status quo. You have examples of pushing your manager to think differently, articulating a better way, and getting after hard problems without being handed a plan.