Truth over noise.
The tagline is the working rule. We write briefs that are structured, post-mortems that are honest, and product decisions that don't survive first contact with uncomfortable data.
Careers
Build the Operating System marketing has been waiting for.
We're a small, senior team building the category from the ground up. If that sentence is an offer instead of a warning, keep reading.
What we hold
Five principles that survive contact with reality.
Operator voice first.
Every senior hire has sat in the operator seat — inside an agency, a brand, or a growth team. The product is built by people who had to use the thing they're building.
Judgement is the product.
Anyone can ship variants. The differentiator is what we decide to ship, what we kill, and when. Judgement is where the craft lives; it's what we hire for.
Brand coherence is non-negotiable.
We're building the OS that protects other brands. We hold ours to the same standard — internally and externally.
Cycle time over throughput.
Shorter loops beat bigger batches. We optimize for how fast a good decision gets into production, not for how much output the team can push through.
How we work
The operating model, in honest detail.
Small team, senior composition. We hire operators who have shipped the work before. The average experience on the team is eight years in the seat. This is deliberate: it's how we keep cycle time short and judgement cost low.
Async by default, synchronous when it matters. Standups are short and rare. Decisions get written down. Meetings are for disagreement, not for status — if it can be a doc, it is a doc.
Quarters, not weeks. We plan on quarters and measure in weeks. Long enough to ship something that matters, short enough that the plan survives contact with the market.
Production over process. A clean PR that ships beats a thorough plan that doesn't. We maintain the guardrails that keep us from shipping badly, and keep the path to production short.
Post-mortem by default. Every meaningful decision gets written up a month later — what we expected, what happened, what we learned. The post-mortems are public inside the company.
Where we work
Ciudad de México + remote, with a bias for time-zone overlap.
CDMX hub
The core team works out of Colonia Juárez. We host offsites, on-sites for new hires, and customer deep-dives from there. If you're in México City, you'll see us in person weekly.
Remote across the Americas
We hire remotely across the Americas (UTC-5 to UTC-8). Specific roles have tighter overlap requirements — stated on the role. We expect at least four hours of overlap with CDMX business hours.
Compensation
Transparent, pre-benchmarked, and written down.
Every role has a band published with the job description. The band reflects the 75th percentile of our market comp database for the role. We don't negotiate against the band — within the band, we place based on a documented level-matrix assessment during the interview process.
Equity is meaningful for every hire, weighted toward early employees. We grant on the standard 4-year vest with a one-year cliff. Every grant has a documented value at the current safe-cap, so you can evaluate the offer honestly.
Benefits match the market for the geography: private health coverage, annual learning budget, a meaningful parental-leave policy, and generous time off (including a four-week minimum we actually enforce).
Open roles
We post roles when we're actively hiring.
Hi Luca is a small team with a slow hiring cadence. We don't post roles we aren't ready to fill in the next 60 days. Right now, no open positions — we expect the next round of roles to open in the coming quarter.
Subscribe below and we'll write when a role opens that could be yours. We send one email per opening, not a general jobs newsletter.
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Open application
If you believe your skill-set is rare and relevant to our mission, and you're willing to wait for the right role, send an open application to careers@hiluca.net.
Please include: a one-paragraph note on what you've built, one sentence on what you'd like to build here, and links to work we can read. No cover letter necessary.
The process
Four stages. Scoped. No tricks.
01
Intro conversation
30 minutes with a hiring operator — not a recruiter. You leave with a clear picture of the role and the constraints. We leave with a read on whether to move forward.
02
Scoped project
Paid, 4–6 hours. We give you a realistic slice of the work, you give us a response we can discuss. No free work, no trick questions.
03
Deep-dive
Two 45-minute conversations with people you'll work with weekly. Mutual interview — your questions matter as much as ours.
04
Reference + offer
We call three of your references. You talk to two of ours. If both sides want to move forward, we put an offer on the table within 48 hours.
Typical time from first conversation to offer: 10–15 business days. Longer for senior roles.
Got a question the page didn't answer?
Email the address below. A real operator reads it; we respond within two business days.
For press, see /press. For investors, see /investors.