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About Morpho
Morpho is a leading Decentralized Finance (DeFi) lending protocol backed by a16z crypto, Paradigm, Ribbit Capital, Apollo, Vaneck, Coinbase Ventures, Variant and 50 others to build an open credit network giving anyone, anywhere, access to the best possible terms. Morpho is experiencing exponential adoption, with over billion in deposits on the network and used by institutional clients including Bitwise, Galaxy, and Anchorage Digital and the largest crypto exchanges, such as Coinbase, Binance, and Kraken. Now, Morpho is scaling its team of contributors to establish itself as the open credit network, not just of DeFi, but of the world.
Why Morpho Exists
Everyone has the potential to build something great for the world. But fulfilling that ambition almost always requires more: people willing to trust you with their capital. Yet access to capital still depends on where you live, who you know, and which institutions are willing to trust you. Even when capital is available, it sits fragmented across disconnected networks and hidden behind intermediaries. The result is a system that fails most of the people it should serve. Borrowers overpay. Lenders earn less than they should. Many are shut out entirely, not because they are unworthy of credit, but because today's infrastructure was never built to connect them. Morpho exists to solve this. Full article here.
Location
Remote (from GMT -3 up to +2 GMT)
Role
As Morpho grows, we want to keep the way we operate simple: give managers and team members the tools to make good people decisions themselves and be more autonomous and effective, rather than building a large HR function around them. You will help build the People infrastructure that makes this possible.
This is a high-ownership role at the intersection of People, operations and product thinking. You will own People products end-to-end — from understanding where managers or team members are struggling, to designing a solution, rolling it out and improving it based on feedback. This can range from making onboarding work seamlessly across teams and geographies, to improving how we manage compensation, People data or internal tools.
Responsibilities
Own the onboarding experience, coordinating managers, IT and the Ops team so every owner knows what to do and nothing falls through
Keep onboarding content current as the organisation changes, and run a feedback survey with new joiners to find what actually slowed them down
Maintain the People databases as a reliable single source of truth, with clear ownership of every update, so the team can trust the data
Structure People information so it can be accessed through AI and reduce manual requests
Keep compensation and incentives up to date with market practices
Be the go-to point for People questions from contributors and managers, answering directly or dispatching to the right owner
Turn recurring requests and friction into better documentation, process or tooling, so managers become more capable rather than more dependent on People
Take on ad hoc People infrastructure projects where they create the most leverage for managers or remove the most recurring friction
What Success Looks Like
First 30 days
You have met every manager, know the org chart, and have run your first onboardings end to end. You know where People data lives today and where it is unreliable.
First 3 months
You own onboardings: managers and new joiners know exactly what to do and when, and the content stays current without anyone chasing you. You are the first place people go with People questions, and you are tracking which ones keep coming back.
First 6 months
The People databases are accurate, structured and trusted enough to answer most questions without a manual request. New joiners rate onboarding highly, and the recurring friction you found has turned into documentation, process or tooling that removes it.
Must Have Skills & Experience
Experience in general operations (Chief of Staff, Ops Manager) or People Operations, or as a leader who has owned People topics directly
Strong analytical and modelling skills, comfortable with numbers
Track record of earning trust and managing stakeholders across an organisation, including senior ones
Tech-savvy: proactive with new tools, AI and automation
Reasons from first principles and handles exceptions with logic rather than personal discretion
Values simplicity and cuts process where process is not needed
Understands a strong culture and carries it without trying to reinvent it
Resilient to feedback on topics where everyone has an opinion
Strong ownership and autonomy
Low ego
Perks & Benefits
We design benefits around deep work and growth, so you can do the best work of your career. Expect fair, top-tier compensation, real flexibility, time together in Paris, great health coverage, and support to keep learning.
Equal Opportunity
We welcome applicants from all backgrounds and hire based on talent, potential, and values alignment.
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