Narrative and Brand Lead

Requirements

This role rewards first-principles operators, not “brand strategists who manage agencies.”
Can compress complexity into a credible narrative people repeat
Write founder voice at a high bar (specific, opinionated, true—never hypey)
Manufacture proof under constraints (can’t share everything, still make it feel real)
Have distribution instincts and the discipline to prioritize what moves conversion
Treat recruiting outcomes like product metrics (instrument → iterate)
Ship weekly. You don’t need perfect conditions
Background-wise, we’re intentionally broad. You might come from:
Writing/editing with strong operating instincts
Chief of staff / comms-heavy operator roles
Recruiting leadership with exceptional persuasion + storytelling
Product / growth / deployment strategist profiles with a comms spike
Technical program/storytelling hybrids
If your comfort zone is mostly “positioning workshops, brand decks, and agency management,” this won’t be a fit
What the job involves

Valon is building something unusually real: durable business fundamentals, hard technical problems, and a trajectory that top talent would choose—once they can clearly see and defend the bet
Your job is to make that clarity inevitable
You’ll build and run Valon’s Narrative and External Brand Engine:
A repeatable system that turns internal truth into external credibility, then distributes it through founder/company voice and trusted channels, so exceptional people across functions (engineering, product, design, recruiting, data/analytics, deployment/solutions, and more) feel confident choosing Valon
This is not “employer branding” in the traditional sense
It’s credible persuasion at scale, built for conversion, not vibes
You’ll create Valon’s messaging spine: the simplest credible story that talent repeats
Build a proof map (public vs private vs proxy proof) and a living proof bank (stories, artifacts, case studies, technical proof, “why I joined” narratives)
Turn milestones into compounding credibility (not single announcements)
Operate a weekly founder input loop (voice notes, meeting capture, interviews)
Draft → review → publish with minimal founder time
Ship high-signal content across:
Founder POV posts
Memo-style longform
Talent density stories (“why I joined”)
Technical/product deep dives (with internal partners)
Create and iterate offer-stage assets used directly in closing:
“Why Valon” deck
FAQ + objection handling
Proof appendix (metrics you can share, anonymized outcomes, architecture signals)
Role sell-sheets / pitch talk tracks
Partner with recruiting/RecOps to instrument outcomes and iterate fast:
Decline reasons
Offer acceptance
Candidate perception before first call
Distribution (in service of outcomes):
Build a lightweight distribution map (who matters, where they pay attention, what earns trust)
Drive earned/partner distribution when it clearly increases credibility with the audiences we hire from
Keep focus on owned assets that move candidates already in-funnel, then amplify the best ones
You’ll build a real system that compounds (proof → narrative → content → distribution → conversion)
You’ll work directly with founders/executives and make their time high-leverage
You’ll have clear, measurable impact on one of the most important company constraints: hiring
You’ll get to operate across the whole company—engineering, product, recruiting, leadership—turning real work into real credibility
You’ll be early enough to shape Valon’s external identity for years

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