Founding GTM Associate (Internship)

The best engineers, designers, and product people are stuck doing their own positioning and their own outreach. Athletes and actors have agents who advocate for them. Profound AI is building that for everyone else: an AI rep that knows your work, positions you sharper than you would yourself, and widens the surface area of your serendipity so the right opportunities find you.

Founded in Bengaluru, pre-seed, twelve-person team, three months from a formal launch. The platform already has hiring managers onboarded and roles live. What comes next is density: seeding the talent side with professionals who belong here before the doors open publicly.

A global category, built from Bengaluru.

Profound is three months from a formal launch. The platform has hiring managers onboarded and roles live. The missing piece is density on the talent side: enough top professionals on the platform that when the doors open, the flywheel already has momentum.

This is the person who builds that density. You will run a cold calling engine, fifty picked-up calls a day, reaching professionals who are top 1 to 5% in their field and getting them excited enough to onboard. The work is operationally intensive, repetitive, and high-judgment. You are not filling a list. You are deciding who belongs on a platform built for the best, matching them to live roles, and closing the loop so hiring managers see real candidates. Twenty to thirty top-talent onboards a month, fifteen roles fulfilled in the first month, and a sharp eye for professionals who could become design partners. IC work, three months, with room to grow if the caliber is there.

• Fifty calls a day. Picked-up calls, not dials. You run the cold calling engine at a pace that builds real density before launch.

• The quality filter. You decide who belongs on the platform. LinkedIn, conversation quality, company pedigree, college spikes; you read the signals and make the call.

• Twenty to thirty top-talent onboards a month. Not volume for volume's sake. Each person you bring on is someone a hiring manager would want to see.

• Role matching with nuance. You take the live role pool and manually match candidates to the right briefs, then hold the conversation that moves them forward.

• Fifteen roles fulfilled in the first month. You close the loop: candidate matched, conversation held, hiring manager reviewing real people.

• Design partner flags. Spot the professionals who care about the product itself, not just the opportunity, and surface them to the team as potential design partners.

• You get energized by talking to people, not drained. Fifty calls a day means you genuinely enjoy the conversation, even when the script is the same.

• You can hold your own with someone five to ten years more senior. A cold call to a Staff Engineer at Razorpay or a Group PM at CRED does not make you flinch.

• You sweat the details operationally. Targets, lists, follow-ups, notes. You do not let things slip because the work is repetitive.

• You have a nose for quality. You can tell the difference between a polished LinkedIn and a genuinely top-tier professional, and you trust your judgment on it.

• You are excited about consumer AI. Not abstractly. You follow the space, you have opinions, and you want to be inside a company building in it.

• You push past monotony. Day 14 looks a lot like day 1. You find the discipline to keep the clip steady and the quality high.

• You think beyond the task. You spot patterns in what candidates say, suggest new sourcing channels, and bring ideas on how to reach more of the right people.

• You are in Bengaluru and can start immediately. This is hybrid, and the team needs you onboarded and running within a week.

• Ownership from day one. You are not shadowing. You pick up the phone and run the engine yourself.

• Earn trust in a ten-minute call. The product is new. You learn to explain what Profound does and why it matters in the time it takes someone to decide whether to hang up.

• Sweat the details, then zoom out. Hit the daily call target, keep the notes clean, and then bring the patterns you are seeing to the team.

• Quality over volume, but volume matters. Fifty calls is the floor. Who you bring through those calls is the ceiling.

• Ideas are welcome and acted on. Relevant suggestions on product, positioning, or sourcing go straight onto the GTM and product roadmap.

• Small team, high surface area. Twelve people, pre-launch. You sit in the founder's office and see how a category gets built.

Pre-seed, three-month internship with flexibility to extend. Stipend plus incentives. A front-row seat in the founder's office during launch phase, direct exposure to GTM, positioning, and talent strategy. The seat is small; what you learn and prove here is not.