AI Enablement Lead

AI Enablement Lead

Firecrawl is looking for someone to own how we use AI internally. The thesis behind the role: a company's output used to scale with headcount, and ours scales with tokens, meaning how much compute we run and how well we turn it into shipped work. A small team that does this well operates like one several times its size, and the ceiling on that isn't budget, it's adoption. You'll set up and maintain the agent harnesses, configs, and model routing every team runs on, revenue first, get the people who barely use agents onto them, and work straight from our token spend data to find who's burning it without output and who isn't using enough.

Most of this work is people, not config. Getting someone to hand real work to an agent means asking them to change how they've worked for years, with tools that feel unfamiliar and sometimes threatening. You'll need EQ as much as technical depth: reading who's stuck and why, meeting people where they are, and staying with them until it sticks. You'll still live in the tools yourself, write the code when the harness falls short, and teach by showing. You'll be measured by who's using agents well now who wasn't before.

Salary Range: $235,000–$260,000 USD/year

Equity Range: Competitive equity. Details shared during the process.

Location: San Francisco, CA (SF HQ). Hybrid, onsite 3+ days a week.

Job Type: Full-Time

Experience: 4+ years

Work Authorization: Open to candidates already authorized to work in the US. We also support H-1B transfers, F-1 OPT and STEM OPT, TN (Canada and Mexico), and E-3 (Australia). We’re not able to sponsor new H-1B visas for candidates outside the US.

About Firecrawl

Firecrawl is the easiest way to turn the web into data AI agents can use. One API call converts any URL into clean, LLM-ready markdown or structured data. It's the boring-hard problem everyone building with LLMs eventually hits, solved.

In September 2026, we raised a $75M Series B led by Smash Capital, and we're spending it building the largest repository of knowledge in the world. We hit 8 figures in ARR in year one and more than doubled it in year two. We have 192k+ GitHub stars, putting us in the top 40 repositories of all time, and developers, agents, and category-defining AI companies build on us every day. Growth like this is rare, and we're just getting started.

We're a small team punching far above our weight. Everyone here owns a real piece of the product and company, end to end, and runs it themselves. No hiding behind process or headcount.

This is a place for people who want to work at the frontier: an AI company building the infrastructure other AI companies run on, not one bolting AI onto an existing product. We move fast, go deep, and are building the tools superintelligence will rely on to gather data from the web. That library is called Alexandria, and it starts now.

What You'll Do

Own the internal AI stack: the agent harnesses, configs, shared skills, and model routing every team uses. Set them up, keep them sharp, and ship changes as the tools change

Start with the revenue team. Learn how they actually work, find the jobs an agent should be doing, and get them running on it, then go team by team

Bring people who barely use agents along. Sit with them, build their first real workflow together, handle the skepticism and the "I'm faster doing it myself" honestly, and stay on it until it sticks

Work from our token spend data. Find who's burning tokens without output and who isn't using enough, then fix both. The second problem is usually the bigger one

Make cost per useful token a number we manage: model choice, routing, caching, and cutting the workflows that don't pay for themselves

Explain the why, over and over. Help every team understand what scaling with tokens means for their work and why it matters, in their language, not yours

Build what's missing in code (MCP servers, hooks, evals, internal tooling), and track what's changing in Claude Code, Cursor, Codex, and whatever's next so we're working the new way the same week

What We're Looking For

You get why scaling with tokens matters, and you can explain it to a salesperson, a lawyer, and an engineer in words each of them would use. A team that spends more on inference and ships more is winning. A team that spends more and doesn't isn't. You know how to tell the two apart

You've rolled out coding agents or AI tooling across a team and can show what changed after. An adoption, not a pilot

EQ. You can tell the difference between someone who's resisting and someone who's scared, and you know that most "I don't have time to learn this" is the second one. You bring people along without making them feel behind

An engineer or a very technical operator who lives in Claude Code, Cursor, or Codex and writes code. When the harness is missing something, you build it

You think about cost per useful token, and you've looked at spend data and changed something because of it

You teach by showing. Pairing for an hour beats writing a guide nobody reads

AI-pilled, bias to action, all in. You believe this is how work gets done now and you're already operating that way

Often an ex-founder, an early startup engineer, or the person who led your last team through a tooling change nobody wanted and made it stick

What We're NOT Looking For

Prompt-tips influencers. A following built on "10 prompts that will change your life" isn't a track record

Change-management consultants. You should be good at change management. You should not need a framework, a steering committee, or a deck to do it. We need the adoption, done by you, in the room

IT admins. This isn't seat provisioning and license management

Someone who wants to tell the team how to use AI without using it harder than anyone else here

Someone who thinks the hard part is the tooling. The hard part is people

A Note On Pace

We operate at an absurd level of urgency because the window for what we're building won't stay open forever. If that excites you, keep reading. If it doesn't, no hard feelings, but this role probably isn't for you.

Benefits & Perks

Available to all employees

Salary that makes sense: $235,000–$260,000 USD/year, based on impact, not tenure

Own a piece: Gain competitive equity in what you're helping build

Generous PTO: 15 days mandatory, anything after 24 days, just ask (holidays excluded). Take the time you need to recharge

Parental leave: 12 weeks fully paid, for all parents

Wellness stipend: $100 USD/month for the gym, therapy, massages, or whatever keeps you human

Learning & Development: Expense up to $1,000 USD/year toward anything that helps you grow professionally

Team offsites: A change of scenery, minus the trust falls

Sabbatical: 3 paid months off after 4 years, do something fun and new

Available to US-based full-time employees

Full coverage, no red tape: Medical, dental, and vision (100% for employees, 50% for partner and kids). No weird loopholes, just care that works

Life & Disability insurance: Employer-paid basic life and AD&D, short-term disability, and long-term disability. Coverage for life's curveballs

Virtual care and a health guide: Teladoc for the couch doctor visit, plus Rightway to answer coverage questions and fight billing errors for you

Mental health: Talkspace, therapy and psychiatry on your schedule

Fertility and family building: Carrot, covering you and your partner

EAP: Free confidential counseling, legal and financial consults, and online will prep through Guardian

401(k) plan: Retirement might be a ways off, but future-you will thank you

Pre-tax benefits: HSA, FSA, and commuter benefits to help your wallet out a bit

Supplemental options: Extra life and AD&D, accident, critical illness, hospital indemnity, plus pet, legal, and identity protection through MetLife

Available to SF-based employees

SF HQ perks: Snacks, drinks, team lunche