Founding GTM Lead at Cozmo AI (W22)

$100K - $170K • 0.50% - 1.00%

Multimodal AI Employees That See, Speak, Think and Do

Dubai, Dubai, AE / San Francisco, CA, US / New York, NY, US

Full-time

US citizen/visa only

1+ years

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About Cozmo AI

Cozmo AI is building the foundational infrastructure for real-time, low-latency voice automation for enterprises.

We enable Fortune 500 and leading insurers to deploy AI Employees that can speak, think, and act across revenue-critical workflows. In one global deployment, our voice-native AI employees managed all inbound and outbound policy calls with zero wait time and full compliance.

The verified AI performance not only improved service speed but also surfaced new, qualified leads creating what we call the “efficiency loop,” where AI handles repeatable tasks while humans capture higher-value opportunities.

Each interaction is governed and auditable through our Agent Protocol Engine (APE™), which provides a transparent trail showing what the AI did, why it did it, and what business outcome it achieved. In industries like insurance, where trust and traceability matter more than speed, verified outcomes have become the new competitive edge. Cozmo AI also supports with foundational voice and agentic infrastructure built for regulated, multilingual markets: •⁠ ⁠Arabic + English first agents with Gulf dialect understanding. 97+ other languages supported •⁠ ⁠Sub-1.5 second latency across telephony. •⁠ ⁠Compliance-ready for local sovereignty laws. •⁠ ⁠APE Memory Engine for contextual, traceable reasoning. •⁠ ⁠Forward-Deployed Implementation Pods that integrate AI employees directly into live operations.

Backed by YCombinator, Dubai Future District Fund and other global VCs we have headquarters in San Francisco and EMEA HQ in Dubai.

About the role

About the Role

We’re hiring a Founding GTM Lead to build and run our US go-to-market engine from the ground up. You’ll sell, design the motion, and shape how we win our first several million in ARR. This is a hands-on, founder-track role for someone who can both carry a quota and architect the systems, messaging, and playbooks that scale.

You’ll work directly with the founders and founding team on everything from ICP definition and pricing to partnerships, funnels, and early team hiring.

What You’ll Do

Own the end-to-end GTM motion in the US: ICP definition, segmentation, outreach strategy, and field feedback loops.
Carry a quota and personally run deals from prospecting through negotiation and close with enterprise and upper mid-market customers.
Build and manage pipeline across channels: outbound, founder network, partnerships, events, and early marketing experiments.
Craft and continuously refine positioning, messaging, and pitch materials for different personas and verticals.
Run discovery, demos, and pilots, then turn learnings into a repeatable playbook (qualification criteria, talk tracks, objection handling, deal stages).
Set up the early revenue stack (CRM, analytics, sequences, reporting) and define core GTM metrics and dashboards.
Partner with product and engineering to translate customer feedback into roadmap and help shape what we build next.
Over time, help hire, onboard, and coach the first AEs/SDRs and marketing or partnerships hires as we scale.

What Makes You a Fit

2+ years in B2B SaaS or AI, with a track record of closing complex deals and meaningful quota attainment.
Experience as a first or very early GTM/sales hire, or in a role where you built a motion in a new segment/product from scratch.
Consulting experience may also be considered - but with a clear bias to roll the sleeves instead of being behind screens making presentations.
You’re equally comfortable in the weeds (writing outbound, jumping on cold calls) and at 10,000 ft (market sizing, GTM strategy, pricing).
Strong storytelling and communication skills with both technical and business stakeholders; you can simplify complex AI/automation concepts into clear business value.
Data-driven and experiment-oriented: you test channels, measure results, and turn what works into systems.
Bias to action, ownership mindset, and comfort with ambiguity—you want to help build the company, not just join one.

What Success Looks Like (First 12–18 Months)

Clear and validated US ICP, messaging, and sales motion rooted in real customer conversations and wins.
A growing pipeline and closed-won deals that get us from founder-led sales to a repeatable GTM engine.
Documented playbooks, metrics, and tooling that future GTM hires can plug into and scale.

Technology

We will provide all the details during the interview process.

Interview Process

1) Intro Call with Founder (30 min)

Mutual overview: your background, what you’re optimizing for next, and our vision and current GTM state.
High-level discussion of your experience owning a segment/region, building pipeline, and working with founders.
Quick alignment on expectations, stage, and what success would look like in the first year.

2) GTM Deep Dive (60 min)

Walk through 1–2 products or markets where you owned or heavily influenced GTM.
Discuss how you defined ICP, built the initial motion, and iterated based on data and feedback.
Review a few specific deals: how they were sourced, qualified, advanced, and closed, plus what you’d do differently.

3) GTM Plan & Sales Exercise (60–75 min)

Before the session, we’ll send you a brief on the product, current customers, and target market. We’ll ask you to prepare:

A 30–60–90 day view of how you’d approach GTM in the US (focus, channels, experiments).
A simple pipeline plan: who you’d target first and how you’d open doors.

During the session:

30–40 min: Walk through your GTM approach and reasoning.
20–30 min: Run a short mock discovery + pitch with a target persona, then discuss how you’d move the opportunity forward.

4) Founder / Leadership Panel (45–60 min)

Conversation with 1–2 other leaders/founders on collaboration, decision-making, and how you like to work.
Discussion around metrics, ownership, and how we’ll know together if GTM is working.
Space for you to ask deeper questions about roadmap, market, runway, and hiring plan.

5) References & Offer

We’ll speak with 2–3 people you’ve worked closely with (manager, peer, founder/CEO where possible).
If everything lines up, we move to offer and align on start date and first-quarter priorities.