Go-to-market
VP Partnerships → Founding AE. Revenue and brand-safe sponsors. Partners page and media kit are your public edge.
Careers
Founding roles. Real ownership.
We are hiring the first operators who will build membership, product, partnerships, and chapter life.
How we hire
Character first. Skill close behind.
The Covenant is still being built. Early hires sit close to the founder and close to the members.
Early hires sit close to the work. We need people who execute without drama, keep confidences, and treat the brand as a covenant.
Full-time founding seats and contract tracks are both in play. Tournament, creative, and specialized work often stay project-shaped.
Org snapshot
How founding seats fit together.
Small team. Clear owners. Benjamin stays close until each lane can run without him in every thread.
Member experience
VP Member Experience → Founding CS + Application Review Support. From approval to active chapter life.
Chapters & events
Director of Chapter Ops + Director of Events. Captains in market. Tournament as the national spine.
Product & admin
Founding Engineer owns the site and tooling. EA / Ops Admin keep calendar, vendors, and files tight.
Open roles
Founding team postings.
Titles can flex as the org chart hardens. The ownership below is what we are hiring for now.
Go-to-market · Full-time
Founding Account Executive
Own the partnership and sponsor pipeline. Source premium golf brands, hospitality hosts, and professional services firms. Close aligned deals without turning chapter gatherings into a booth farm. You write clean briefs, run a tight CRM, and protect the room.
Product · Full-time
Founding Engineer
Own the web stack, application intake, Stripe checkout, ops probes, and the next layer of member tooling. Comfortable with modern JS, serverless APIs, and shipping quietly reliable product. Prefer people who have owned a surface end to end.
Member experience · Full-time
Founding Customer Success
Own the path from approval to active member: payment invite handoff, welcome cadence, chapter introduction, apparel questions, and escalation when culture issues appear. Discretion is the job.
Leadership · Full-time
VP, Partnerships & Growth
Lead national sponsor strategy, course-host relationships, and revenue partnerships. Set the bar for what brands belong next to the crest. Coach founding AEs and report pipeline truth to the founder.
Leadership · Full-time
VP, Member Experience
Own the member journey after admission: onboarding quality, chapter fit, event satisfaction, and retention of the founding class. Translate Society standards into operating rhythms Captains can run.
Leadership · Full-time
Director of Chapter Operations
Build the OS for Captains across active New Jersey and New York, then Atlanta, Houston, Chicago, Dallas, and Los Angeles. Cadence calendars, waivers, venues, guest policy, and chapter health reporting. Travel as markets come online.
Leadership · Full-time / contract hybrid
Director of Events
Own the Annual Founder’s Tournament and national gathering standards. Timeline, vendors, player experience, insurance coordination, and day-of run-of-show. Chapter Captains execute locally; you hold the national bar.
Admin · Full-time
Executive Assistant / Society Administrator
Run founder calendar, vendor coordination, document control, travel, and the quiet systems that keep decisions moving. Invoice routing, file hygiene, and the operating rhythm that keeps Benjamin sharp.
Admin · Full-time or part-time
Operations Administrator
Membership pipeline admin, reference-check scheduling, apparel order tracking, and inbox triage for hello@covenantgolfsociety.com and careers. High trust, low ego, excellent follow-through.
Also open
Specialist and contract tracks.
Useful when the work is seasonal or project-shaped.
Founder’s Tournament Producer
Contract-to-hire support under the Director of Events for vendors, player experience, and day-of execution.
Apparel & Fulfillment Coordinator
House-line notes, embroidery QC, and shipping communication as the shop scales.
Photography & Course Content
Real rounds, real rooms, apparel on the body. Contract by chapter and event.
Application Review Support
Organize the membership pipeline and reference notes for Benjamin. Discretion required.
First 90 days
What success looks like early.
- Days 1–30 Systems access, brand and standards immersion, and a written 90-day plan with Benjamin. Shadow application review or a chapter touchpoint where relevant.
- Days 31–60 Own a live lane end to end: AE closes first qualified partner conversations; Engineer ships a scoped product slice; CS runs welcome for newly approved members; Admin keeps calendar and files boringly reliable.
- Days 61–90 Document the playbook so the next hire is not starting from zero. Surface risks early. Prove you can protect the room under real volume.
Interview process
Thorough by design.
Founding seats sit close to members, money, and the brand. We take the time to learn judgment, craft, and character. Every step below is required before an offer. We do not rush a hire to fill a seat.
- 1. Written intro Email with the exact role in the subject, why this Society, proof of work, compensation expectations, location, and earliest start. Incomplete notes do not advance.
- 2. Materials review We read carefully before any call: resume or LinkedIn, portfolio or shipped work, and whether the ownership you claim matches the evidence.
- 3. Screen with Benjamin Culture, judgment, discretion, and whether the seat matches how you actually work. About 45–60 minutes.
- 4. Role deep dive A second conversation focused on craft: AE partnership and pipeline thinking; Engineer architecture and ownership of a surface; CS member journey and escalation judgment; Admin operating systems and calendar discipline. Leadership seats include scope, hiring bar, and how you report truth upward.
- 5. Work sample Role-specific and real: AE partnership brief, Engineer scoped build or architecture note, CS welcome and escalation plan, Admin operating checklist, Events run-of-show sketch. Paid when the ask is substantial. We evaluate quality, judgment, and how you take feedback.
- 6. Values and discretion Faith-forward culture without performance, confidentiality with member and sponsor information, and how you handle private rooms under incomplete information. High-trust seats get extra weight here.
- 7. References Two people who have seen you under pressure. We call them. For high-trust seats we may also ask a faith or character reference.
- 8. Final alignment Scope, travel, start timing, and mutual fit with Benjamin. Questions go both ways. If something is unclear, we slow down rather than paper over it.
- 9. Decision We extend an offer only when we are ready to hire. Silence during a careful review is normal; ghosting a complete application is not.
Compensation
Compensation matches ownership.
Founding roles are scoped with a clear cash band discussed in a serious conversation. We do not post fake “competitive” ranges and then surprise you later.
Depending on the seat, compensation may include base pay, commission for AE/partnerships roles, and founding upside (equity or profit-share) when the structure is ready. Leadership seats (VP/Director) are negotiated against scope and prior P&L or team ownership.
Contract roles are day-rate or project-fee with a written scope. No one pays us to “train” or buy a kit.
Tools
What you will work in.
We prefer a short stack that stays maintained over a graveyard of SaaS logos.
Stripe
Apparel checkout, membership invite-pay, and application archive.
Google Workspace
info@covenantgolfsociety.com and hello@covenantgolfsociety.com mail, Docs, Drive for Society files.
Site & product
Vercel, GitHub, and the Covenant web app the Founding Engineer will own.
Pipeline
Member CRM stages in Linear (Membership team). AE partnership tracker alongside.
Comms
Email-first. Light Slack or equivalent only if it earns its keep.
Culture of the work
Standards apply inside the company too.
Confidential by default
Member details, application essays, and sponsor talks stay closed. Loose talk ends the relationship.
Faith without performance
You do not need a sermon in every thread. You do need respect for Christian conviction as the floor of this house.
Operators over talkers
We measure finished work: closed partnerships, shipped product, clean onboarding, on-time gatherings.
Small team, high trust
Early roles report closely to Benjamin. Feedback is direct. Titles matter less than reliability.
Location & travel
Distributed team. In-market when it counts.
Most founding roles can be remote inside the United States. Chapter Ops, Events, CS, and Partnerships should expect travel into founding cities and for the Founder’s Tournament as the calendar firms up.
West Orange, NJ is the principal office. There is no five-day HQ commute. Presence matters when chapters gather and when the Founder’s Tournament is on the calendar.
Candidate FAQ
Hiring FAQ.
Do I need to be a Covenant member to work here?
No. Some teammates may also apply for membership later; that is a separate process at /apply and is never guaranteed by employment.
Do I need to be Christian?
You must respect the Society’s Christian foundation and protect a faith-forward culture. Leadership and member-facing seats require comfort with that floor. We do not hire people who treat faith as a costume or a punchline.
Is this startup chaos?
It is early. It is not sloppy on purpose. We hire people who bring order: written plans, clean handoffs, and calm under incomplete information.
Can I apply to more than one role?
Yes. Name your primary role in the subject and list secondary fits in the body. We will route you.
How fast do you decide?
Serious candidates hear back within about a week of a complete note. If we are in an event week, it may take longer. We will not ghost a complete application forever.
Where do general questions go?
Role interest: info@covenantgolfsociety.com. Non-careers questions: hello@covenantgolfsociety.com.
Process
How to be considered.
- Write. Email info@covenantgolfsociety.com with the exact role in the subject (example: “Founding Engineer”).
- Include. A short note on why this Society, resume or LinkedIn, compensation expectations, location, and two references.
- Show the work. AE: pipeline or deal examples. Engineer: repos or shipped products. CS/Admin: operating systems you have run.
- Wait for a reply. We read carefully. A few quiet days during review is normal.
Membership applications and career interest are different paths. Want to join as a member? Use /apply. Want to work with us? Email careers interest below.
Not hiring for
What we will not staff right now.
Clarity saves everyone time.
- Growth hacks No paid-acquisition grind that dilutes the room.
- Generic marketing If the portfolio is mostly empty slogans and trend templates, pass.
- Remote-only spectators Many roles can be remote. Chapter, events, and some CS work still need people who can show up in market.
- Visa sponsorship Not available in this founding phase. US work authorization required for full-time roles.
Equal opportunity
Fair consideration.
The Covenant Golf Society considers qualified applicants without regard to race, color, sex, national origin, age, disability, veteran status, or other status protected by law. We are a faith-based organization and may prefer candidates who share or respectfully support our Christian mission for roles that shape spiritual culture, consistent with applicable law.