Chief Happiness Officer

About Xenonstack

XenonStack is the fastest-growing Data and AI Foundry for Agentic Systems, enabling enterprises to design, deploy, and scale AI agents that deliver measurable business outcomes.

We Build Enterprise-grade Platforms Across The Agentic Stack

• ElixirData Context OS for Agentic Intelligence
  
  

A unified context layer powering memory, reasoning, grounding, and decision intelligence for AI agents across complex enterprise workflows.

• NexaStack AI Agentic Infrastructure Automation Platform
  
  

A cloud-native platform for deploying, operating, observing, and scaling agentic workloads, inference pipelines, and AI infrastructure with security, reliability, and efficiency.

• Akira AI Agentic AI Platform
  
  

An enterprise platform for building, orchestrating, governing, and operating AI agents that automate real-world business processes at scale.

Our mission is to accelerate the world's transition to AI + Human Intelligence by making agentic systems reliable, responsible, and enterprise-ready.

THE OPPORTUNITY

We are seeking a Chief Happiness Officer (CHO) to own culture, performance, and organizational health across XenonStack as we scale an AI-first, engineering-driven company.

This role is accountable for engagement, leadership quality, retention of top talent, and execution health across teamsby designing systems, feedback loops, and operating mechanisms that compound over time.

This is not a feel-good HR role.

It is a systems + culture + performance leadership role, partnering closely with the CEO, founders, and senior leadership.

If you believe culture is something you design and operate, not something you hope forthis role is for you.

ROLE MISSION

Ensure XenonStack is a place where people do the best work of their careerswith high engagement, strong leadership, low regretted attrition, and a culture that scales without losing speed, trust, or excellence.

Key Responsibilities

• Org Health as a Measurable System
• Build instrumentation to continuously track:
• Engagement, morale, burnout, and energy across teams
• Manager effectiveness, team health, and execution quality
• Attrition risk, regretted exits, and retention of top performers
• Alignment to mission, clarity of goals, and delivery focus
• Translate signals into dashboards, leading indicators, and early-warning systems.
• Move beyond annual surveys to continuous, actionable insight.
• Feedback, Escalation & Improvement Loops
• Design and operate:
• Continuous feedback systems (pulse surveys, structured 1:1s, skip-levels)
• Clear escalation and resolution loops for friction, conflict, and disengagement
• Manager coaching programs to raise leadership quality across the company
• Detect issues early and resolve them before they impact trust or execution velocity.
• Top Performer Identification, Growth & Retention
• Build a clear, fair system to identify:
• High performers
• High-potential talent
• Critical roles and succession risks
• Ensure top performers are:
• Recognized
• Rewarded
• Developed faster
• Design targeted retention strategies for critical engineering and leadership talent.
• Partner with leadership on promotions, growth paths, and succession planning.
• Culture Design That Scales
• Codify and reinforce XenonStack's values through:
• Rituals
• Operating norms
• Decision-making behaviors
• Ensure culture remains consistent across teams, geographies, and growth stages.
• Actively remove incentives that create:
• Politics
• Fear
• Low-trust environments
• Build a company where ownership, speed, integrity, and excellence are non-negotiable.
• Leadership Partnership & Org Design
• Partner closely with:
• CEO and founders on org health and long-term people strategy
• Engineering and business leaders on team effectiveness and leadership quality
• HR / People Ops on compensation, performance management, and career systems
• Bring data, insight, and a strong point of viewnot just process execution.
  

What This Role Does Not Own (important Clarity)

• Day-to-day HR operations (owned by People Ops)
• Hiring execution (owned by Talent / Hiring Managers)
• Business or product strategy decisions (owned by Leadership & Product)
  
  

This role influences all of the above through culture, leadership quality, and org health systemsbut does not execute them directly.

Skills & Qualifications

Must-Have

• 10+ years in people leadership, org design, culture, or performance roles.
• Experience in tech, startups, or engineering-led organizations.
• Strong systems thinkercomfortable designing feedback loops, metrics, and operating mechanisms.
• Deep empathy paired with high standards and low tolerance for mediocrity.
• Comfortable with data, dashboards, and analytics.
• Confident influencing senior leaders and holding them accountable.
• High integrity, low ego, and extreme trustworthiness.
  
  

Good-to-Have

• Experience scaling organizations from early to growth stages.
• Exposure to global, distributed teams.
• Familiarity with high-performance engineering cultures.
  
  

WHY SHOULD YOU JOIN US