We'd rather be short-staffed than lower the bar.

Lineage is the platform for rental property investors: acquisition, lending, insurance, and property management coordinated in one place. We have product-market fit, and the hardest problems are ahead. This is a small team where every hire changes what the company becomes.

Who we hire

Optimism, agency, and rigor

We hire exceptional people. The ones we find share three things: optimism, agency, and rigor. Any two without the third creates problems: a whirlwind without judgment, a buzzkill without action, a dreamer without follow-through. We hire people who are self-aware. Who know what they're good at and what they're not. Who can talk about their failures without self-protection. Self-awareness is the single best predictor of future success. It predetermines capacity for growth.

We hire people who synthesize. Who take new information and figure out what it means, anticipate the next question, make the connection no one else made. We hire people who will speak uncomfortable truths to anyone in the organization. We do not lower the bar because we're in a hurry. A mediocre hire costs more than a slow hire every time. We hire people who are always learning. Not as a value they espouse, but as a way they actually live.

Values in practice

Not what we say. What we do.

Good work is the point.

Not long hours. Not performative hustle. We want the end of the day to feel fulfilling, like you did something real alongside people who pushed you. Hard problems, smart people, real stakes. The people you work with are a direct result of the bar we set.

Nobody cares whose fault it was.

When something goes wrong, we work the problem. Not the blame, not the optics. We name the error clearly, without ego protection, and we fix it.

Candor is a form of respect.

Softening hard news to protect feelings is unkind. But brutal truth without care is cruel in a different way. The goal is never to wound, it's to help. You challenge someone because you're invested in their success.

Read all eight of our company values →

The filter

What doesn't work here

Mean. Selfish. Defensive. Territory-grabbing. These are obvious.

Less obvious: the person who never surfaces the hard thing, who always has a polished answer and no real problems, who is optimizing for how they look instead of what's true. We can't help people who won't name real problems.

We don't tolerate coasting. The standard here is always: what's the better version of this?

How we work

Rigorous about how, not just what

We think carefully about how we work, not just what we work on. Every process gets questioned. If something exists because “that's how we've always done it,” it's on the table. Writing stays on the human side more than most things, because writing is how you think. You can't outsource the part where ideas get distilled.

We build with AI. Not as a tool we're experimenting with. It's how we operate. Claude runs workflows. Humans apply judgment. The people who thrive here aren't the best prompters. They're clear thinkers and precise writers, because that's what determines the quality of what AI produces. It doesn't do the thinking for you. It exposes the quality of your thinking.

Our process

What to expect

We're direct about how we evaluate, because we expect the same from you.

1

Application review

We read every application that comes with a cover letter. If your experience is relevant, we aim to reply within a week.

2

Intro conversation

30 minutes with a hiring manager. We're figuring out what you're looking for and whether there's a real fit on both sides.

3

Working session

A practical exercise close to the actual work. Part is with AI (we use Anthropic's Claude). Part is without. We're evaluating judgment, not memorized answers. AI supports the exercise; it doesn't make hiring decisions.

4

Team conversations

You'll meet 2–3 people you'd work with. Every interviewer has a specific lens. You'll get an honest picture of what the day-to-day looks like.

5

Conversation with Jesse and Ron

Not a final gate. A real conversation about what you'd build here and whether this is the right place for both of us.

6

References

We take references seriously. We'll ask to speak with people who've worked closely with you. Typical process. Varies by role.

The whole process typically takes two to three weeks. We move quickly but we don't rush. Every hire changes the team, and we treat that seriously.

Open roles

Work with us

There are no open positions at this time.

We always want to hear from exceptional people who find our values strike a chord. If this sounds like the kind of place you'd want to join, drop us your CV with a cover letter telling us why.

Get in touch

We're an equal opportunity employer. We hire on merit and fit, without regard to protected characteristics. Need an accommodation to apply? Email us.

Start your investment plan

Tell us about yourself. We’ll reach out to schedule a conversation and walk through your goals.

Lineage

What to expect

  • ✓ Personalized investment plan
  • ✓ Unlimited consultations, no pressure
  • ✓ Lending, insurance, management handled
  • ✓ Browse the marketplace at your own pace