The Hiring Map
Conduit has eight salaried roles open on the Zero G Talent board. Five sit in sales. One in marketing. One in product. One in engineering. The median salary across the board is $215K, as Zero G Talent's board reports. The company, founded by Punn Kam, Andrew Huang, and Cole Rubin, is building a revenue engine first and layering product and engineering underneath. Candidates who align with that go-to-market priority and demonstrate relevant experience have the best chance of advancing through the interview process.
The ratio is deliberate. At the top: Head of Sales ($260K–320K), per Zero G Talent's board data and Head of Revenue ($190K–260K), Zero G Talent's board found, both in San Francisco. Below them: an Account Executive ($180K–200K), according to Zero G Talent's board and an SDR Manager ($150K–190K), Zero G Talent's board indicates owning pipeline and the team that feeds it. A Sales Development Representative ($90K–140K), Zero G Talent's board records rounds out the front line. Five roles, one function — every hire must either carry a quota or directly enable someone who does.
Marketing gets a single seat: a Marketing Lead ($150K–240K), Zero G Talent's board states in San Francisco. The breadth of the band suggests the role spans demand generation, brand, and possibly product marketing, typical for a team of one supporting a five-person sales org. Product owns one slot: an Agent Product Manager ($120K–210K), per Zero G Talent's board, listed as San Francisco or remote. The title signals an AI-native product focus, likely building the agentic workflows Conduit's platform delivers. Engineering fields one Software Engineer ($130K–220K), Zero G Talent's board data shows, also San Francisco or remote, framed as an AI engineer. Two technical roles against six commercial ones — this is not a research lab hiring for publication counts.
Geography reinforces the profile. Seven of eight roles anchor in San Francisco; only the Agent Product Manager offers explicit remote flexibility. The concentration suggests the founders want the commercial core in the same room, or at least the same time zone, while product and engineering can distribute. The board listings place the team at 301 Mission Street, Unit 8D. Third-party directories tell a messier story: Craft.co records a second Conduit entity at 10 Lopez Street in Cambridge, and Indeed's "Conduit Global" page lists operations across North Carolina, Texas, Tennessee, and West Virginia, a footprint resembling a business-process-outsourcing operator, not the AI startup advertising six-figure roles on Mission Street. Candidates should verify which entity they're interviewing with. The signals, expectations, and outcomes are entirely different.
The hiring mix also implies what Conduit isn't looking for. No customer success, no operations, no people ops, no finance. Those functions either don't exist yet or live with the founders. A candidate who needs institutional scaffolding (defined career ladders, formal mentorship programs, a dedicated enablement team) will not find it here. The people who advance treat ambiguity as raw material.
That pattern holds across functions. The Agent Product Manager will likely be the first PM, defining the role as they build. The Software Engineer ships features that sales demos the same week. The Marketing Lead writes the copy, runs the campaigns, and briefs the SDRs on messaging — all before lunch. The board data shows a team hiring for ownership density, not headcount coverage. For a candidate assessing fit, the question isn't whether your resume matches a job description. It's whether your default mode is to fill the white space between the org chart boxes.
What It Pays
Conduit's compensation structure centers on a board-wide salary band of $111K–$278K, according to Zero G Talent's board, with a median of $215K across the eight salaried roles tracked on that board. That median aligns with the company's stated hiring focus on sales, marketing, and product leadership, roles that command variable-heavy packages. The band's width reflects genuine leveling differences: a Sales Development Representative starts at $90K base while a Head of Sales tops out at $320K total target. Candidates should treat the $215K median as the anchor for mid-to-senior individual contributor and lead roles, not the entry point.
| Role | Location | Salary Range (USD/yr) | Source |
|---|---|---|---|
| SDR Manager | San Francisco, CA | $150K–$190K | Zero G Talent board |
| Marketing Lead | San Francisco, CA, US | $150K–$240K | Zero G Talent board |
| Head of Sales | San Francisco, CA | $260K–$320K | Zero G Talent board |
| Agent Product Manager | San Francisco, CA, US / Remote | $120K–$210K | Zero G Talent board |
| Head of Revenue | San Francisco, CA | $190K–$260K | Zero G Talent board |
| Account Executive | San Francisco, CA | $180K–$200K | Zero G Talent board |
| Sales Development Representative | San Francisco, CA | $90K–$140K | Zero G Talent board |
| Software Engineer | San Francisco, CA, US | $130K–$220K | Zero G Talent board |
The posted roles reveal a clear hierarchy. Revenue leadership (Head of Sales, Head of Revenue) sits at the top of the band, reflecting Conduit's go-to-market priority. The Marketing Lead range ($150K–$240K) overlaps the Agent Product Manager ($120K–$210K), suggesting product and growth are peer tracks. Engineering compensation ($130K–$220K for the listed Software Engineer role) sits below the revenue leadership ceiling but above the SDR floor, consistent with a commercial AI company that sells before it scales infrastructure.
Third-party aggregates tell a different story. Salary.com reported an average of $123K as of February 2025 with a typical range of $109K–$139K, well below the board's median. Levels.fyi showed a $199K median for Software Engineer as of October 2026, closer to the board's engineering top end but still short of the $215K overall median. Comparably placed half of Conduit salaries above $105K and listed department averages of $60K (Customer Support), $82K (Marketing), $104K (IT), and $106K (Sales). Those figures likely capture a broader employee population including non-exempt and junior roles not represented on that board, which skews toward posted leadership and IC openings. The board's $111K–$278K band should be read as the hiring band for the roles Conduit is actively recruiting — not a census of every W-2.
For candidates, the implication is straightforward: if you're interviewing for a titled lead or senior IC role in sales, marketing, or product, anchor your expectation at $200K–$250K total target. Engineering candidates should expect $160K–$220K unless the loop reveals a staff-level scope. The SDR and SDR Manager bands confirm Conduit builds its pipeline internally; the Manager role at $150K–$190K is a promotion path, not an external hire benchmark. Remote flexibility on the Agent Product Manager posting ($120K–$210K) is the only listed role with explicit remote eligibility; the rest are San Francisco–anchored, which matters for cost-of-living calibration.
How the Hiring Process Works
Conduit's hiring process isn't documented in the same detail as larger public companies. The interview guides and candidate reports aggregated by third parties (225 reports, six-round loops, SQL-heavy technical screens) all belong to Conduent, the business-process-services firm, not Conduit the AI startup. That distinction matters. Candidates who prepare for a Conduent-style loop (heavy SQL joins, fraud-detection case studies, 48% "easy" difficulty rating, 79% offer rate) will be studying the wrong playbook.
What we know comes from Conduit's own careers page and the roles live on this board. The company lists eight salaried openings across sales, marketing, product, and engineering, all based in San Francisco or remote. The board's salary band runs $111K–$278K with a $215K median, and the posted ranges align with the table above.
No public data breaks down offer rates, timeline, or stage-by-stage pass-through for Conduit specifically. Glassdoor reviews for Conduent mention "disorganization and long waits" and "multiple rounds including HR screening and technical assessments", again, the wrong company. The only reliable signal: Conduit's roles stay open for weeks, not months, suggesting a loop that moves at startup speed once a candidate clears the initial screen.
Bottom line: treat the Conduent interview guides as noise. Prepare for a founder-involved, function-specific loop that tests both domain expertise and product intuition. Ask the recruiter up front how many stages, who you'll meet, and what format each stage takes; then tailor prep to the role, not a generic template.
Who Thrives
The profile of who succeeds at Conduit comes into focus when you look at what the company actually hires for. The founding team (Kam, Huang, Rubin) sets the tone. Candidates who mirror that hybridity tend to advance. The Agent Product Manager role (listed at $120K–$210K, San Francisco or remote) sits between the model layer and the customer, requiring someone who can translate agent capabilities into product decisions that sales can actually sell. Similarly, those leadership postings signal that Conduit expects its commercial leaders to understand the product well enough to credibly engage technical buyers, not just manage quotas.
Location reinforces the profile. Seven of the eight roles are anchored in San Francisco; only that role explicitly offers remote flexibility. That concentration suggests a culture built around in-person iteration speed. Candidates who need structure handed down from above, or who optimize for asynchronous workflows, will likely struggle. The people who last treat proximity as a lever, not a constraint.
Compensation bands confirm the seniority expectation. The Marketing Lead at $150K–$240K and SDR Manager at $150K–$190K aren't entry-level slots; they're for operators who have already built demand gen motions or coached reps through technical sales cycles. Even the Sales Development Representative ($90K–$140K) sits above typical SDR bands, implying Conduit expects reps to carry substantive product conversations from day one. The Software Engineer ($130K–$220K) range likewise targets engineers who can ship in an applied-AI context, not just model training, but integration, evals, and latency budgets.
There is a tension worth flagging. The third-party review corpus in the research digest describes Conduit Global, a BPO call-center operator with locations in Texas, North Carolina, Tennessee, and West Virginia, paying $10–$14/hr, laying off entire sites without severance, and scoring 2.7/5 on Indeed across 830 reviews. That is not the company on this board. The Conduit hiring Head of Sales and Agent Product Manager in San Francisco at $200K+ is an AI startup founded by Kam, Huang, and Rubin.
For the AI company, the through-line is clear. Thriving here means you've shipped something that generated revenue, you can explain the technical architecture to a prospect without an SE in the room, and you default to action when the spec is incomplete. The interview process tests for exactly that. If your resume shows a clean line from product to pipeline — or from code to quota — you'll speak the language. If it doesn't, the median $215K will stay out of reach.
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