Jiga Opens 14 Roles, Boosting Headcount by 60%

Jiga's Hiring Wave: 14 Roles and Counting

A sourcing platform used by NASA, Tesla, Rivian, Google, Siemens, Apple, KLA, Collins Aerospace, Leidos, Archer, ACS, Carbon Robotics, GFR, ICL, Humotech, and Nova has opened 14 positions across engineering, sales, supply chain, and marketing, representing its widest hiring funnel since the Series A. The move signals where the next bottleneck in frontier hardware is forming: not on the factory floor, but in the layer that connects engineers to the shops that actually make the parts.

Jiga's careers page lists 13 open roles across four functions: six in sales, three in supply chain, two in engineering, and two in marketing. The company's own job board, which updates in real time, shows five salaried listings with published bands plus a sixth role, Head of Supplier Growth, without a disclosed range, suggesting the total count may already be 14 and the public page is lagging by days. The discrepancy is minor but telling: Jiga's hiring velocity is now outpacing its external-facing updates.

The sales concentration is deliberate. Jiga's model depends on direct supplier relationships — the "trusted backbone" CEO Adar Hay describes, and that trust is built person-to-person. Six sales openings, including a Senior Account Executive focused on defense at $130k–$200k, per Y Combinator's listings, and a general Account Executive at $110k–$180k, which YC found, reflect a push to deepen penetration with aerospace and defense buyers who still run procurement through email threads and spreadsheets. The defense role, posted in the past week, is the newest listing on the board and carries the highest ceiling.

Engineering roles tell a different story. Two Full Stack Product Engineer positions, one U.S.-remote at $120k–$190k, Y Combinator's figures put the U.S. band, and one Europe-remote at $80k–$140k, point to a product roadmap that still needs heavy lifting on the platform side: AI-driven supplier matching, automated quality reports, order grouping, and DFM highlights on CAD files all shipped in the last month. The Europe role, based in the UK or Ukraine, aligns with Jiga's Tel Aviv hub and a supplier network that spans Eastern Europe.

Supply chain's three openings and marketing's two, including a Growth Marketing Lead at $100k–$175k, according to Y Combinator, round out a hiring plan that mirrors the company's stated philosophy: "We decide fast: the person closest to the problem makes the call." That speed shows in the numbers. Jiga reached cash-flow positivity while growing revenue threefold year-over-year, as Jiga's about page shows, and the $12 million Series A, as Axios reported, from Aleph and Y Combinator closed in November 2025. The current wave isn't a reaction to fundraising; it's the execution layer of a company that already proved the model works.

Team-size figures across sources don't agree. Y Combinator's directory lists 25 employees. LinkedIn shows 119 and a 51–200 band. The truth likely sits between: a core product and go-to-market team around two dozen, plus a distributed supplier-operations layer that scales with order volume. What's clear is that 13 to 14 open roles represents a 50-to-60 percent headcount increase on the core — a step change, not a trickle.

The roles are almost entirely remote, with San Francisco and Tel Aviv as the only physical anchors. That distribution matches Jiga's customer base: NASA, Siemens, Rivian, Google, and hundreds of smaller teams building rockets, drones, surgical robots, and AI data centers. The hiring map follows the hardware.

What Gets You Past the Technical Screen

Jiga's platform sits at the intersection of cloud-native software and regulated manufacturing. The company's open roles include the pair of Full Stack Product Engineer positions (U.S. and Europe), a Manufacturing/NPI Engineer, a Program Manager for Production Programs, and a Logistics Manager, all mapping directly to the competencies the work demands.

For the Full Stack Product Engineer roles, the baseline is production-grade front-end and back-end development with relational data layers. But the work goes deeper. Jiga's platform ingests RFQs, quotes, POs, part revisions, messages, and quality documents, including CoCs, FAIs, measurement reports, and certification verifications, into a single live workspace that engineers and supply-chain managers access via email or portal. The platform "works the way you already work: email, your ERP, your PO format, your AVL," so engineers who have retrofitted legacy procurement tools or built adapters for SAP, NetSuite, or homegrown MRP systems move faster.

The Manufacturing/NPI Engineer role demands a different proof set. Jiga's supplier network spans CNC machining (3-, 4-, and 5-axis milling and turning), sheet metal (laser, bending, welding, hardware insertion), injection molding (prototype tooling to production molds), and additive (FDM, SLS, SLA, MJF, PolyJet, DMLS, DLP). Familiarity with AS9100 Rev D, ISO 9001:2015, ISO 13485, IATF 16949, ITAR, and NADCAP requirements is not optional, because Jiga's customers include Tesla, NASA, Apple, KLA, and Siemens, and the platform enforces those standards across every shop in the network. Candidates who have managed sub-tier coordination for finishing, heat treat, plating, and specialty materials score higher.

Program Manager — Production Programs sits between the two. The role owns multi-level BOMs, assembly grouping, batch scheduling, and rev-controlled documentation for programs that may span dozens of suppliers across U.S. and allied-country shops. Jiga's "AI watches, humans resolve" model means the program manager must interpret automated flags, such as silent supplier, drifting date, missing doc, and drive corrective action with the shop floor. Prior experience running production programs in aerospace, defense, or medical device supply chains is the clearest signal.

Logistics Manager rounds out the operations side. The platform handles DDP, DAP, and EXW terms, customs, duties, and import paperwork under one supplier of record. Experience with international freight forwarding, export-control classification (ITAR, EAR), and the paperwork cascade that follows a multi-region shipment is essential. Candidates who have built or operated a logistics control tower for high-mix, low-volume hardware programs, especially with multi-region resilience requirements, advance.

Across all technical roles, Jiga looks for evidence that the candidate has collaborated directly with machine shops, not just through a broker portal. The common thread: Jiga hires people who can translate between a mechanical engineer's CAD intent and a machinist's fixturing reality, then build software that makes that translation repeatable at scale.

How Jiga Filters for Culture

Jiga's platform is built on a premise that runs counter to the prevailing marketplace model: manufacturing is relationships, not transactions. That philosophy shapes every hiring decision. The company's own documentation states it plainly: "Manufacturing is relationships, not transactions," and the operational corollaries are explicit. Direct communication with vetted suppliers replaces the black-box broker model. When a date drifts or a supplier goes quiet, a named account manager owns the resolution before the delay reaches the customer's schedule. No silent suppliers on a production run. No chasing threads for an answer.

The cultural screen starts with communication discipline. Jiga has been remote and asynchronous from day one. The team runs on a weekly all-hands and a single team sync; everything else is async. Calendars stay empty so people can write code, talk to customers, or fix problems. That structure demands a specific communication style: concise, written, and self-directed. The company's about page frames it as "We don't do busy-work" and "We don't count hours, we track performance: You are senior enough to know what it means, we don't need to explain." The filter is not whether someone can work remotely — it is whether they can drive outcomes without managerial overhead.

Ownership is the next filter. As the company puts it, that philosophy means no approval chains, no review committees and no endless layers of management. That principle extends to the supplier network itself. Jiga's account managers, program managers, supply chain managers, and quality engineers are expected to resolve issues, such as silent suppliers, drifting dates, missing documentation, in real time, flagged by AI but owned by humans. The platform's tagline, "AI watches. Humans resolve," captures the division of labor. The "Don't drink the Kool-Aid" motto reinforces this: if you see something that needs fixing, it is your duty to raise a flag or fix it yourself. Passive compliance is a negative signal.

Transparency operates as both a cultural value and a screening criterion. "Most companies talk about transparency and trust. We actually do it." The company shares revenue, valuation, runway, roadmap, sales pipeline, and what is failing with every team member. That level of openness requires people who can contextualize bad news, ask sharp questions, and avoid performative optimism. The same standard applies externally: Jiga's customers, including NASA, Tesla, Rivian, Siemens, and Apple, retain full audit rights, direct audit access, NDAs, and program-level visibility. The account managers who serve those accounts must be comfortable operating in a glass house.

Customer obsession is codified as "11/10 customer experience: We don't settle for 'good enough.' Quick response times, going the extra mile, creating fans not just users. It's part of our DNA." The platform's design, featuring single supplier of record, one set of terms, logistics end-to-end (DDP, DAP, EXW), customs and import paperwork handled, exists to remove friction from the customer's side. The people who run that platform must mirror that friction removal in every interaction.

The supplier-relationship mindset is distinct from traditional vendor management. Jiga's network is "added slowly, audited continuously, removed if performance drifts. Every supplier earns their place in the network — and keeps it by performing." Account managers and supply chain managers are not order routers; they are relationship stewards. They must understand the shop's capability envelope, capacity cadence, and quality language (AS9100, ISO 9001, ITAR, NADCAP). They must communicate design intent to machinists — "the small nuances in your design" that, if missed, waste weeks and thousands of dollars. The Y Combinator description of the problem Jiga solves is explicit: "Imagine you are an engineer that spent weeks on designing a part on your 3D software, you need to talk to the machinist and explain those nuances. Otherwise, they will get it completely wrong and valuable time and money will be wasted."

Anti-bureaucracy shows up in hiring as a bias toward shipping. "Ship now, iterate later: Perfection is the enemy of done. We'd rather learn from something that is live on production, than debate something theoretical." This is not a license for sloppiness — the quality standards are shared across every shop and verified before parts leave the floor, with CoC, FAI, measurement reports, and certification verification attached and ready.

The remote-offsite rhythm reinforces the culture. Once a year the entire company converges for a week of co-working, hiking, eating, drinking, and sailing. That week is the only sustained synchronous time. The rest of the year is async by design, and the people who thrive are those who build trust through written clarity and delivered commitments, not hallway presence.

Finally, the "profitability is freedom" frame, characterized by cash-flow positive, threefold revenue growth, no desperate fundraising, no panic pivots, and no mass layoffs, creates a stability filter. Jiga is not hiring to hit a milestone for the next round; it is hiring to compound an already working machine. The company wants people who see a durable, transparent business and want to expand its surface area.

Where Jiga Stands Among Frontier-Tech Peers

Jiga's 14 open roles sit in a different weight class than the public manufacturing marketplaces it competes with for talent. Proto Labs, the largest of the three peers, carried 2,257 employees as of the latest Revelio Labs count. Fictiv, acquired by MISUMI USA in a deal announced in 2024, has grown to 1,785 employees — a 60 percent increase from 1,115 in 2023. Xometry, the third public peer, lists 147 open U.S. positions on Glassdoor, compared with Fictiv's 94 and Jiga's 14. The raw numbers tell the first story: Jiga is hiring like a Series B company, while its peers are hiring like public or late-stage private companies.

Fictiv's functional split reveals where a marketplace at scale invests: Finance and Operations commands 44 percent of its workforce, Sales and Marketing 29 percent, and Engineering 27 percent. Sales and Marketing is the fastest-growing segment, up 15 percent year over year. Jiga's current board shows a tighter cluster, including two Full Stack Product Engineer roles (U.S. and Europe), two Account Executive roles (including a Defense-focused seat), a Growth Marketing Lead, and a Head of Supplier Growth, suggesting a deliberate tilt toward product engineering and revenue over back-office operations. That mix mirrors an earlier growth phase: build the platform, then staff the marketplace.

Geography sharpens the contrast. Fictiv's workforce concentrates in South Asia (52 percent) and East Asia (28 percent), with North America at just 15 percent. Its North America median salary sits at $152,000, while the global average is pulled down to $50,000 by the $20,000 median in South Asia. Jiga's posted bands include $130k–$200k for the Senior Account Executive (Defense), $120k–$190k for U.S. Full Stack Product Engineers, $80k–$140k for the Europe-based engineer — track the North American tier and exceed Fictiv's stated median. The board's overall median of $180,000 across five salaried roles implies Jiga is pricing for senior, remote-first contributors rather than a distributed cost pyramid.

Hiring velocity tells a similar story. Fictiv opened 111 new postings in Q1 2026 alone, roughly 37 per month, and maintained that pace through 2025 (439 postings, ~37/month). Jiga's slower, targeted additions align with a supplier-centric platform that screens for manufacturing fluency and communication skills — competencies that don't scale by headcount alone. The MISUMI acquisition adds a counter-move worth watching. Fictiv now operates with MISUMI's 30-million-plus product catalog, 60-plus years of precision manufacturing, and 41-million-plus custom parts delivered. That backing could accelerate Fictiv's hiring in supply-chain operations and enterprise sales, further widening the functional gap with Jiga. For candidates, the choice sharpens: Fictiv offers a high-velocity, globally distributed organization integrating into a Japanese industrial giant; Jiga offers a smaller, remote-first team where a single engineer or account executive touches the full supplier-customer loop.

Salary Signals and the Market's Answer

Jiga's compensation data reveals a company pricing its roles for experienced contributors who can operate autonomously in a remote, async environment. Zero G Talent's board data shows five salaried roles with a combined band of $88k–$196k and a median of $180k, while Y Combinator's listings break out the equity component that the board aggregates.

The spread tells a story. Jiga pays U.S.-based senior engineers and sellers at the top of the early-stage frontier-tech band, offering $120k–$200k base with meaningful equity, while the European engineering role sits at $80k–$140k, reflecting local market rates rather than a discount on responsibility. The aforementioned Growth Marketing Lead slots between them. Roles without published figures (SDR, Program Manager, Head of Supplier Growth) likely follow the same philosophy: compensate for output, not hours, as that principle suggests.

The remote-first, async model (weekly all-hands plus one team sync, everything else async) expands the talent pool geographically but narrows it behaviorally. Candidates who need synchronous oversight self-select out. The ones who remain are precisely the profile Jiga's supplier-centric platform demands: engineers who've shipped to production, sellers who've managed complex technical accounts, operators who've owned delivery risk. The salary bands confirm it.

The Feedback Standard Jiga's Screens Imply

Industry research shows candidates crave specificity and speed; the average response time to candidate queries is 24 business days (JustFeedback). Vague rejections damage brand — People Managing People warns against language that discourages without instructing, and notes that feedback focused on immutable traits exposes companies to GDPR and UK data-access requests with hefty fines for non-compliance. Amazon's internal standard proves scale doesn't excuse silence: "If the Amazon team hasn't figured out a way to limit feedback then no one can!"

Jiga's radical transparency with employees (revenue, runway, pipeline) sets a precedent for candidate communication. When the next engineer clears Jiga's screen, they won't just write code — they'll know which shop in Ukraine can hold a 5-axis tolerance on Inconel, and they'll have the async discipline to tell the NASA program manager why the date moved before the part ships. The platform only works if every human node operates with the same transparency the software enforces.

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