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How to Actually Get Hired
Who reads applications, which channel gets a reply, and what they screen for.
Why applying the normal way doesn't work
With only <50 employees, Paragon doesn't have dedicated recruiters. Founders review applications between running the company. The challenge isn't competition — it's visibility. Direct outreach wins.
Who to contact at Paragon
We're still mapping Paragon's hiring process. At this size (<50 people, B2B, Operations), a founder or department head typically decides, but we haven't confirmed it yet.
What Paragon screens for
B2B, Operations companies at typically screen for relevant experience and ability to operate autonomously — proof of work beats pedigree.
Tailor your CV to the specific Paragon role rather than sending a general one. Applications that mirror the language of the job description clear automated filters at a materially higher rate.
Mistakes that kill applications
Don't send the same CV you sent everywhere else. At <50 people it's obvious, and it's the fastest rejection there is.
Nobody cares what you want. Start with is growing fast after their null round and how you'd help.
Most B2B, Operations applications get ghosted. A day-five follow-up can double your response rate.
Frequently asked questions
How do I apply to Paragon?
Through the roles on our Paragon jobs page, or directly to a founder or department head if you can reach them. At <50 people, direct outreach outperforms the form.
Does Paragon respond to cold emails?
We haven't verified response rates at Paragon yet.
Who is the hiring manager at Paragon?
At this size, hiring is usually run by a founder or department head.
How competitive is it to get hired at Paragon?
Roles at <50-person B2B, Operations companies typically draw 50-100 applicants in the first two weeks. Applying inside 72 hours of a posting going live is the single biggest lever you control.
Have your application sent for you
Early applications win. We track companies like Paragon, customize your CV, and apply while applicant counts are low.
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