
How to Actually Get Hired
Who reads applications, which channel gets a reply, and what they screen for.
Don't make these mistakes
Don't cold-pitch yourself as a "social app enthusiast." Both founders have seen thousands of pitches. Lead with something specific you've done or built. Don't reach out on Instagram or via the Rodeo app itself, it signals you're a user, not a serious candidate. LinkedIn DM to Sam with something concrete in hand is the move.
What gets their attention
The press release from Business Insider explicitly named features not yet in the app, "collaborative lists of things to do", signalling an active engineering backlog. The app uses an LLM for natural language processing and context decoding, confirmed by MacGougan, but the team has no ML or AI hires visible. Foundry and 359 Capital both back consumer social businesses and push portfolio companies toward fast product iteration and community-led growth, both signals that growth, product, and engineering talent will be needed before the app goes wide.
Why applying the normal way doesn't work
With only <50 employees, Rodeo 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 Rodeo
Founding team
Sam's entire career has been a single sustained bet on the idea that technology should pull people toward each other, not away. He started at LivingSocial, the deals platform that pioneered group activity discovery, where he worked on email yield optimisation and business intelligence, unglamorous work, but it gave him a data-first lens on consumer behaviour that most product people lack. He joined Hinge in 2013 as one of its first six employees, when the app was a LinkedIn-for-dating curiosity with negligible traction. Over nine years, he rose to COO, led a full product rebuild from scratch, and oversaw the transformation that produced a 9x lift in user conversations. That rebuild is a case study in product courage: Hinge deliberately destroyed what wasn't working, launched what felt like a new company, and grew into one of the most defensible consumer social businesses in the world. Sam's particular insight from that experience is about friction - not reducing friction entirely, but reducing the right friction while keeping the friction that creates meaning. That thinking maps directly onto Rodeo: the problem isn't discovering things to do with friends, it's the coordination friction that makes plans collapse between idea and execution. He's vocal about this on LinkedIn and has spoken publicly about consumer social as the next frontier after a decade of dating app dominance. He's based in New York, a parent, and someone who thinks about the friendship recession not as an abstract cultural phenomenon but as a lived problem he's solving for himself and people like him.
Tim was CPO at Hinge through the same rebuild that Sam led as COO, which means the two have nine years of war stories building the same product together, and a fluency that most co-founding partnerships spend years trying to manufacture. Where Sam brings operational depth and data instincts, Tim is the design and product mind. He was responsible for the visual and interaction language of Hinge through its transformation from a forgettable early-stage app into the culturally distinct product it became. His public presence is minimal, he doesn't write long LinkedIn posts or do podcast circuits, but that tells you something about how he operates: his thinking shows up in the product, not in the discourse around it. At Rodeo, Tim is building the experience layer: what does it feel like when a plan actually comes together? How does the app make coordinating with friends feel lighter than it does today? He's based in New York, also a parent, and according to their shared interviews, the one who polices the product from getting feature-heavy when simplicity is what the user actually needs.
What to show them
The beta is live on iOS. The public launch is imminent. With a "world-class team" across mobile engineering lead, staff+ engineering and growth/community, this is the most obvious gap. The product roadmap (collaborative lists, smart nudges, calendar integrations) is clearly an engineering problem, not a design one. This hire will own core feature development before and through the launch. Core skills: React Native or Swift, iOS app development, LLM API integration (OpenAI/Anthropic), real-time data pipelines, NoSQL, REST APIs, consumer app product sense. For proof of work, download the Rodeo beta. Map out one friction point in the plan-creation flow. Prototype a fix, even a Figma mock with annotated engineering considerations, and record a 90-second Loom walking through your reasoning and what you'd build differently.
A cold email that works at Rodeo
What Rodeo screens for
What they look for: The press release from Business Insider explicitly named features not yet in the app, "collaborative lists of things to do", signalling an active engineering backlog. The app uses an LLM for natural language processing and context decoding, confirmed by MacGougan, but the team has no ML or AI hires visible. Foundry and 359 Capital both back consumer social businesses and push portfolio companies toward fast product iteration and community-led growth, both signals that growth, product, and engineering talent will be needed before the app goes wide.
Don't send a generic CV to Rodeo. Mirror the job posting's language to get past automated screening.
Mistakes that kill applications
At <50 people, a copy-paste CV is immediately obvious. It's an instant no.
Nobody cares what you want. Start with There's a documented friendship recession underway and how you'd help.
Don't apply and wait. The median Tech application gets no response ever. One follow-up at day five roughly doubles reply rates.
Frequently asked questions
How do I apply to Rodeo?
Through the roles on our Rodeo jobs page, or directly to a founder or department head if you can reach them. At <50 people, direct outreach outperforms the form.
Does Rodeo respond to cold emails?
We're still collecting cold email data for Rodeo.
Who is the hiring manager at Rodeo?
At this size, hiring is usually run by a founder or department head.
How competitive is it to get hired at Rodeo?
<50-person Tech companies see ~50-100 applicants per role in two weeks. The 72-hour window is your advantage.
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