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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 lead with 'I love what you're building.' Lead with proof of work that demonstrates you understand their specific problem space.
What gets their attention
Best approach: LinkedIn DM first referencing the seed announcement and including a link to your proof of work. Follow up by email within 3 days. Contact: info@navigara.com. Founder direct: jirka.bachel@navigara.com. Co-founder: linkedin.com/in/peter-malina-navigara
Why applying the normal way doesn't work
At this size (<50 people), Navigara has no recruiting function. Founders handle hiring alongside everything else. Reach them directly or get lost in the inbox.
Who to contact at Navigara
We're still mapping Navigara's hiring process. At this size (<50 people, AI), a founder or department head typically decides, but we haven't confirmed it yet.
Founding team
Jirka is a serial founder based between Prague and San Francisco. He studied at Czech Technical University and has co-founded multiple ventures before Navigara. He describes himself as capable of solving frontend, backend, DevOps, product, marketing, and business problems - he's deeply technical and will respect technical depth in whoever reaches out. He hosts SCRIPTease, a well-regarded Czech tech podcast, which is a genuine icebreaker if you've listened to an episode. He self-funded everything before this raise, which makes him acutely value-conscious and impatient with people who don't ship. His co-founder is Peter Malina (Co-Founder & CTPO). For AI/ML Engineers: The product is built on agents that connect to developer tooling APIs - GitHub, Jira, Linear - and surface meaningful signals. They need someone who can extend those agents and make them smarter. Core skills: Python, LangChain or similar agent frameworks, GitHub/GitLab APIs, data pipelines (dbt or Airflow), experience with developer productivity metrics or DevOps tooling. For proof of work, build a mini demo - a script that pulls GitHub commit data and outputs a simple productivity or cycle time dashboard. Push it to GitHub. Bonus: write a short blog post titled something like 'AI agent-based monitoring for engineering teams' and link both in your email. Your cold email angle: 'Jirka - I saw the seed announcement. I've been building in the developer analytics space and I know the hard part isn't the dashboard, it's the data pipeline that makes the signals trustworthy. I built [link to demo] last week. Would love to show you how I'm thinking about the agentic layer. Worth 15 mins?' For Product Marketing: B2B SaaS at this stage lives or dies by positioning. Navigara needs someone who can translate a deeply technical product into language that makes a VP of Engineering say 'I need this.' Core skills: B2B SaaS positioning, developer-audience marketing, content-led GTM, SEO, technical copywriting, Notion/Webflow. For proof of work, write a 400-word competitive positioning breakdown of Navigara vs. LinearB vs. Jellyfish from a buyer's perspective and post it on LinkedIn or a personal blog. This shows you understand their landscape and can write at the same time. Your cold email angle: 'Jirka - I just published a positioning breakdown comparing Navigara vs LinearB vs Jellyfish from a buyer's POV. The short version: Navigara wins on simplicity, loses on brand awareness. That gap is very fillable. I'd love to be the person who closes it. [Link]' For BDR/SDR: They have $1M ARR but an 8-person team - someone is closing deals, but not at scale. A dedicated outbound person is almost certainly the next hire. Core skills: outbound prospecting, Apollo/Clay/Outreach, cold email sequencing, LinkedIn Sales Navigator, basic understanding of engineering team structures and DevOps budgets, CRM hygiene (HubSpot). For proof of work, research 10 real companies that likely have heavy AI tooling spend but no measurement framework, build a mock outbound list with personalised first lines, and paste three examples into your cold email. Show you can do the job before you have the job. Your cold email angle: 'Hi Jirka - I identified 10 mid-market SaaS companies with 50-200 engineers, heavy AI tooling budgets, and zero measurement in place. These are your ideal buyers and none of them have heard of Navigara yet. I'd love to be the person changing that. Can I share the list on a quick call?'
What Navigara screens for
What they look for: Best approach: LinkedIn DM first referencing the seed announcement and including a link to your proof of work. Follow up by email within 3 days. Contact: info@navigara.com. Founder direct: jirka.bachel@navigara.com. Co-founder: linkedin.com/in/peter-malina-navigara
Tailor your CV to the specific Navigara 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 Companies are spending millions on AI tooling - Copilot, Cursor, Codeium - with almost no accountability metrics and how you'd help.
Most AI applications get ghosted. A day-five follow-up can double your response rate.
Frequently asked questions
How do I apply to Navigara?
Through the roles on our Navigara jobs page, or directly to a founder or department head if you can reach them. At <50 people, direct outreach outperforms the form.
Does Navigara respond to cold emails?
We haven't verified response rates at Navigara yet.
Who is the hiring manager at Navigara?
At this size, hiring is usually run by a founder or department head.
How competitive is it to get hired at Navigara?
Roles at <50-person AI 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.
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