Learning Systems Lead

Valon Tech • New York, NY

1d • Hybrid

About The Position

Valon is building the AI-native operating system for regulated finance, starting with mortgage servicing. We're a Series C company backed by a16z, transforming industries that others have written off as too complex to innovate. Rather than build on top of broken legacy systems, we took a different approach: we built and operate our own mortgage servicing business managing $110+ billion in loans. This wasn't the end goal, it was how we deeply understood the complexity needed to build software that actually works in regulated industries. The results speak for themselves. We've transformed mortgage servicing from a 0% margin business into 60%+ margins while dramatically improving customer experience. Major enterprise contracts are now deploying across the industry. ValonOS is our unified platform that makes every process structured and programmable and it is perfectly positioned for the AI era. When everything flows through one system with rich data, AI agents don't just automate tasks, they continuously improve entire operations. Mortgage servicing is just the beginning of our vision to transform regulated industries and beyond.

Valon is a company of high-agency, high-velocity people building in a complex, regulated domain. Your job: be the force multiplier that gets them to mastery faster than anyone thinks is possible.

We're hiring a Learning Systems Lead — a single owner who will build Valon's learning infrastructure from the ground up. The immediate priority is new hire onboarding and deployment ramp (cutting time-to-mastery from ~6 months to ~3). The long-term vision is much bigger: an AI-native, always-on learning layer across the entire company — what we internally call the "eternal coach."

This is not a traditional L&D role. This is a systems-building role that happens to live in the learning domain. You will design, ship, measure, and iterate on the programs and tooling that accelerate how people learn at Valon — starting with onboarding, then expanding into manager development, continuous skill growth, and eventually the full employee learning experience.

Requirements

• Obsessed with how people learn. You think in pathways, practice loops, and behavior change — not slide decks and lunch-and-learns.
• A systems builder. You can design programs that scale via templates, standards, and tooling. You see AI as the delivery surface, not a buzzword.
• High ownership. Accountable for outcomes by date. You fix whatever is required to deliver.
• Comfortable in deep ambiguity. The environment changes; your job is to create clarity and systems anyway. The scope will evolve — and that excites you.
• A strong operator who partners well. You can pull context from domain experts and turn it into usable, teachable artifacts. You're the "client" for learning — you drive the plan.
• A clear writer and communicator. High-signal documentation, workshops when needed, and the ability to make complex things simple.

Nice To Haves

• Experience in regulated industries, or a demonstrated ability to learn dense domain context quickly.
• Experience building certification/verification programs.
• Familiarity with automation/no-code tools and rapid prototyping.
• Background that's non-traditional for L&D (education, product, enablement, EdTech) — we care about learning obsession and building instinct over pedigree.

Responsibilities

• Own new hire onboarding end-to-end (not just content).
• Design the full onboarding journey — "moments that matter," role-relevant tracks, and what good looks like at each stage.
• Make onboarding meaningful across populations, partnering with department leads.
• Ensure someone can explain and apply core mortgage servicing + Valon concepts faster.
• Build the Deployment ramp pathway as the first deep dive.
• Partner with deployment leaders and domain experts to extract knowledge and turn it into teachable artifacts.
• Create practice loops for the parts of deployment that are not naturally verifiable.
• Build certifications / verification where appropriate (what "mastery" means, how it is demonstrated).
• Orchestrate the system, not just facilitate sessions.
• Create the structure, formats, and delivery mechanisms so experts can plug in.
• Over time, take more lift off leaders by being the "client" for learning: you drive the plan, the standards, and the iteration.
• Define and track the KPI: time-to-ramp / time-to-mastery by role.
• Instrument leading indicators (adoption, practice frequency, completion of verification steps) and lagging indicators (performance outcomes).
• Manager development: build pathways that create great managers — including, over time, an AI-powered "manager coach" (we've called this the "world's best boss" bot).
• Cross-functional ramp: when someone moves to a new domain or product area, they go through a version of the same mastery system. It's not just for new hires — it's for anyone learning something new.
• Performance + feedback systems enablement: partner with People leaders to operationalize how feedback is taught, practiced, and reinforced.
• Continuous learning loops: ongoing drills, refreshers, and systems that stay current as Valon evolves.
• Certification programs: expand the verification model beyond deployment as needed.
• Systems thinking for AI-enabled scale: you design learning that can be delivered and reinforced through tooling, not just live facilitation. One person, powered by the right systems, should be able to do what used to take a team.
• The "eternal coach" vision: over time, you are building toward an always-on, AI-powered learning layer — a resource that any employee can access to get answers, practice skills, and deepen mastery at any point.
• Curious and hands-on: you experiment with AI tools (LLMs, agents, automation) and develop a strong point of view on what actually helps people learn versus what's just noise.
• Build, not just buy: you grow into prototyping internal workflows and tools — like the "manager bot" concept — that reduce "time to answer" and speed mastery.
• Run onboarding and ramp as a product: ship, measure, learn, iterate.
• Build lightweight mechanisms to keep content current (owners, review cadence, signal collection) so the system does not decay as the company changes.

Benefits

• competitive salary with a meaningful stake in the company via equity, and 401k plan.
• comprehensive medical, dental, & vision benefits.
• pre-tax deductions for public transportation, rideshare services, and parking expenses to make your commute more affordable and convenient.
• Company wide orientation for you to successfully onboard and other learning & development opportunities including regular review cycles that feature 360 degree feedback.
• quarterly budgets for team and company outings. Use it for team swag, cooking classes, or team dinners!
• flexible paid time off, sick days, and 11 company holidays.
• 12 weeks off for both birthing and non-birthing parents - fully paid so you can focus your energy on your newest addition.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed