Learning Systems Lead

About the Company

Valon is building the AI-native operating system for regulated finance starting with mortgage servicing.

Were 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 wasnt 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. Weve 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 dont just automate tasks they continuously improve entire operations. Mortgage servicing is just the beginning of our vision to transform regulated industries and beyond.

Summary

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.

Were hiring a Learning Systems Lead a single owner who will build Valons 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.

Why this role exists

Valons ramp curve is steep. Today it can take 6 months for someone to feel fully ramped. The goal is to drive that toward 3 months without sacrificing quality.

We have many smart high-agency people but figure it out does not scale in a regulated fast-changing environment. We need one owner who is obsessed with how people learn and who can translate dense context into repeatable pathways verification and reinforcement loops.

The bottleneck isnt volume of people its volume of ramped people. This role exists to fix that.

What youll do (Phase 1: onboarding ramp)

This is the highest-leverage starting point and your Day 1 priority.

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.

Measure ramp effectiveness and iterate quickly.

• 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).

What youll do (Phase 2: the full learning layer)

After onboarding and ramp are stabilized you expand into the broader learning system.

• Manager development: build pathways that create great managers including over time an AI-powered manager coach (weve called this the worlds 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. Its not just for new hires its 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.

AI is the delivery surface not an add-on

This is what makes this the L&D role of the future. AI is not a nice-to-have here its how this role scales.

• 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 whats 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.

What success looks like

• New hires reach practical competency materially faster (targeting 3 months vs 6 months).

• Deployment ramp is structured repeatable and includes verification where it matters.

• Managers spend less time repeating context and more time coaching judgment.

• Learning artifacts stay current and are actually used.

• Continuous learning loops exist (not one-and-done onboarding).

• The onboarding and ramp system gets better every month through measurement feedback and iteration.

• Over time AI-powered tools extend the reach of learning far beyond what one person could deliver through facilitation alone.

Who you are

• 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. Youre 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 thats non-traditional for L&D (education product enablement EdTech) we care about learning obsession and building instinct over pedigree.

Throughout the interview process please remember that emails will only be from email addresses. We will never ask for any personally identifiable information during the interview process itself. Please reach out to if you have any requests to verify the authenticity of an outreach.

Valon is an equal opportunity employer that is committed to diversity and inclusion in the workplace. We prohibit discrimination and harassment of any kind based on race color sex religion sexual orientation national origin disability genetic information pregnancy or any other protected characteristic as outlined by federal state or local laws. Valon makes hiring decisions based solely on qualifications merit and business needs at the time.