Headcount as of 2026-05-28
The team behind Easy RFP
Easy RFP is currently a founder-led product. One full-time founder, two part-time contractors, and a roadmap to hire two more humans only when the Founding Program 80/500 fills. We don't pretend to be bigger.
1. Who we are today
Easy RFP is intentionally small. As of May 2026 the team is three people: one full-time founder and two part-time contractors. We don't have a "people" page with eight smiling stock photos. We have one founder who answers [email protected], one contractor shipping engineering, and one contractor running content and SEO. That is the entire org chart.
Built Easy RFP after ten years inside MICE procurement. Writes code, answers support, sells, picks the colour of the buttons. Reachable by every customer at [email protected]. Full bio: /about/gustavo-borges/.
Senior backend engineer (TypeScript / PostgreSQL / Supabase). Pairs with Gustavo on the harder lifts: edge functions, row-level security, the proposal parser pipeline. We disclose the contractor relationship rather than padding the team page with a fake "head of engineering" title.
Content and SEO. Writes blog posts under editorial review, runs the schema, manages our crawl budget. Every claim shipped is checked against the editorial policy Cvent gold rule: no invented statistics, every percentage cites a public source or is removed.
2. Why we stay small (on purpose)
European MICE software is a market littered with platforms that scaled headcount before they scaled product-market fit. We are not going to make that mistake. The first full-time employee after Gustavo will come after the Founding Program 80/500 fills — when paid customers, not a fundraising deck, justify the headcount.
Founding Program 80/500 = the first 80 planner accounts and 500 hotel accounts that buy at the locked founding price. Until that ceiling is reached, every new hire has to be defensible against the next ninety days of cash, not the next funding round.
3. We're hiring (two roles, starting Q2 2026)
When Founding Program 80/500 fills we open two roles. Both are EU-based, remote, contract-to-permanent, with a 4-day-week pilot. Full descriptions live on the careers page.
Backend engineer (TypeScript / PostgreSQL)
Own the proposal-parser pipeline and Supabase edge-function stack alongside the founder. Heavy schema work, RLS audit, performance tuning on a real customer dataset. You ship the second half of the v57 roadmap with us.
MICE-side customer success (Spanish + English native)
First line of contact for Iberian and EU planners. Onboard new accounts, walk venues through hotel-respond, run quarterly health calls. MICE/event procurement background mandatory — we will not train an outsider on the buyer pain.
4. Hiring philosophy (so you know before you apply)
- No spray-and-pray growth. We will not go from 3 → 50 people in six months. The plan is 3 → 5 by end of 2026 and 5 → 9 by end of 2027, contingent on revenue.
- Founder still answers tickets. Until customer success is fully ramped, Gustavo personally reads every support email. That stays true past 80/500.
- Equity is real, not theatre. Both first hires get meaningful equity grants, four-year vest, one-year cliff. We share the cap table at offer stage. We will not promise "10× the offer" via a deck of fantasy ARR projections.
- 4-day-week pilot. First three months are 4 days × 8 hours. We measure throughput, not hours. If it breaks, we are honest and revert to 5 days at full pay; we will not push it as a recruiting gimmick if it does not work.
- Remote-EU only. Timezone overlap matters. We do not hire APAC or US-Pacific while the team is this small — async-only contributors cannot get the founder time they need to ramp.
5. What we do NOT have on the team page
A "Head of Customer Experience". A "Director of Growth". A "VP of Strategy". A board of advisors with logos of companies they left two years ago. A "fractional CFO" who has never closed a month-end. If any of those titles appear later, it will be because the role exists, the human is hired full-time, and the work justifies the salary — not because the team page needed filling.
6. Honest gaps we are NOT hiring for yet
Sales. Design (Gustavo is the designer; that constraint is improving the product). Finance (Stripe + a fractional bookkeeper handles it). Legal (a Lisbon-based law firm on retainer). If you are looking for one of those roles and you think we are wrong to defer it — write to us. We are open to being convinced.
7. Stay in the loop
- Hiring updates published on /careers/ and announced first via the blog.
- Press / journalist queries: /press/ for the kit, [email protected] for interviews.
- Security or vendor-assessment contact: /security/.
For founder bio see /about/gustavo-borges/ · Open roles at /careers/ · Trust center at /trust/