PRINCIPLE 01
Ship daily. Learn constantly.
We move in small increments and check them against the rubric. The work is the feedback. Big-bang releases hide the lesson; the daily push surfaces it.
CAREERS · OPEN ROLES AT AURAONE
Work the model misses.
We build the instrument that records what models do — eval, review, evidence, release. We are looking for engineers, designers, and specialists who would rather ship proof than slogans.
OPEN
5 roles
A short list, hand-picked. Each role is one we need this quarter, not a wishlist.
TEAMS
Four
Engineering, design, evaluation, and field. Small enough to know every voice.
LOCATIONS
Remote-first
Anywhere you do your best work. Quarterly on-sites. Real equity in every offer.
WHY JOIN
Build the instrument frontier labs run on.
We are not hiring for headcount. We are hiring people who would rather build the record than the pitch. Three things stay non-negotiable.
THE WORK
Real systems, real stakes
You will ship code that runs inside frontier labs and regulated programs. Every release leaves a record a customer can hold up in a review.
THE TEAM
Small, specialist, senior
Engineers, evaluators, and reviewers who have shipped models, owned releases, and signed the proof. One platform, one record, one voice per door.
THE TERMS
Equity that matters
Remote-first with quarterly on-sites. Cash plus real ownership. Clear scope, fast decisions, four-step hiring loop, transparent compensation.
HIRING PHILOSOPHY · HOW WE READ A CANDIDATE
We hire for the work you would actually do.
We do not screen for puzzle skill. We do not test trivia. The interview loop mirrors the day job: a real problem from the codebase, a real rubric being calibrated, a real release deciding whether to ship. If the work feels like the work, the conversation lands. If it does not, we are wasting your day and ours.
We move fast on decisions and slow on the questions that matter. Forty-eight hours from final round to offer. Clear feedback either way. Compensation is on the role card before we ever speak. Equity is real, vested, and modeled at the offer stage. No tricks. No tiers invented to keep the offer down. The bar is high because the work asks for it — and because the team we are joining you to is exactly that.
DECISION
48 hours
Final round to written offer.
FORMAT
Real work
No leetcode. Problems from the repo.
COMP
On the card
Salary band shown before the call.
EQUITY
Modeled
Strike, vesting, dilution at offer.
PRINCIPLES · HOW WE WORK
Four lines we actually run by.
Not values poster copy. The principles below get used on Tuesdays — in stand-ups, in design reviews, and in the moment a release wants to slip the rubric.
PRINCIPLE 02
Own completely. Share openly.
Every person owns the line they ship and the decision behind it. Once it is on the record, the rest of the team sees the working — the rubric, the trade-off, the audit trail.
PRINCIPLE 03
Think deeply. Act quickly.
Reading first, then a tight loop. Half the bugs come from skipping the read. The other half come from spending three weeks on a read that should have been a Tuesday.
PRINCIPLE 04
Build forever. Iterate now.
Code that lasts is code you can read in a year. We invest in the shape of the system — the boundaries, the names, the tests — so the next change does not require a re-write.
BENEFITS · WHAT THE OFFER INCLUDES
The package, in plain English.
We aim for clarity in the offer letter. Cash on the table, benefits spelled out, equity modeled. The six things below are what every full- time hire signs into on day one.
EQUIPMENT
The tools you need
Workstation, monitor, headphones, license stack — no questions asked. If the work needs it, the company buys it.
HEALTH
Fully covered
Medical, dental, and vision at 100% for you and your dependents. Mental health and family planning included.
TIME
Take it
Untracked PTO with a four-week floor everyone clears. Two company-wide weeks closed each year so nobody pays for rest in catch-up email.
LEARNING
Two thousand a year
Books, courses, conferences, a paper club, a sabbatical for the team member writing the paper. No approval theatre.
EQUITY
Real upside
Early-employee strike prices, ten-year exercise window, 409A refresh annually. We hand you the model with the offer.
REMOTE
Anywhere you work best
Remote-first across US, EU, Canada, UK. Quarterly on-sites the team helps plan. No surveillance, no clock-watching.
TALENT PATHWAYS · TWO WAYS IN
Two doors. One platform.
Company roles build AuraOne from the inside. The specialist network routes remote experts into program-defined tracks through one shared intake. Different work, different cadence, same standard.
PATH 01 · COMPANY ROLES
Build the instrument.
A small, senior team. Engineering, design, evaluation, field. Direct ownership, salary plus equity, four-step hiring loop, and a forty-eight-hour decision window.
- Internal openings across engineering, design, and evaluation
- Transparent compensation on every role card
- Core-team ownership of product and go-to-market systems
PATH 02 · SPECIALIST NETWORK
Get paid to shape AI.
Frontier labs run on this. You are the specialist reviewing the cases the model misses, teaching robots, calibrating rubrics, and grading the cases that count. Paid per accepted task.
- Annotation, review, and expert work — paid per accepted task
- AI interview screening and rubric-scored onboarding
- Clear program expectations under one shared intake
OPEN ROLES
Five doors, one record.
Each card: the team, the work, the signal we are looking for. If you do not see your role and the work fits, write to us anyway — we read every note.
ENG · PLATFORM
№ 01
SIGNAL
Calm systems beat heroic cleanup.
Senior platform engineer
Own the evaluation spine — pipelines, routing, and audit trails that keep frontier releases predictable. TypeScript, Postgres, distributed systems.
ENGINEERING · REMOTE
ENG-01
ENG · ML INFRA
№ 02
SIGNAL
Evidence in, signed packet out.
ML infrastructure engineer
Build the tooling that trains, evaluates, and deploys models inside the federated lab. Regression Bank spine. Python, PyTorch, GPU infra.
ENGINEERING · REMOTE · US
ENG-02
ENG · FRONTEND
№ 03
SIGNAL
Interfaces a reviewer trusts at 2 a.m.
Senior frontend engineer
Own the reviewer interface and annotation workbench — the surfaces specialists spend their day in. React, Next.js, TypeScript, design-system depth.
ENGINEERING · REMOTE
ENG-03
DESIGN · PRODUCT
№ 04
SIGNAL
Readout over chrome. Always.
Senior product designer
Design the evaluation experience, audit-trail readouts, and specialist onboarding. Figma fluency, B2B SaaS depth, design-system ownership.
DESIGN · REMOTE
DSN-01
FIELD · EVALUATION
№ 05
SIGNAL
Reviewers in context, cases in hand.
Evaluation lead
Run the reviewed record for regulated programs. Calibrate rubrics, route hard cases, and keep the signed packet honest. Domain depth, calm under pressure.
FIELD · REMOTE · GLOBAL
FLD-01
MORE OPENING
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INTERVIEW PROCESS · FIVE STEPS · TWO WEEKS
A loop short enough to respect your time.
The whole loop runs in about two weeks. We tell you where you stand after every step. If we say no, you get the reason. If we say yes, the offer is on the table within forty-eight hours.
STEP 01
30 MIN
Initial chat
A founder or hiring manager. We share what we are working on, you share what you are working on. No prep. We listen for alignment, not buzzwords.
→STEP 02
90 MIN
Technical screen
Real problems from the codebase. No tricks, no leetcode. You work through the kind of question that lands in the standup the day you start.
→STEP 03
4 HOURS
Virtual on-site
Meet the team. Deep dive on systems. Pair on a real change. Walk through your past work in detail. We answer every question you bring.
→STEP 04
48 HOURS
Reference & comp
Two short reference calls — you choose. While we run those, we model your equity offer and tighten the band on the role card.
→STEP 05
WRITTEN
Written offer
Salary, equity strike, vesting, ten-year exercise window, signing terms — all on one page. Forty-eight hours from final round to written offer.
No tricks. No leetcode. We evaluate the work you would actually do here. If a step does not produce signal we both trust, we stop and name it.
ON THE RECORD · A RECENT HIRE
“Every interview was a question I would have wanted to argue about on a Tuesday. By the second round I knew the work. By the fifth I knew the team. The offer landed three days early.”
FAQ · QUESTIONS WE GET ASKED
Six questions, six straight answers.
The things candidates actually want to know, written the way we would answer them on a phone call. If something below is not clear, write to us and we will rewrite it.
Q · 01
Do you sponsor visas?
Yes, for senior roles in the US, UK, and EU. We have done H-1B transfers, O-1 conversions, and UK Skilled Worker sponsorship. The team is small but the immigration counsel is excellent.
Q · 02
What is the team distribution?
Roughly thirty people across nine time zones. Engineering and design skew US Eastern and EU. Field and evaluation skew global. Pacific time zones are well represented for engineering.
Q · 03
How is equity structured?
Early-employee strike prices. Four-year vesting with a one-year cliff. Ten-year post-termination exercise window so you do not have to liquidate the cap table to keep your options. We model the offer with you.
Q · 04
What does a typical week look like?
Two short stand-ups, one design review, one team retro. The rest is heads-down work. Meetings are short and have a rubric. The default mode is async.
Q · 05
Is the work mostly greenfield or maintenance?
Greenfield with a real footprint. The platform is two years in and growing. Every hire is on a new surface, not a maintenance shift. We rotate on-call so the burden does not sit on one person.
Q · 06
What if I do not see my role on the list?
Write anyway. If the work fits and the team needs the shape, we open the role. The five doors above are this quarter's specific needs, not a wall.
NEXT STEP
Bring the work you would rather prove.
A short note. A repo, a paper, a release you owned, a review you ran. Tell us the system you would build if the day job got out of the way. We will write back within forty-eight hours.