01 · Operator memory
Operator memory
We write down what we know so the next person inherits it. Tribal knowledge is a liability we refuse to underwrite.
§ 01 / 06
Careers · 12 open rolesSenior bar · junior open
We are hiring operators,
not implementers.
Twelve postings, five locations, one runtime — we are staffing the operating system that turns business requests into working software.
This page is the operator memory: what we mean by senior, what the comp framework is, what the hiring loop costs you in hours, and which roles are open right now. We post the band on the page, we pay for the work-sample, and we close offers inside four days. No riddles. No unpaid take-homes. No vague “we'll let you know.”
People · across 11 timezones
0
Engineering 24 · GTM 8 · ops 6
Timezones in rotation
0
UTC−8 → UTC+9
Open roles · this quarter
0
All bands public on the posting
Median offer turnaround
0d
From intro call to written offer
§ 02 / 06
Operating principles
Six rules.
The ones we actually enforce.
Every team has a values page. Most of them are aspirational. These are the six we promote on, fire on, and write into the handbook the day someone joins. They show up in code review, planning docs, and the on-call rotation — not on a wall.
02 · Verify before claim
Verify before claim
Numbers, not adjectives. Receipts on every assertion. If it is not measured, it does not ship in the deck or the docs.
03 · Async by default
Async by default
Most decisions land in writing. Meetings are for the residual 10% — the parts a thread cannot resolve in a calendar day.
04 · Senior bar, junior open
Senior bar, junior open
We hire for taste and pattern-matching, not credentials. The bar is the work-sample, not the school you went to.
05 · Own the on-call
Own the on-call
Builders carry the pager for what they ship. Reliability is a property of the team that wrote the code, not a separate org.
06 · Air-gapped capable
Air-gapped capable
Anything we ship has to also run with zero outbound egress. Sovereign customers are not an afterthought; they are the test.
§ 03 / 06
Open roles · 12 / 12
The postings.
Bands public. No riddles.
Twelve roles, five locations, four time-bands. Comp bands are printed on the row — same band on the public posting, same band on the offer letter. Levels follow Radford and our internal ladder. Apply to the closest fit; we re-level on the work-sample if the band is wrong.
#
Level
Role
Location
Comp band · annual
Apply
Platform Engineer (Firecracker)
Composer Engineer (TS)
Orchestrator Engineer
Security Engineer
Solutions Engineer (Enterprise)
Site Reliability Engineer
Product Engineer (Workspace)
ML Researcher (Routing)
Designer (Brand & Product)
Technical Writer / Operator Handbook
Customer Engineer (Big4 / SI)
Founder Associate
§ 04 / 06
Compensation framework
Public bands.
One number per level.
Compensation should not be a negotiation skill. The framework is published, the bands are on every posting, and the offer matches the band. We re-level on outcomes, not on tenure theatre.
Bands are public on every posting and identical on the offer letter. We do not negotiate up. We do not negotiate down. The band is the band — we publish it because hiding it costs both sides a week of guesswork and rewards the candidates who are loudest, not strongest.
Total comp is base plus meaningful equity. Equity is not a rounding error — for staff and above it is the largest single component of the offer at year four. Geographic adjustment is small, capped at ±15% of the band. Athens, Berlin, NYC, and SF are paid against the same ladder — only the cost-of-living delta moves.
We run a single annual leveling review with calibration across managers and a public ladder. Promotions move the band, not just the title. Refresh grants follow the same rhythm. No side-deals, no shadow comp, no “your manager will get you a special bonus.”
Geo adjustment
±15%
Leveling cycle
annual
Offer turnaround
4 days
Base
65th percentile of market
Cash base benchmarked against Radford peer-group medians for company size, role family, and geography. Reset annually at the leveling review.
Equity
4-year vest, 1-year cliff
Meaningful ISO/NSO grants on join, with early exercise allowed. Refresh grants on tenure milestones, on promotion, and on impact reviews — not on negotiation alone.
Health
100% covered, globally
Medical, dental, vision, and mental-health coverage paid in full for employees and dependents. Same coverage tier in every country we hire in — not a US-only benefit.
Time off
30 days minimum, no max
We require thirty paid days off a year — taken, not banked. The maximum is uncapped because we hire adults, but the floor is enforced. Sabbatical at year four.
§ 05 / 06
Hiring loop · five steps
Five steps.
Median four days.
The loop is the loop — same five steps for every role, same scorecard, same calibration. We pay for the work-sample, we close offers in four days, and we tell you no the same week we know. The longest interview process you will run is your own research on us.
Hiring loop
One scorecard · same five steps · four-day median offer
Intro
Thirty-minute call with the hiring manager. Mutual scoping — what the role is, what your last six months looked like, what the band is. No trick questions.
Duration
0min
Work-sample
A paid four-hour exercise modeled on real exAI work. We pay $400 / €350 on submission, regardless of outcome. You keep the rights to the code.
Duration
0h
Pairing session
Ninety minutes pairing on a small extension to your work-sample with the team you would join. We screen-share, you drive. We are watching for taste, not trivia.
Duration
0min
References
You pick three references — past managers, peers, or reports. We call them ourselves, on the record, and we ask the same six questions every time.
Duration
0d
Offer
Written offer at the published band. Target turnaround is four days from intro to signed offer. We do not run exploding deadlines or pressure tactics.
Duration
0d
Paid
$400 / €350
Work-sample fee on submission, regardless of outcome
Median offer
4 days
Intro call to written offer · 50% of cohort
No
exploding offers
We do not pressure-deadline · take the time you need
Yes
structured no
If we say no we tell you why · same week
§ 06 / 06
12 open · public bands · 4-day median offer
Open the postings.
Bring real work.
The work-sample is real exAI work, paid on submission. The pairing session is real exAI code, with the team you would actually join. The offer is at the published band, written, and in your inbox inside four days of the intro call. If any of that sounds rare to you, it should not be — and that is part of why we wrote it down.