Build the AI engineering network you wish existed.
We're a small team in Bengaluru and globally remote, building the most rigorous AI engineering network in the world. We hire the same way we hire forfrontier labs — calibrated, structured, honest about the bar. If that's the kind of place you want to work, here's what's open.
// Why this, why now
Three reasons engineers on our team say they joined.
We asked the last ten people to join the company “what convinced you?” The answers cluster into three groups. Verbatim, with names removed.
// REASON 01
The work changes the AI labor market.
OpenTalent placed 5,800+ engineers into frontier AI roles in the last 12 months. Every senior IC offer that closes through us moves a single engineer onto frontier work; every match we improve nudges the bar a little higher for the industry. Most product work doesn’t compound like that.
// REASON 02
The team is unusually senior and small.
About 50 people. No middle management. Decisions are made by the engineers and operators doing the work, reviewed weekly, ratified by the founders. There is a meaningful chance, in your first six months, that something you ship changes how the network screens or matches.
// REASON 03
We eat our own dog food.
Every internal OpenTalent hire goes through a calibrated version of the same five-stage screening we run for frontier labs. That’s not a stunt — it’s how we figure out whether we’d trust our own work. If you’ve been through our screen, you’ve already seen the team’s working voice.
// The team, by the numbers
Small team. Outsized leverage.
People on the team across all roles and locations.
Engineer placements into frontier roles in trailing 12 months.
Vetted engineers in the network the team built.
Since Gravity Engineering Services was founded in Bengaluru.
// Open roles — May 2026
14 roles open. Filter by team.
Each listing has a real description and a named hiring manager once you click in. We update this page weekly; the count above is current.
Staff Engineer – Matching & Embeddings
Owns the matching engine behind AI Job Match and Cohire. Vector search, retrieval evals, and the reasoning panel that explains every match.
HYBRID
Sr. Engineer – Cohire Agent Platform
Owns the agentic orchestration that powers Cohire. LLM routing, tool-use loops, structured outputs, and the reasoning trace UI.
GLOBAL
Engineer – Application Autofill Integrations
Owns the integrations between Autofill and 12 frontier-lab application surfaces. Browser automation, schema parsing, secure form submission.
HYBRID
Sr. Engineer – Cohire Copilot
Owns the skill-mapping and trajectory-simulation backend that powers Cohire. Embedding pipelines, gap analysis, and the frontier digest.
GLOBAL
Engineer – Resume AI
Owns the resume rewriting pipeline. Frontier-lab tone calibration, per-match tailoring, and the diff/review UI.
HYBRID
Sr. Engineer – Platform Reliability
On-call ownership for the OpenTalent platform across Cohire, Cohire, Match, Autofill. Observability, incident response, SLO design.
GLOBAL
Senior Talent Specialist – Frontier Labs
Owns the relationship with 8–10 frontier labs as a hiring partner. Runs the placement loop end-to-end and is the labs’ main human touchpoint.
HYBRID
Screening Panelist – Senior IC
Runs Stage 1 (language & reasoning) and Stage 4 (live panel) for senior IC applicants. Strong AI engineering background required.
GLOBAL
Engagement Lead – AI-Native Pods
Owns the lifecycle of pod engagements — composition, contracting, milestone reviews, retention. Three to five live pods at a time.
HYBRID
Senior Writer – Comp & Market
Owns the weekly OpenTalent blog. Comp data analysis, market briefings, frontier-lab insights. Strong data instincts; strong sentences.
GLOBAL
Researcher – Interview Guides
Owns the Interview Guides product. Calibrates guides against actual frontier-lab loops. Heavy reading; ships clean prose.
HYBRID
Partnerships Lead – Frontier Labs
Owns the relationship and commercial conversation with our top-tier hiring partners. Quarterly business reviews, contract renegotiation, expansion.
REMOTE OK
University Programs Lead
Owns the residency & university partnerships program. 18 active partners; goal is 30 by end of 2026. Indian and US universities.
HYBRID
VP, Engineering
Owns the engineering org. ~20 engineers across Match, Cohire, Cohire, Resume AI, Autofill. Reports to the founder; sits on the operating committee.
OR SF
// How we hire
Our own screen. Calibrated for internal roles.
We hire ourselves the same way we hire for frontier labs — five stages, calibrated bar, honest debrief. Five-stage version for senior IC engineering roles; four-stage version for non-engineering roles.
The principles we hire on
The bar is the bar. We don't ladder candidates against an “internal” rubric that's softer than the one we run for our clients. That would be embarrassing, and we'd notice quickly because our own engineers run the panels.
The process is structured. Every stage has a written rubric. Every debrief uses the same template. Every offer comes with a calibrated comp band and a written rationale.
The communication is fast. We aim for a written decision within 5 business days of your final panel — and we tell you within 24 hours if we're not advancing you. Ghosting is a fireable offense on our recruiting team.
Recruiter chat
30 minutes. Mutual scoping. Honest read on whether the role fits both sides before either of us invests further.
Hiring manager interview
60 minutes with the person you’d report to. Past work, structured problem-solving, where you’d land in the team’s current scope.
Take-home exercise
Scoped to the role; 4–6 hours of work. We pay $400 for your time on this stage regardless of outcome — we don’t take free labor.
Panel – 2 senior practitioners
Two senior ICs from across the team. Depth, judgment, communication. Includes a 20-minute debrief of your take-home.
Founder conversation
Final stage. 45 minutes with one of the founders. Calibration, references, offer if both sides want to proceed.
// Comp & benefits
What you get if you join.
We pay competitively for senior roles, write equity into every full-time offer, and offer benefits that are deliberately boring — health, learning, time off, a real workstation. If a benefit feels like it's trying to substitute for comp, we don't have it.
// COMP
Competitive senior IC bands
Listed comp ranges are real and refreshed quarterly. We don’t lowball; we don’t bid against ourselves on counters.
// EQUITY
Equity in every full-time offer
4-year vest, 1-year cliff, refresh tiers documented and shared with you on offer day.
// HEALTH
Top-tier health insurance
Family coverage, dental, vision, mental health. India and US plans available; we top up if you’re in a third country.
// LEARNING
$3K/yr learning budget
Conferences, books, courses, paper subscriptions. No approval theatre; receipts within 30 days is the rule.
// TIME OFF
25 days PTO + sabbatical at 4 yrs
Real PTO that we expect you to take. 4-week paid sabbatical after your 4-year vest, on top of PTO.
// WORKSTATION
$2K workstation budget
Laptop, monitor, chair, desk, headphones — your call. Refresh every 3 years. Remote workers get an annual co-working stipend.
// PARENTAL
20-week parental leave
For all caregivers, regardless of gender or birth/adoption. Plus a phased ramp-back schedule we’ll design with you.
// REMOTE
Remote-friendly, deliberately
Bengaluru is HQ; most teams have both on-site and remote members. Quarterly all-team week in Bengaluru, on us.
// TRUST
Yearly comp letter
Every March we hand you a written letter with your current comp, your YoY change, and the rationale. No surprises.
I came in skeptical that a 50-person company in Bengaluru could be the most rigorous hire of my career. Turned out the screen they ran on me was harder than any frontier-lab loop I'd been through — and then they used the same rubric to grade their own offer back to me. That changed how I thought about working here on day one.
// FAQ
Questions candidates ask first.
How long does the process take, end to end?+
For senior IC engineering roles, the median is about 24 days from first recruiter chat to written offer. We aim for 28-day max. Take-home is the longest single stage — most candidates submit within 7 days of receiving it.
For non-engineering roles, it's typically 18 days because there's no take-home stage; the panel is replaced with a structured work-sample exercise.
Do you pay for the take-home stage?+
Yes. $400 (or ₹35K local equivalent) for senior IC engineering take-homes, paid via your local currency after submission, regardless of whether you advance. We don't take free labor and we don't expect candidates to do it for goodwill.
Can I see the rubric for the role I'm applying to?+
We share the rubric verbally during the recruiter chat (Stage 01) and in writing if you reach the panel (Stage 04). We don't publish them on the careers site because they get out of date, and we'd rather walk you through the current version.
What's the working culture day-to-day?+
Async-first for cross-team work; on-team work is usually a mix of async docs and a daily 30-minute team check-in. Meetings are calendared with a written agenda; if there's no agenda, the meeting doesn't happen.
We don't have a slack-after-9pm culture. We do have a “ship within the week” culture — most teams ship a meaningful improvement to a product surface every five business days.
I'm a member of the OpenTalent network. Can I apply to work at the company?+
Yes, and several of our team came in this way. There's no penalty for moving from “network member” to “internal hire,” and there's no advantage either — you'd run the same internal screen as anyone else.
One nuance: we don't let you simultaneously be an active network member and an internal employee in the same specialization. If you join the team, your member-side profile is paused until you leave.
How much equity do internal hires get?+
Varies by role and level. Senior IC engineering and operational roles get equity grants targeted at a specific percentage range; the band is documented and shared with you on offer day along with the comp letter.
We don't run the “negotiate harder, get more equity” game — the offer is the offer, calibrated to level, and we explain the math. Engineers who join through us tell us this is the part they were most surprised about.
Do you sponsor visas?+
For senior roles, yes — primarily US H-1B transfer, UK Global Talent, and Singapore EP. For Bengaluru-based roles we sponsor work visas where required for non-Indian nationals on a case-by-case basis.
For junior and early-career roles, we generally hire local; sponsoring visas adds a long lead time that doesn't fit how we ramp early-career hires.
Don't see the right role?
Write to us anyway. We track promising candidates against roles we expect to open in the next two quarters — and reach back out when timing fits.