Getting people in
How we hire at Intempt.
The days of post and pray are over. Putting up a job ad and waiting for the right person to apply doesn't work. Hiring is an active sport. Read about the 9 Rare Traits we look for and how our Values shape every hiring decision.
Three pillars of hiring
1. Job posting
Get the word out. Have something to refer to when talking to candidates. People Ops handles the admin side. The hiring manager owns the vacancy and the job description.
2. Branding
Long-term brand building. Share your work. Open source what you can. Stay up to date on what's happening in your field. We lean into our AI-native identity - candidates should know this is a place where AI is in every workflow, every team, every day.
3. Sourcing
The most important way to find people. Every method of proactively reaching out to interesting people counts. Only use publicly available information. Delete candidate data when they're unresponsive.
Sourcing channels
- Your network and community - people you know, meetups, conferences, online groups
- Former applicants and team members who left on good terms
- Direct sourcing - LinkedIn and similar platforms
Every person at Intempt is a recruiter. Meet someone talented? Make the intro. You get a referral bonus if they join. We look for people who are excited about working with AI daily - not just using it, but pushing what's possible with it. See our Careers page for open roles and the referral bonus program.
Confidential Information and Invention Assignment Agreement
Intempt's standard NDA and inventions-assignment agreement, signed by every contractor alongside the Independent Contractor Agreement. This is the official template; the signed copy for each contractor governs.
Diversity & inclusion
How we think about diversity and inclusion.