Build the model for the physical world.
Apex hires small numbers of unusually senior people, gives them unusually large scope, and ships unusually large results. Compensation is honest, ranges are published in every role, and the team is remote-friendly but in-person preferred. We are growing across research, platform, applied, safety, design and go-to-market.
Four things that shape the work.
These are not posters on the wall. They are the principles we hire against and ship against; they are documented in our charter at /charter.
Build the model
We are training one AI on simulation, instruments and design history. Not wrapping someone else's chat API.
Numbers, not narratives
Every claim ships with a reproducible benchmark. If we can't reproduce it, we don't publish it.
Closed loops
We prefer projects where the model faces physical reality — wet labs, fabs, test rigs, taped-out silicon.
Boring infrastructure
Production systems beat demos. The unglamorous middle — queues, retries, traces, rollback — is the product.
8 open roles, across seven teams.
Each role has a brief, a written compensation range, and a hiring manager named in the body. Send a note even if you don't see a perfect fit.
Five steps. Three weeks, end-to-end.
We move fast, write down our decisions, and explain the no — every time. The process is the same whether you're a senior researcher or a first go-to-market hire.
- Step 01Hello
Send a one-page brief. We respond within 48 hours, always.
- Step 02Conversation
60 min with the hiring manager. Mutual scope check. No riddles.
- Step 03Technical
Either a real take-home (paid, two days) or a pairing session. Your choice.
- Step 04Onsite
One in-person day. Lunch with the team. Walk-through of the work you'd do.
- Step 05Offer
Within a week of onsite. Cash band published. First offer is the best offer.
Real numbers, not mystery meat.
We publish cash bands in every job description and we do not haggle the offer down. Equity and benefits below.
Top-of-market base, honest range published in every job description. First offer is the best offer.
Refresh grants every two years. Accelerated vesting on involuntary termination. 10-year post-termination exercise window.
Four weeks paid vacation, no questions. Sabbatical at year five. Real, not 'unlimited.'
Premiums covered for employee and dependents. Mental-health budget. 12-month coverage bridge on departure.
Don't see a perfect fit?
Send a note anyway. We hire small numbers of unusually senior people and we often create roles for the right person.