Careers at Ture
Build the platform that turns transitions into momentum.
We're a small team building software for one of the most consequential moments in someone's career. We hire people who care about that, and who want to ship serious product against a real problem.
What we're building
One platform for the entire career transition lifecycle.
Most outplacement and HR-tech tools are point solutions stitched together. We're building one system that connects HR oversight, employee experience, provider workflows, and skills-first hiring, without compromising on privacy.
- Real customers running real programs in production today.
- Greenfield product surface across HR, employee, provider, and talent UIs.
- Strong privacy and AI governance posture as a product principle, not a marketing claim.
- Senior team with prior experience scaling HR products.
How we work
Six things to know before you apply.
Remote-first, time-zone-friendly
Most of the team is in North America. We optimize for async work and protect a small overlap window for design and product reviews.
Small team, real ownership
Every hire owns an area end-to-end. We don't have product, design, or eng silos that throw work over the wall.
Privacy and trust as product principles
Privacy reviews ship with features. Engineering and design partner with security from the first scoping doc.
Customers in the room
We do live customer reviews, not just decks. New hires sit in on customer calls during their first month.
AI as leverage, not a gimmick
We use AI where it removes drudgery and scales coaching, and we're skeptical of AI when it tries to replace human relationships.
Generous total rewards
Competitive salary, meaningful equity, comprehensive benefits, a learning budget, and a transition-ready Marketplace credit for every team member.
Hiring philosophy
How we evaluate, in three short answers.
What we look for
Ownership, taste, and care for the people the product serves.
Across roles, we look for the same thing: people who take ownership of outcomes, have taste for the right level of complexity, and care about the actual humans on the other side of the screen. Employees in transition, HR teams under pressure, coaches running heavy caseloads.
- Bias toward shipping working software over polished plans.
- Strong written communication, since most decisions happen async.
- Comfort holding two truths at once (HR oversight + employee privacy).
What our process looks like
Four conversations and a paid project. No surprise rounds.
We respect your time. The full process is four conversations and a paid take-home, none of which is graded by a panel that hasn't met you. We share rubrics in advance and feedback at the end, even when we say no.
- 30-min intro with a hiring manager.
- 60-min role-specific deep dive.
- Paid take-home (capped to a real workday) or live working session.
- Final founders + team conversation.
What you should expect after offer
Real onboarding, not a Notion link.
Every new hire gets a structured first 30 days with a defined area, a paired teammate, and customer exposure. We expect you to ship something real in the first month, and we set you up to do it.
- Defined first-30-days plan with measurable outcomes.
- Paired teammate in your first project.
- Customer exposure from week 1.
- Clear long-term progression for product, engineering, and design.
Working at Ture
What the team looks like today.
Team members
across product, engineering, design, and GTM
Time zones
with a small daily overlap window
Retention
since founding
Customer exposure
every team member sees real customer calls
Equal opportunity
We hire on what you can do, not where you've done it.
We're committed to building a team that reflects the people our product serves. We don't require degrees for any technical role, and we use structured, rubric-based interviews to reduce bias.
