Careers

Build the part that has to be right.

Serinyx is a verified-intelligence company. We build the platforms organisations use when a decision is expensive to get wrong and the reasoning behind it will be examined by people who were not in the room. That constraint shapes how we build and how we work.

What working here is actually like.

The method is the product.

The hard problems here are rarely modelling problems. They are questions about how a source earns its status, and how a conclusion is made checkable by someone who had no part in reaching it.

Being wrong is cheap. Hiding it is not.

The platform has to report what it could not establish. So do the people building it. A position you can argue against is worth more than one nobody has tested.

Work that outlives the person who did it.

The audit record exists so a decision can be reconstructed years later. Code and documentation are held to that standard too, because the alternative is knowledge that walks out with whoever wrote it.

What we commit to.

Four commitments, each named as a mechanism rather than a sentiment. Where we are not prepared to commit to a number, we say so rather than reaching for one.

Where and when you work

Hybrid, meaning the work follows the person rather than the address.

You work where you are, and the measure is delivery, not presence. There is no mandatory number of days in an office, and no core-hours rule dressed up as flexibility.
Saarbrücken is the anchor. We gather periodically rather than routinely, and those dates are known in advance.
We can employ or contract across the EU wherever it is lawful for us to do so. If you are outside that, say so early and we will tell you plainly what is workable.
Where you live does not change what you are paid. Pay is set against the role, not against the cost of the city you happen to be in.
Hours are self-scheduled around delivery and fit your life rather than the other way round. Presence is expected at meetings and sync-ups.

Career growth and learning

The mechanisms, not the aspiration.

Time for conferences, and time to write papers. Not the leftover of a week, actual time.
You can publish. Research that comes out of the work is yours to put your name to.
Mentoring comes from the founders directly, because at this size there is nobody to delegate it to.
Reviews happen twice a year, and you are told where you stand rather than left to infer it.

Diversity, equity and inclusion

Applied at the point where it decides who gets in.

Structured interviews. Every candidate is given the same problem, drawn from work we are actually doing, and assessed against the same thing.
Anonymised screening, so the first read is of the work rather than the name attached to it.
Diverse panels, so no one person decides who is a fit.
English is the working language. German is not a requirement.

We publish no diversity targets. A number this company cannot yet stand behind would be worse than none, and we would rather be held to the four mechanisms above, which are checkable today.

Work-life balance

Stated plainly, including the floor.

Statutory German holiday entitlement is the floor, not the offer.
Working hours are flexible and expected to fit your own rhythm, apart from meetings and sync-ups.
There is no expectation that you are reachable outside the hours you have agreed, and there is no on-call.

Open roles

Where we are hiring.

Every role is advertised on Indeed, and that is where the full description and the way to apply live. If none of these is quite right but the work is, write to us anyway.