Careers

Please apply directly through our current openings or via a job board to ensure your application is considered by our hiring team. Because we’re a small (but mighty) team, we don’t have the capacity to manage applications outside of our applicant tracking system.

There’s no application deadline for open roles, but we encourage you to apply as soon as possible as we typically begin initial screening calls within a week of posting. You’ll also be able to reference our job descriptions throughout the interview process as we leave each posting up until a role is filled.

All of our interviews take place virtually using video-conferencing tools. If you’re shortlisted for a role, the first step is an initial screening call (audio only, cameras off) with a member of our talent acquisition team. Then, if you’re selected to move on to the next stage, you’ll participate in a functional video interview (cameras on) with the hiring manager. And lastly, if you’re moved to final interview stage, you’ll take part in a culture interview with Clariti team members you’d work closely with in the role (ex) peers, executive or skip-level leader, direct reports, or cross-functional stakeholders). Following all three interviews, if the hiring team proceeds to extend an offer of employment, we will request references to conduct a reference check and background check, which are both required for new hires.

Our culture is best described by our core values (build relentlessly, learn constantly, communicate courageously, and act with integrity) which are present in everything we do as an organization, and are demonstrated every day by our employees. They’re embedded into our processes for hiring (ex) our culture interviews, how we promote talent, how we manage performance, and how we recognize employees & celebrate success.

There are several ways we facilitate team building in our remote-first environment. First and foremost, we have our awesome culture committee who organize inclusive events, initiatives, and programs for all employees. We also include social interactions in many of our org-wide meetings, and get together in person for our annual offsite which we all look forward to each year! Previous offsites have been held in Whistler and Palm Springs, and your guess is as good as ours what amazing location it’ll be held at next!

All employees have various measures of success, performance, and KPIs that they’re accountable for. For new hires these are outlined during the hiring & onboarding process and for existing hires these are aligned on during quarterly planning by functional and executive leadership.

On a semi-annual basis we go through performance reviews for all employees who have been at Clariti for +90 days prior to the review period in order to fairly assess performance over a period spanning +3 months.

Beyond our formal review periods and onboarding program, all people leaders provide ongoing coaching & development to their direct teams and we encourage communicating courageously across the organization to maintain a culture of feedback.

All new hires go through a 30-60-90 day onboarding plan which includes immersive org-wide onboarding (i.e. day 1 orientation, check-ins with our people & talent team, and departmental onboarding overview sessions, etc.) as well as targeted functional and role-specific onboarding to ensure you are set up for success as you learn the business, build relationships, and begin to serve in your role. In addition, you and your direct leader will align on 3-month milestones of success.

We have two Co-CEOs who split responsibilities - Jake Dancyger and Cyrus Symoom. Jake oversees the Product & Design, Engineering, and Customer Experience teams while Cyrus oversees the Sales, Marketing, People & Talent, and Finance teams. Our structure is relatively flat, despite having experts & leaders with multiple decades of experience within their function. A flatter structure allows all employees access to leadership, including our Co-CEOs.