How We Hire at indi
Mission-obsessed builders who care about the future of care
We're building THE AI co-pilot for child development. To do that, we need mission-obsessed, smart, no-ego humans who care deeply about building the future of care.
Hiring is not an HR function - it's a CEO function. It's brand. It's culture. And it's how we win.
At indi, we hire the kind of people you'd want beside you on your best and worst days. Because that's what this mission needs.
Start With the Need - Not the Job Title
Before we hire, we ask:
- •What's the outcome we're trying to unlock?
- •What superpower do we need to bring in?
- •Is this a core team member or a supporting contributor?
- •What would a 10x hire look like in this role?
Every role is documented with:
- • Spike (their superpower)
- • Impact areas
- • Success at 3, 6, 12 months
- • Reporting line and decision rights
"We hire for slope, not just y-intercept."
The Process: Smart, Sharp & a Signal of Who We Are
Hiring is a brand touchpoint. Even people we don't hire should walk away loving us.
Apply With a Twist
We ditch the cover letter.
Instead: "Submit a 1-minute (ish - don't panic if it's a bit more/less) video in any format you like. Tell us something that shows us how you think."
- • Talk to camera
- • Walk us through something you've built
- • Share a moment that changed you
It's not about polish. It's about signal.
Plus link to:
Portfolio, Website, LinkedIn, GitHub, CV, IG, X, Reddit, Stack Overflow, Relevance, n8n, openai, claude (whatever you think shows us best what your past/present looks like) and the references you think we should speak to IF we get to that step.
Meet Us
15-min intro call with hiring lead
Alignment on role, team, mission, company.
60-min challenge
Show us why you're an all star and how you spike. (small, scoped, insightful)
25-min Call With CEO
Founder chemistry. We talk vision, pace, mission fit, and spike.
Final interview with select Strategic Advisory Board member
Values + culture fit = non-negotiable
We aim to move from first touch to offer within 2 weeks.
Reference Checks + Offer
Reference Process:
- • We speak to 1-2 people you choose
- • If in doubt, we call someone we choose
We make a clear, respectful, human offer with:
- • Cash + ESOP
- • Impact areas
- • Growth path
"You'll know where you stand, and we'll treat your time like it's precious - because it is."
Who Does What?
CEO
Owns top-of-funnel, positioning, final decision. It's on CEO to attract talent and close the best.
Hiring Lead
Shapes the role, runs process, owns hiring outcomes
Strategic Advisory Board
Used for vetting, tech/product interviews, and cultural calibration where relevant
No fluff. Just great people finding great people.
What Else Do You Need to Know?
Our Approach
- • We don't care where you went to school. We care how you think.
- • We use video, async tasks, and practical prompts to unlock signal.
- • We want to build relationships early - even before someone is looking.
- • We often co-create roles with exceptional people. If we find an A++, we figure it out.
Compensation
We're pre-seed. We pay what we can, and we give what matters.
- • Every hire is offered a mix of cash + meaningful ESOP
- • We share the why behind our ESOP model
- • We're clear on our mission: If you're here for impact and legacy, this is the rocket.
How We Select
We don't rush. We hire right. But we don't wait either.
- • Selection is based on spike, values, and velocity
- • We don't need perfect people. We need self-aware, high-agency builders who love the hard stuff
- • If it's a no, we tell you quickly and respectfully
- • If it's a yes, we move fast and set you up to win
We believe the way category-defining tech companies are built is changing - forever.
A small, focused team of exceptional people can move faster, build smarter, and go further than ever before. AI is a force multiplier - but only in the hands of those who take initiative, ship fast, want to be up to speed on tooling and own outcomes.
We don't carry passengers. We don't hire to fill seats. We hire builders in all areas of the business: proactive, energetic talent who see problems, solve them, and raise the bar for everyone around them.
🤲 Diversity, Equity & Representation
We're building indi for families who live outside the norm — where predictability is rare, and fairness isn't guaranteed. If we want to serve them properly, our team can't all think the same, live the same, or look the same.
We believe diversity of background, experience, identity, and thought leads to better products, stronger decisions, and deeper empathy. This isn't virtue signalling — it's how we win.
We're publicly committed to building a company where at least 25% of our leadership and team represent historically underrepresented groups — and we're actively designing our hiring process to make that happen.
As a product built primarily for mums, carers, and families navigating complex health journeys, we especially want to ensure female-identifying and caregiver voices are represented in the decisions we make, the tech we build, and the culture we create.
We reduce bias, widen access, and recognise brilliance in non-traditional ways. We value flexibility, real inclusion, and fair access to opportunity — not just corporate polish or conventional credentials.
This mission demands empathy, clarity, and difference.
That's what we hire for.
Transparency
Everything above will live on our website. We believe in clarity.
Because we want the right people to self-select in. And because this should never feel like a black box.