Determined AI is dramatically simplifying the process of building deep learning models. Our open-source platform supports state-of-the-art hyperparameter tuning, seamless distributed training, and automatic checkpointing and resource scheduling, allowing scientists to focus on their research instead of infrastructure and boilerplate.
HELP US MAKE DEEP LEARNING EASIER TO BUILD 🤖
We're a group of deep learning & distributed systems experts, building the next generation of AI infrastructure tools. We're passionate about open source, an inclusive workplace, and building the best product we can.
Our customers are scientists and engineers working on the latest in autonomous driving, pharmaceutical research, and automated video analysis, among other things. We’re solving problems across high-performance computing, integrating deep learning frameworks, and data visualization. We have a tight feedback loop with customers and open-source users, allowing us to build software that lets them do science more efficiently.
OUR VALUES 🧠
💡 We focus on our customers. Our product direction is always based around what's best for the customer, and how we can create value for them and solve their problems.
💡 We care about our team. We find the best people we can, and then put them in an environment that values collaboration, relies on respect, and understands how to help people excel at their strengths while also growing new capabilities.
💡 We're always learning. We aim to be deeply iterative in our product, in our culture, and in the way we work together. Nobody's got the answers up front; we think we'll only find those answers by being humble, listening to feedback, and constantly checking to make sure we're doing right by our customers and our team.
WE CELEBRATE DIVERSITY 🎉
Diversity is table stakes; it's about understanding that people have different strengths and backgrounds, and respecting that. It's about getting a broad array of talent into the building, and making sure their contributions are valued and respected. In an industry that's dominated by white dudes, diversity's about broadening our perspectives and sharing our opportunities, rather than hoarding them to only those who've traditionally benefited. And it's not just about "diversity of thought" - that's usually an excuse for not doing a good job at real diversity. Gender diversity, racial diversity, ethnic diversity, background diversity, economic diversity: we need to honor difference and get more types of people in the door.
We pay close attention to our team's make up, and actively try to source diverse candidates. We try to make our job postings unbiased, and to counteract (or at least be cognizant of) bias in our hiring process. And we avoid over reliance on word-of-mouth or referrals; while they're a valuable tool, it's important to explore more pipelines that do a better job of bringing diverse candidates in.
EQUITABLE PRACTICES 📊
Equity's about opportunity - making sure everyone has equal access to it, and combating the disadvantages that weighed them down before getting in the door. If diversity is about getting people inside, and inclusivity is about treating them right once they're inside, then equity's about making sure they can participate equally and share equally in the fruits of the work. We carefully monitor our pay packets to make sure we aren't perpetuating bias there.
We pay attention to the way leadership positions or exciting projects get apportioned, making sure that those less-tangible rewards are distributed fairly. And we strive to keep our process unbiased internally: both through paying attention to equality and fairness in our promotions and performance reviews, and through making sure our teams (and especially our leaders) are fully aware of their biases, and able to take that into account and combat them.
WE WANT CULTURE ADDS ➕
Once you've got a diverse team in the door, inclusion's about how you make them feel welcome. It's about listening to everyone's voices - giving people room to contribute in the ways they're strongest, to learn where they're weakest, and the safety to speak up when they've got something to say. We try hard to produce an environment of proper psychological safety, where people feel comfortable being themselves and making their voices heard. Our management staff make a point of recognizing and properly attributing peoples' contributions, hearing and valuing everyones' opinions, and helping clean out and replace uninclusive language.
SAFETY IN OUR SPACE 🙏🏾
We try very hard to set a tone of mutual respect and welcomeness; there's no room for devaluing others or belittling their contributions. We talk openly about DEI issues, and make it clear to our employees that we expect everyone to be listening, and educating themselves, and educating each other, on them. Some of the more pernicious problems are easy to avoid thanks to being fully-remote, but by no means all; and others can actually be harder to spot and require more work to contain when more conversations happen in small meetings or over video calls.
For our employees' personal lives, we try hard to give them the space and support they need to take care of themselves. Some of that's through concrete benefits like generous vacation and a home-office stipend. More of it's through open dialogue, making it clear to our employees that we value them and see their health as our first priority. For their professional lives, our management actively talk to our team about their aspirations - both long-term where they want to be, and short-term what they want to work on. We try to arrange projects and schedule tasks so our team get to do work that actively contributes towards those goals, both short- and long-term, and we're fully supportive of employees training across disciplines if they want to try out something they're inexperienced at.
STEPS WE'RE TAKING TO CREATE CHANGE IN TECH ⚖️
Changing the entire industry is a big ask, but we view it as a series of small changes: at our scale, we can contribute by supporting and empowering underrepresented voices, and by educating and encouraging allyship among everyone else. And by making clear that we don't tolerate backsliding; there's room for differences of opinion, but people who don't value DEI or don't respect their underrepresented colleagues don't have a place on our team. We can't singlehandedly make change everywhere - but we can build a good culture with the people we have, and trust them to carry it forward.
INTERVIEW PROCESS 🎯
1. A brief intro call with one of our engineering managers.
2. 1 technical screen with one of our engineers.
3. 4-5 hour virtual onsite, over one or two days, with a series of one-hour technical interviews and one or two interviews focused on work experience and team culture.
- Full health and dental benefits
- 401k matching,
- Options for FSAs and HSAs.
- Generous PTO allowances, as well as volunteer time off and regular extra time off for wellness Friday's.
- We're family-friendly, with generous parental leave and dependent care benefits.
- We're fully committed to remote work, and have been since before the pandemic, with support and benefits to make sure our team have the environment and equipment they need.