Small teams. Global scale. Real responsibility from day one.

Compensation & Benefits

• How often I get raise or salary review?

  At Innovatrics, we believe in recognizing impact. That’s why we run regular annual salary reviews, aligned with your performance, growth, and market trends. Whether it’s a promotion, a merit increase, or a market adjustment, we make sure your compensation reflects the value you bring.

• Is there a performance bonus or variable pay?

  Yes! We reward excellence. Our company-wide variable pay and spot bonuses celebrate great work – whether it’s a major milestone or a win that makes a difference.

• Do you offer stock options or equity

  Coming soon, not at the moment

• What benefits do you provide?

  We care about our people – and it shows. At Innovatrics, you’ll find a culture that values your well-being, flexibility, and personal growth. From hybrid work and wellness days to professional development and performance rewards, we’ve got you covered! For more information check out the benefits section on our website. 

Growth & Development

• What opportunities are there for career growth and skill development? Is there a structured career path or is development more flexible?

  At Innovatrics, you own your growth. Our Career Framework provides the structure, you bring the drive. With defined levels, role families, and specializations, you’ll always know where you stand and what’s next. From day one, you’ll gain a clear understanding of how to grow within your role, with transparent paths across both Individual Contributor and Manager tracks.

  But how you navigate that path is up to you. Whether you’re deepening your craft or stepping into leadership, you’ll co-create a personalized development plan that reflects your ambitions – supported by leaders, mentors, and the tools you need to thrive.

• Do you support internal mobility between roles or teams?

  Yes! At Innovatrics, we encourage you to grow within. We post open roles internally, and our Talent Mobility Guidelines make it clear how to explore new opportunities. If you’ve been in your role for at least a year and meet the requirements, you can apply and shape your next step.

Performance & Goals

• How are goals set and tracked?

  We use an Objectives & Key Results (OKR) framework to align everyone around what matters most. Company-wide goals are set annually, while teams and departments define focused, measurable OKRs each quarter. These are tracked in Leapsome (people enablement platform), updated regularly, and reviewed collaboratively – so you always know where you’re going and how your work connects to the bigger picture.

• How often is performance reviewed?

  We believe in ongoing check-ins, feedback, and clarity. In addition to continuous feedback and OKR updates, we run quarterly performance review cycles per year to reflect on growth, recognize impact, and plan your next steps. Think of it as a regular pulse check on how you’re growing and where you’re headed.

• What does the performance review process look like?

  You’ll reflect on your progress, get feedback from your manager, and align on future goals and development. Reviews are based on your role’s career path, your contributions, and the capabilities that matter most. We aim for clarity, fairness, and action – so the conversation isn’t just about what happened, but about what’s next.

• What kind of feedback can I expect from my manager?

  We practice a culture of honesty, care, and growth. Expect regular, meaningful feedback that’s clear, actionable, and rooted in helping you succeed. Whether it’s in a 1:1, during project reviews, or via our Leapsome feedback tools.

• Is performance linked to compensation or promotions?

  Yes, your performance drives your growth at Innovatrics! Whether it’s a promotion or a salary increase, decisions are based on clear expectations and demonstrated impact. Our career framework outlines what success looks like at every level, and performance reviews – along with OKRs and feedback – help guide those decisions. We believe great work deserves recognition, and we make sure it shows.

Company Culture & Values

• What are the company’s values and how do they show up in everyday work?

  We live by five core principles that guide how we work together. Together, they form the acronym CARES. 

  • Collaboration – We achieve more when we work together across teams.
  • Accountability – We own our work, learn from setbacks, and act with integrity.
  • Respect – We foster a kind, inclusive environment built on open communication.
  • Excellence – We aim high, keep things practical, and continuously improve.
  • Shared Mission – We align personal growth with team and company success.

  These values are deeply embedded into how we communicate, make decisions, and support one another, from cross-functional teamwork to how we run meetings and give feedback.

• How do you keep employees engaged and motivated?

  We focus on meaningful work, clear goals, and continuous growth. Our OKR system keeps everyone aligned and focused, while regular 1:1s, team check-ins, and recognition moments help people stay connected and supported. From company-wide events and team-building days to flexible work models and a transparent feedback culture, we create space for Innos to grow, celebrate wins, and be part of something bigger. To stay truly connected to how our people feel, we run engagement pulse checks and deep-dive into the feedback we receive. We listen, learn, and act – because your voice shapes how we grow as a company.

• What’s the team collaboration and communication style like?

  Collaboration is in our DNA. At Innovatrics, we keep things open, respectful, and human – whether we’re solving complex problems or sharing ideas in a team chat. We use tools like Google Chat, Leapsome, Jira, Confluence and regular team meetings to stay in sync and foster real-time collaboration. English is our company-wide language to ensure everyone is included, no matter their location. Our communication culture is built on clarity, empathy, and timing – we keep things simple, consider each other’s time zones and work rhythms, and aim to make working together feel easy, not heavy.

Hiring & Onboarding

• What does the interview process look like?

  Our interview process is structured to be fair, consistent, and insightful, with space for you to get to know us just as much as we get to know you.

  Most roles follow a recruiter prescreening & two-round process, plus a final Values Interview:

  • Talent Acquisition Screening: call to learn more about your background and interest in Innovatrics. In addition to learning about you, the recruiter will also tell you about the role, compensation/benefits, the interview process, and answer any questions you have.
  • Round 1: Get-to-know-you conversation / CV Deep Dive: You’ll meet the hiring manager or team members to discuss your experience, motivations, and the role.
  • Round 2: Practical session: This could be a deep dive into your skills, an assignment review, or a working session to better understand how you think and collaborate.
  • Values (CARES) Interview: A dedicated session focused on cultural alignment and how your values match ours.

  We also run reference checks if required for the role. Throughout the process, we aim to provide a transparent view of the role, the team, and life at Innovatrics, so you can make an informed decision too.

• How long does the hiring process usually take?

  Typically, our hiring process takes circa four weeks from the first conversation to a decision. Timing may vary slightly depending on the role or candidate availability, but we move with purpose and keep you informed every step of the way.

• Will I receive feedback after my interview?

  Yes. Our goal is to keep you informed and respected throughout the process. We aim to follow up within one week of your interview, whether a decision has been made or not. We believe in two-way feedback: just as we share updates with you, we also welcome your feedback on our interview process and interviewers. This helps us continually improve the experience for every candidate.

• What can I expect from the onboarding experience?

  We make sure your first days, and beyond, set you up for success. Your onboarding starts with all the essentials: meeting your team, getting your IT setup, and learning how we work. From day one, you’ll follow a 30-60-90 day plan that outlines what to expect, how to grow, and when to check in.You’ll be introduced to your teams, supported by your manager and buddy, and guided through everything from our tools to our culture. We’ll also check in with you at key milestones to hear how things are going, because your feedback helps us make the experience even better.

Work Environment & Flexibility

• What is your hybrid or remote work policy?

  We operate in a flexible hybrid model, which means most team members work from the office at least two days a week, and from home the rest. We believe in the value of in-person connection, while also supporting focused, flexible work.

  For added flexibility, we offer a Long-term home office: Twice a year, you can work remotely for two consecutive weeks from a location of your choice (pending manager approval).

  Each of these options is designed to support productivity, collaboration, and work-life balance, with approval depending on role, team needs, and performance.

• What are your standard working hours?

  Our standard working time is 8 hours per day, with core hours between 10:00 and 15:00, Monday to Friday. We trust our teams to manage their time responsibly and to stay connected during key collaboration hours.

• Do you offer flexible schedules?

  Yes. Flexibility is a core part of how we work. While we recommend being available during our core collaboration hours, we understand that productivity looks different for everyone. Whether you’re an early bird or need to adjust your day for personal needs, we support flexible scheduling, so long as it supports team collaboration and business priorities.

• What kind of equipment and setup support do you provide?

  Every new joiner receives a standard starter pack with essential equipment (mouse, backpack, and headset) to help you get started. After your probation period, you’ll also receive an accessories budget that renews every four years, allowing you to personalize your work setup.

Tools & Technology

• What technologies will I be working with?

  You’ll work with a modern and diverse tech stack tailored to real-world biometric and identity challenges. Our backend runs mostly on Java and Kotlin, with C#/.NET, C++, Rust, and Python used where they fit best. For AI-driven features, we rely on libraries like PyTorch and ONNX Runtime. The frontend is built mostly in React to support responsive and intuitive interfaces. We use REST, gRPC, and GraphQL to build and integrate APIs across services.

• Do developers have input into technology decisions or architecture?

  Yes, they do. We believe the best ideas often come from the people who build the product every day. Developers are involved in discussions about architecture and technologies, and their opinions really matter. It’s a team effort, not just top-down decisions.

• What development methodology do you follow (e.g. Agile, Scrum, Kanban)?

  Research teams primarily use Kanban, a simple way of working in which teams utilize a Kanban board and continuously plan upcoming work during team syncs.

  Software development teams use Scrumban—a hybrid of Scrum and Kanban also known as “simplified Scrum.” They still operate in two-week cycles, but the events (ceremonies) and the planned scope of work for those two weeks are more relaxed and flexible.

• What kind of infrastructure do you operate (cloud, on-premise, hybrid)?

  We use a hybrid infrastructure. Our development, testing, and demo environments run on-premise. In the cloud, we host some demos, SaaS solutions, and a few client production deployments. Most of our clients, however, host our solutions themselves—some with our support, others independently.

• What types of AI/ML problems are you solving?

  In images of different biometric modalities we train our models to detect people and objects of interest, extract unique representations for every person, and match different impressions of the same person in difficult circumstances. We also solve other tasks, like deep fake detection, or prevent ever growing kinds of presentation attacks.

• Do you use AI tools internally?

  Yes, we actively encourage our employees to explore and use AI tools that boost productivity and creativity. Tools like ChatGPT, Claude, and Cursor are not only supported but also reimbursed by the company.