Careers at Moments Lab

After an initial recruiter screening, shortlisted candidates go through three interviews designed to explore both technical skills and the way you work with others. Most roles also include a short case study to prepare and present, and we'll always give you a clear sense of the scope and time involved upfront, so it fits around your life. The detailed, role-specific process will be indicated in the job posting. We'll check references before making an offer.

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We know how it feels to be left waiting, so we aim to come back to you within a week of your final interview, whatever the outcome.

Mostly, yes. We work asynchronously and keep meetings to a minimum, which gives everyone real flexibility over how they structure their day. We ask people to be reachable during normal working hours in their own time zone, so collaboration stays easy when it's needed. Beyond that, the specifics are something you'll work out with your manager and team.

Not quite, and there's a reason for it. Each role is tied to a specific country (and sometimes a city) because of how employment, tax and social security rules work. Setting people up properly in a new country isn't something we can do lightly. If you have a specific situation or constraint in mind, share it with us early in the process and we'll tell you honestly what's possible.

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For shorter trips abroad, yes, it's usually fine if it works for your manager and team. The practical side, such as visas, equipment, connectivity, and tax implications if you stay long enough to trigger them, sits with you.

English is our official working language, so you'll need to be fluent to collaborate easily with the team, our partners and our customers. If a specific role requires another language, we'll say so in the job posting. That said, many of our team members are native French speakers, and the multilingual mix is part of what makes the day-to-day feel alive.

We run structured performance reviews twice a year, including 360-degree feedback so you hear from the people you work with day-to-day, not just your manager. Reviews are followed by calibration sessions across the company. This is how we keep appraisals fair and consistent, rather than dependent on how generous or demanding any one manager happens to be.

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Outside these formal moments, feedback is something we try to keep flowing in 1:1s and day-to-day work.

We'd rather show it through what we do than talk about it in the abstract. In practice, it means going beyond legal minimums on parenthood, family life and women's health. It also means adapting our hiring process for candidates with disabilities and keeping our Paris office accessible. And it means treating remote-first working with real flexibility as itself an inclusion choice, one that opens roles to people whose lives don't fit a standard office routine.

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We haven't solved everything, but these are the foundations we've chosen to build on.

We think it’s worth answering both halves honestly.

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People stay for the learning, first and foremost. Building in AI right now means the ground keeps shifting, and there's something genuinely energizing about working at the edge of a field that's reinventing itself in real time. Add to that a product we believe in, and a team of people who make the day-to-day genuinely good.

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People leave, sometimes, because we're a small team in a fast-moving space. The role you join may not be exactly the role you're doing in 18 months. Things change, priorities shift, and not every career path can be drawn neatly in advance. If you need a high degree of certainty about where you'll be and what you'll be doing two years from now, we're probably not the right fit. If the prospect of that kind of change sounds energizing rather than unsettling, you'll likely thrive here.