Careers at AIOS: Teams, Pay and How to Get Hired

Who Gets Hired at AIOS

AIOS hires for two fundamentally different kinds of work: software systems built with engineered discipline, and medical-commercial operations scaled across global markets. Candidates who conflate those tracks end up mismatched, not because they lack skill, but because they misread which machine is hiring them.

The company's job board AIOS reveals a split workforce. On one side sits the engineering function, anchored by roles like AI Engineering Lead at AIOS — Remote, $200-$400k/yr + equity and Software Engineer at AIOS — Hybrid, €60k-€120k /yr + equity. On the other sits a marketing-driven growth organization staffed with heads of funnel conversion, performance creative, viral social, and affiliate strategy. These roles exist not to build products but to scale a medical brand across paid channels and referral loops.

This divide reflects AIOS's core tension, articulated by founder John Ellison in his July 2026 blog series. The engineering team operates under what Ellison calls "loop engineering" — a discipline above "vibe coding" where every agent session must be bounded by stopping rules and quality baselines. As he wrote on July 3, 2026, "The unit of work is no longer the prompt, it is the loop, and the craft is knowing when to stop." This philosophy crystallized in v6.0.0's engineering standards, which load Clean Architecture boundaries, testing bars, and a fixed Definition of Done before any code-producing provider runs. The AI Engineering Lead role, therefore, is not a prompt-tweaker job. It is a systems role requiring candidates who can enforce standards, not just generate output.

The marketing and growth side tells a different story entirely. Roles like Head of Funnel Conversion (CRO) at AIOS — Remote, $200k-$400k/yr + up to 0.3% and Head of Viral Social (UGC & Clippers) at AIOS — Remote, $200k-$400k/yr + 0.15%-0.50% demand commercial acumen over technical depth. These are revenue roles disguised as creative ones. They require people who can command paid media budgets, optimize conversion funnels, and scale referral pipelines. The Product Growth Lead (Referrals & Viral Loops) at AIOS — Remote, $200k-$400k/yr + 0.15%-0.50% role, for instance, is explicitly scoped to drive viral coefficient growth. It does not ship features.

Between those poles sits a support layer: Talent Lead at AIOS- Remote, $100-200k inc equity, Web Designer at AIOS — Remote, $75k-$150k/yr (including equity), and Product Designer at AIOS Medical — Remote, $100-200k/yr inc equity. These roles bridge the gap but remain distinctly scoped. They serve either the engineering team's tooling needs or the marketing team's conversion requirements, rarely both.

The clinical side adds another dimension. Clinical Pharmacist (Independent Prescriber) at AIOS Medical- Remote, £45/hr inc equity and Dispenser anchor the company's UK-based medical operations in Blackburn, Lancashire. These are not remote-first roles in the same sense as the engineering or marketing positions. They are location-tied to the physical fulfillment centers where AIOS operates its pharmacy infrastructure.

AIOS's board data shows 12 salaried roles with a typical band of $91k–$400k (median $300k). That range masks a bimodal distribution: engineering and growth leadership cluster at the top end ($200k–$400k), while individual contributor and support roles sit lower ($60k–$150k). The company's founders — Richie Cartwright and Luke Harries — built AIOS as a workspace for both human operators and AI agents. The hiring patterns suggest they are still resolving how those two worlds coexist.

Candidates who thrive at AIOS must therefore choose a side, or at least understand which side is leading at any given moment. The engineering team demands discipline and systems thinking. The growth team demands commercial execution and channel mastery. The company's current trajectory, as reflected in its job postings, leans heavily toward the latter — suggesting that marketing-led growth, not engineering perfection, drives AIOS's immediate priorities.

What AIOS Pays

AIOS posts salary bands that span a wide range, but they cluster around two tiers: a technical/engineering tier anchored in the $90K–$150K bracket, and a growth/marketing tier that climbs from $100K to $400K. The company's own job listings confirm this split. As of its latest board data, AIOS carries 12 salaried roles with bands running from roughly $91K to $400K, a median of $300K.

The lower tier belongs mostly to engineering and design. A Software Engineer at AIOS earns €60K–€120K annually plus equity, listed as a hybrid role split between Kosovo and remote US positions. The Growth Software Engineer posting mirrors that range. A Web Designer commands $75K–$150K, while a Product Designer sits at $90K–$150K. These roles reflect AIOS's need to staff its Blackburn, UK and Kosovo operations with technical talent at European market rates, even as it competes globally for remote US hires.

The upper tier belongs to growth, marketing, and leadership. A Funnel Conversion (CRO) Lead earns $150K–$300K, while the Head of Funnel Conversion climbs to $200K–$400K plus up to 0.3% equity. Performance Creative, Paid Search, and Viral Social heads all sit in the $150K–$300K or $200K–$400K bands, often with equity stakes between 0.10% and 0.50%. Product Growth Leads and Product Managers fall in the $150K–$300K range. These roles are overwhelmingly remote-US, signaling that AIOS pays premium rates for growth talent it expects to drive patient acquisition across Europe and beyond.

Not every role fits the salary mold. A Clinical Pharmacist (Independent Prescriber) is listed at £45/hour, and Dispenser and Warehouse Operative roles are location-specific to Blackburn, Lancashire. These hourly and site-based positions anchor AIOS's physical pharmacy operations, which the company says serve over 200,000 monthly patients via its Bolt Pharmacy brand.

AIOS's compensation philosophy tracks its growth trajectory. The company claims it grew from $10M to $400M in annual revenue over 12 months, staying cashflow positive throughout. That kind of velocity supports aggressive pay bands, especially for revenue-driving roles. The $200K–$400K ceiling for growth leadership aligns with AIOS's stated goal of hitting $1B ARR by end of 2026 and $10B by 2028 — targets that require scaling patient acquisition at pace.

The equity component matters more at the top. Heads of Funnel Conversion, Expansion, Viral Social, and Performance Creative all carry equity grants between 0.10% and 0.50%, reflecting AIOS's expectation that these roles will own growth levers with outsized impact. By contrast, engineering and design roles receive "equity" without specified percentages, suggesting smaller grants typical of early-stage companies still proving product-market fit.

AIOS's stated mission — building "the AI operating system for consumer healthcare" with "near-zero marginal human time" — explains why it pays premium rates for growth and engineering in parallel. It needs builders for the automated care platform and scalers to push that platform into market. The salary bands reflect a company betting heavily on both tracks, with remote-US roles commanding the highest compensation and European site-based roles anchored at local market rates.

How the AIOS Hiring Process Works

AIOS runs a marketing-led, largely remote hiring process that moves fast on paper but demands precision at every stage. The company currently lists 16 live openings on the Zero G Talent board, and the roles cluster around a few core functions: Software Engineer, Growth at AIOS — Hybrid, €60k-€120k/yr inc equity, AI Engineering Lead at AIOS — Remote, $200-$400k/yr + equity, Funnel Conversion (CRO) Lead at AIOS — Remote, $150k-$300k/yr (including equity), Head of Funnel Conversion (CRO) at AIOS — Remote, $200k-$400k/yr + up to 0.3%, and Product Growth Lead (Referrals & Viral Loops) at AIOS — Remote, $200k-$400k/yr + 0.15%-0.50% are among the most frequently posted. That concentration tells you what AIOS prioritizes: engineering, growth, and conversion-focused product roles.

The process begins with a recruiter screen, which AIOS uses to validate both technical fit and cultural alignment. The initial conversation typically covers three areas: your motivation for joining a marketing-led medical startup, your experience with remote or hybrid workflows, and your compensation expectations. AIOS posts salary bands upfront, so candidates who lowball themselves or ask for ranges outside the posted window get filtered quickly.

What advances an application past this stage is rarely a single factor. AIOS looks for candidates who can articulate why they want to work in medical growth specifically, not just in tech broadly. The company is decentralized by team, which means your experience in the loop will differ from a colleague's even if you applied for the same title. Onsite interviews (conducted remotely via Zoom) typically include four to six conversations spanning engineering, product, and growth functions. Each interviewer probes both domain knowledge and execution speed. For engineering roles, that means live coding and system design questions weighted toward scalable growth infrastructure. For growth and marketing roles, candidates walk through past campaigns, attribution models, and funnel optimization decisions.

What disqualifies an application is usually clearer than what advances it. AIOS rejects candidates who can't explain the difference between their previous company's stack and what AIOS uses, or who treat the medical angle as incidental rather than central. Silence is also a common outcome — AIOS rarely sends proactive rejections after a final onsite, and candidates who aren't selected often simply stop hearing from their recruiter. This pattern mirrors Apple's process, which AIOS's founders and early team members have experience with firsthand.

The full loop from recruiter screen to offer averages roughly 29 days across all roles, though engineering and growth roles can stretch to four to eight weeks depending on team bandwidth and headcount freezes. AIOS's compensation bands span $91k to $400k, with a median of $300k across the 12 salaried roles currently on the board. Equity is offered across most positions, ranging from 0.10% to 0.50% for senior individual contributor roles. Candidates should ask for a timeline at every stage — recruiters are often vague, but asking directly for specific dates sometimes produces useful anchors.

AIOS also accepts referrals, which do not guarantee an interview but do get your resume looked at by a human faster. The company's founders — Richie Cartwright and Luke Harries — built AIOS as a remote-first organization. The hiring process reflects that: no office visits, no onsite days, no relocation requirements. Everything happens over video calls, and candidates are expected to demonstrate they can operate independently in a fully distributed environment.

Where the Work Happens at AIOS

AIOS operates from two registered sites: a Blackburn address at Unit 3c, Frontier Park, Frontier Avenue, Lancashire, BB1 3AL, and a Prishtina office that the company lists as a hybrid anchor for its Kosovo engineering team. The Blackburn location is the firm's registered office and hosts its warehouse and dispenser functions, while Prishtina serves as the in-office hub for engineering roles that otherwise run remote-first across the US and Europe.

The Blackburn facility sits within Frontier Park, an industrial estate that gives AIOS proximity to distribution networks the warehouse operative and dispenser roles depend on. Company filings list the Blackburn site as active, and job postings on Zero G Talent tie specific openings — Warehouse Operative and Dispenser — to that postcode. The space is built for throughput rather than collaboration: it houses the physical inventory and fulfilment work that supports AIOS's clinical and consumer-facing products. A Home Office Skilled Worker sponsor licence, noted against the Blackburn employer in one listing, signals the site also processes staffing that crosses visa categories — relevant for roles that anchor on-site presence rather than remote flexibility.

Prishtina, by contrast, carries the engineering weight. AIOS's own job post specifies the Kosovo office as the two-day-a-week in-office requirement for its hybrid engineering roles, with the posting explicitly naming the location as the place where the Kosovo engineering team works alongside remote colleagues. The Software Engineer and Software Engineer, Growth openings both route candidates to that Prishtina desk for their required co-location days. The office functions as a coordination node — the place where code reviews happen face-to-face and where engineering leadership syncs with the broader product and growth teams that remain distributed.

What the spaces enable tracks directly onto AIOS's pay structure. The Blackburn roles (warehouse and dispenser) anchor at the lower end of the company's salary bands, where on-site presence is non-negotiable and remote work isn't an option. The Prishtina-based engineering roles sit in the middle tier, paying €60k–€120k, and they carry the hybrid tag that makes the office a twice-weekly touchpoint rather than a daily requirement. The highest-paying roles — AI Engineering Lead, Head of Funnel Conversion, Head of Expansion — are fully remote, priced at $200k–$400k, and decouple compensation from any physical site. The office, then, isn't where AIOS concentrates its most senior talent; it's where it sustains the engineering and operations layer that keeps the distributed machine running.

The split reflects a deliberate operating model: physical sites for work that can't be abstracted, remote-first for work that scales with talent rather than geography. Blackburn keeps the supply chain and clinical support functions grounded; Prishtina gives engineering a shared base without forcing relocation. Candidates judging fit should read the location tags as intent signals — hybrid means the office is a scheduled part of the week, remote means it isn't, and on-site means the role was built around the desk, not the distributed team.

Who Thrives at AIOS

AIOS does not hire for comfort zones. The company's public hiring materials make this explicit: it wants people who treat this as "the most challenging, most rewarding role of your life" and who see the job as "your life's work." That framing alone filters out anyone looking for a steady paycheck at a mature company. What survives is a specific profile: operators who move fast in ambiguous markets, builders who ship under real regulatory weight, and communicators who can withstand blunt feedback.

The cultural standards AIOS publishes are unusually direct. One posting lists "a dedication to excellence and reject incompetence" as a core standard, alongside a "commitment to candor" summarized as "that which can be destroyed by the truth should be." Another adds that the company gives "full transparency" and expects it back, and that feedback is delivered "with love" while not shielding people "from fleeting physical sensations." These are not diversity-training platitudes. They describe a workplace that mistakes intensity for rigor and assumes good faith can survive bluntness. That is a fit problem as much as a talent problem.

This intensity maps onto AIOS's operating tempo. The company claims it grew from $10M to $100M in six months serving the UK GLP-1 market, and it publishes a four-step plan running to a $1T/yr target by 2035. Whether those numbers hold, the cadence they imply is real: ship, measure, scale, repeat. The roles on Zero G Talent's board reflect that shape. Growth-focused engineering roles pay €60k–€120k and sit hybrid between Kosovo and remote US, while commercial leadership roles such as the Head of Funnel Conversion pay $200K–$400K plus up to 0.3% equity. The spread itself signals what AIOS rewards: execution at scale, not tenure.

Remote and distributed work is baked in, but not in a hands-off way. The Clinical Pharmacist (Independent Prescriber) role is explicitly remote on UK hours, anchored physically at Blackburn, Lancashire, while Warehouse Operative and Dispenser roles are site-based there. That mix tells a candidate what to expect: headquarters-level strategy runs remotely, but the operational spine (fulfillment, dispensing, compliance) stays physical. Someone who needs pure remote flexibility will find the upper bands open, but the company's infrastructure still depends on people willing to turn up in Blackburn.

That is a concrete working-style signal: thrive here if you can direct machine counterparts as you would direct people, and if you treat AI agents as collaborators rather than assistants. It is a narrow band of comfort.

Employee reviews on third-party sites corroborate the culture, thinly. Glassdoor shows only one anonymous review as of the latest scrape. The signal is consistent with AIOS's written posture: high support, high demands, and a job that asks for movement, not stability.

What does not thrive at AIOS is easier to read than what does. The candor standard, the "reject incompetence" line, and the life's-work framing all point to a workplace that moves quickly to separate people who can keep pace from those who cannot. Candidates who need hand-holding, who prefer consensus over direct feedback, or who want work to stay bounded from identity will find the culture a poor match regardless of role or pay band.

The tension in the public record is worth flagging directly: AIOS describes itself as "the world's fastest growing AI doctor" and lists billions in projected revenue, yet its board shows a small, salaried team anchored in Blackburn and Kosovo with a remote-heavy US layer. The company's self-presentation is global and blitzscaling, but the actual headcount structure is regional and hybrid. A candidate who thrives on startup velocity and founder-level access will likely find room to operate; one who expects a fully distributed, Silicon-Valley-sized machine will find the organization smaller and more geographically tethered than the marketing suggests.

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