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

The hiring bar: builders over briefers

Craniometrix closed a $15 million Series A in February 2026 and sits at 26–64 employees depending on source (up from three founders in July 2025) while serving 3,000 families through Medicare's GUIDE program with a target of 17,000-plus by year end, Jon Amos reported. This guide makes the company's hiring profile fully visible: who it takes, what it pays, how it screens, and the traits its own people say separate those who get hired from those who do not.

Show up with a briefing instead of a build log and you stall. Recruiters screen for proof the candidate has already operated inside the kind of messy, fast scaling Craniometrix is living through — the dividing line between a credible application and a polite rejection is whether that proof is demonstrable or merely described.

The hiring mix splits across operations, partnerships, and a technical core. Operations carries the most headcount: a 15-person remote enrollment team (as of August), Jon Amos reported, plus core operations, clinical operations, data analysis, and customer success. Partnerships runs regional manager tracks, including Northeast, West, Central Plains, and New York Metro, an account manager role, and a growth strategy & operations lead. The technical core consists of a senior/staff product engineering track and a principal product manager (AI) role reporting to the VP of Operations, tasked with the internal AI frameworks that power staff-facing tools. A talent lead and office manager round out the New York cohort.

Jon Amos, who has posted every public hiring announcement traced for this guide, explicitly flags "Series A+ a big plus" for clinical ops and "managed a remote, hourly call-center or enrollment team" for the enrollment lead. The principal PM (AI) listing calls for a "senior IC role for a builder who sits at the intersection of Operations, Product, and Engineering" — not a manager of vendors. The enrollment lead posting makes it explicit: "It's a people-leadership role, not a sales role."

A credible application shows metrics the candidate moved, not meetings they attended. For operations leads: conversion rates lifted, compliance frameworks built, remote team size managed. For partnerships: pipeline generated, contracts closed, regional networks activated. For technical roles: systems shipped that internal operators use daily. The company's board data shows 11 salaried roles with a median band of $200k (range $120k–$250k), per Zero G Talent's job board, but the screen happens before compensation talks, and it filters for people who have already done the work the role demands, just at a smaller scale or a different company.

Compensation: what the bands mean

Craniometrix pays like a Series A company that has found product-market fit and is now scaling the go-to-market engine. The board's 11 salaried postings show a tight band: $120k–$250k base with a median around $200k. Every role carries variable or equity upside that pushes total compensation above the posted range. The company states explicitly that it "calibrates level, scope, and compensation to your experience" — meaning the bands are floors, not ceilings.

The two Partnerships Manager listings (split by geography but identical in band) are the only roles where the company publishes an on-target earnings figure rather than a base salary. The $140k–$200k OTE includes a "meaningful portion delivered as performance-based variable commission tied to your number.", Zero G Talent's figures show. That phrasing signals a quota-carrying sales motion: hit the number, earn the top of the band; miss it, land at the base. The Director of Growth Strategy & Operations carries a wider OTE spread ($200k–$275k+), Zero G Talent's board data shows, with a variable component the posting does not break out separately, suggesting a mix of milestone and revenue targets.

Equity appears in every posting as "meaningful early-stage equity" without a percentage or share count. The cap table shows Series A-3 priced at $2.07/share (6.57% of the company) and Series A-2 at $2.41/share (3.92%). With $21.5 million raised to date and a $15 million Series A closed in February 2026, the option pool size is not public. The company does not publish its 409A valuation; candidates should ask for the current strike price and the last preferred price during offer stage.

Benefits are listed concretely only for the Director role: "robust health benefits and a 401K." The Partnerships Manager posting omits the 401K line but includes the same equity language and lists dental, health/medical, vision, and health & wellness programs. No posting mentions RSU refreshers, ESPP, or tuition reimbursement.

Inside the funnel: from screen to offer

The public job postings and board listings reveal a process built for a Series A team that needs to move fast without lowering the bar. Every open role, from the director role at $200k–$275k down to the Partnerships Manager bands at $140k–$200k, lists a hard experience floor (three-plus years for the director role; comparable minimums on the engineering and operations postings) and a visa restriction: U.S. citizens or valid work-authorization holders only. That filter alone disqualifies a slice of applicants before a human sees a résumé.

The mission language repeats across listings: "mission work," "compassion shows up in how we serve customers," "real agency, real scope." The job descriptions frame the Growth Strategy & Operations hire as "the architect behind the growth org" — CRM design, territory modeling, comp plans, AI tooling. Engineering roles require fluency with the product stack. Customer-success and partnerships roles require quota-carrying experience in regulated or clinical-adjacent environments.

Disqualifiers are explicit in the postings: no U.S. work authorization. The founders have said publicly they "treat it that way" regarding mission as operational reality. The timeline from application to offer runs two to three weeks for most roles; the Director, Growth Strategy & Operations search noted "hiring now" as of February 2026 and the board still shows the role open.

Where the work lives: HQ and field

Craniometrix operates from a New York City headquarters that anchors its technical, operations, and leadership teams, while its field-facing Partnerships Managers work remotely across assigned U.S. territories. The company's Zero G Talent board listings (all posted in 2026) show four roles explicitly tied to "New York, NY, US": Director, Growth Strategy & Operations; Manager / Director of Customer Success; Senior/Staff Software Engineer (Product); and Manager/Director Core Operations. These sit at the $150k–$275k salary bands and represent the core functions that build product, run operations, and manage customer success from the central office.

The Partnerships Manager roles tell a different geographic story. The Northeast role covers Boston, Bridgeport, Providence, and the northern New England states, with a remote option anchored to any of those metros. The West role spans Seattle, Denver, Las Vegas, Salt Lake City, Portland, the Mountain West, Alaska, Hawaii, Phoenix, Tucson, and New Mexico, again with remote eligibility tied to the territory. The Central Plains role covers Missouri, Kentucky, Louisiana, Minnesota, North Dakota, South Dakota, Arkansas, Iowa, Nebraska, Oklahoma. The New York Metro role covers New York, New Jersey, Connecticut. All carry $140k–$200k OTE bands with meaningful equity and variable commission. The territory design matches the company's clinic footprint: Craniometrix is live in 50-plus neurology and primary-care practices nationwide, and the GUIDE program it powers (a Medicare-funded model providing up to 80 hours per year of in-home respite care) requires regional managers who can walk into practices, build relationships with neurologists, and onboard clinics without relocating to New York.

PitchBook lists the company at 26 employees as of its 2026 profile, consistent with a lean HQ team plus a distributed field layer. The New York office houses the product team that builds the documentation and pattern-spotting software navigators use, and the operations leads who coordinate the non-clinical support layer that slots into partner clinics. The company's own site describes this model: "Craniometrix slots in alongside your team as the non-clinical support layer GUIDE requires — no new staff to hire, no workflow to rebuild." That sentence applies internally too. The HQ team builds the infrastructure; the field team deploys it.

Remote policy is role-dependent, not universal. The board listings make this explicit: the four New York roles list only "New York, NY, US" with no remote qualifier, while all Partnerships Manager postings lead with "Remote" followed by the eligible metros. Candidates for engineering, core operations, growth strategy, or customer success leadership should expect a New York presence. Candidates for Partnerships Manager roles should expect to live in their territory, travel to clinics, and report into a distributed management structure. The company's $15 million Series A (closed 2026 per FlexJobs) and $8 million first-year ARR suggest the model is funded to scale.

Who stays: and why

The clearest signal comes from the founders themselves. Nikhil Patel spent three years in high school as a research associate at the University of Central Florida, then faced more than 100 rejections before a single professor agreed to publish his findings. After Yale, he built trading algorithms at hedge funds and Goldman Sachs. Neel Patel, his co-founder and CTO, centered his teenage research on computerized Alzheimer's diagnostics after watching his grandmother lose ground to the disease. Neither founder fits a standard résumé template — both entered the problem through personal obsession, not career planning. The company's own recruiting materials say it directly: "Motivated by real impact and solving systemic issues in Alzheimer's care."

The nocap.blog profile of Neel Patel describes "mad engineering chops" driven by "more than just money", a "sick problem that hits home for a lot of people." Starting Craniometrix "wasn't about chasing fame, it's about making a real difference."

The human-in-the-loop philosophy acts as a daily filter. Craniometrix's platform, Alfred, handles documentation, pattern-spotting, and prep for care navigators — but every conversation with a patient or family is always with a real human. "AI never talks to patients. Every conversation is with a navigator who knows the family." "Every suggestion goes to a human first." This is an operational constraint that shapes hiring. The navigators themselves are trained by Johns Hopkins Medicine, and the care model rests on the MIND at Home® program proven in a randomized trial published in the American Journal of Geriatric Psychiatry.

Building beats briefing. The company launched its care navigation service in July 2025, hit $8 million ARR, and raised a $15 million Series A within months. The team grew from three people to 64 across 50-plus clinics. That tempo rewards operators who can design workflows that survive contact with reality (24/7 support lines, safety planning for wandering and fall risks, coordination across specialists and hospital transitions) and engineers who can ship reliable software in a HIPAA-governed environment where "nothing falls through" is a contractual obligation, not an aspiration. The job board listings reflect this: the director role at $200k–$275k, Senior/Staff Software Engineer (Product) at $175k–$250k, Manager/Director Core Operations at $150k–$210k.

Evidence-based humility separates the hires who stay. The company did not invent the care model; it licensed and scaled the Johns Hopkins MIND at Home® program. "The model is proven; we make it deliverable at scale." The system catches risks and missed follow-ups across every family on a panel, but a human reviews every output before it reaches a caregiver.

The scaling stage adds a final filter. At 64 people with $21 million raised and 50-plus clinic partnerships, Craniometrix sits in the narrow band where early-stage improvisation must give way to repeatable process. The Partnerships Manager roles covering those four regions at $140k–$200k signal a go-to-market motion that needs people who can sell into health systems and navigate Medicare's GUIDE Model reimbursement — a regulatory framework CMS designed drawing on the same research behind MIND at Home®.

Nikhil Patel's high-school research sat in a drawer for years after 100 rejections. The company he co-founded now serves 3,000 families and aims for 17,000 by December.

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