Who Gets Hired and Onto Which Teams
Maze Therapeutics listed 11 open positions as of mid-September 2026, and the distribution of those roles maps directly onto the three drug programs the company is running. This is a company staffing for a portfolio, not a single asset, and the hiring profile reflects that.
Clinical operations forms the largest block of those roles: Director of Clinical Operations, Oversight Director of Clinical Operations, Director of Clinical Business Operations, Trial Master File Sr. Manager, Senior Project Manager, and Senior Director of Information Technology all touch trial execution. Medical affairs is the second cluster: Senior Medical Director, Director of Field Medical (posted across four U.S. regions, West, East, Central, and South San Francisco), and Director of Medical Writing. Rounding out the mix are Director of Data Management, which sits at the intersection of genomics and operations, and Manager of Chemical Development, which feeds the discovery pipeline. As the CEO said in a CNBC Television interview, "we really have three different drug trial programs all happening right now," with the most advanced targeting APOL1-mediated kidney disease and a second aimed at SLC6A19 for chronic kidney disease and phenylketonuria. Each program needs its own support structure, which is why the hiring profile skews toward senior individual contributors and directors rather than junior roles.
Nearly every opening carries a director, senior director, or senior-level designation. The lowest-seniority posting is Senior Project Manager, Clinical Operations, at $181,000–$221,000 per year; the highest, Zero G Talent reported, is Senior Medical Director and the various Director-level Field Medical roles at $205,000–$295,000. Maze expects candidates to arrive with significant domain expertise: someone applying for Director of Clinical Operations gets screened for a track record of managing multi-site trials, not for potential. The mission language on the careers page — "We celebrate a diversity of perspectives and champion creative thinking to achieve our ambitious goals" and "We embrace the bold, take calculated risks, and learn from our mistakes" — signals what the company values culturally, but the job titles and salary bands tell you what the actual entry bar looks like: seniority, specialization, and a willingness to operate in a fast-moving regulatory environment where, as the CEO said, "there are a lot of variables here so nobody's holding anybody to specific dates."
What ties these roles together is the thread of precision medicine for genetically defined diseases. The company's own framing — "Our mission is to discover new genetic insights and translate them into new precision medicines" — is not decorative. Every function on the team, from chemical development to data management to field medical, exists to serve that loop. A candidate who understands how their specific role feeds into the genetic-to-therapeutic pipeline will read the job descriptions differently than someone who treats them as standalone openings. Maze's note to recruitment agencies — "Please do not forward any agency resumes" — reinforces that the company wants candidates who come through direct channels and have done the homework to understand what Maze does, not just what the job title says.
Compensation at Maze
Maze runs a lean organization — 129 employees as of the most recent count — and its compensation structure reflects a mid-stage biotech that is well capitalized but not yet a large commercial enterprise. The salary band spans roughly $211,000 to $295,000 across the open postings, with a median around $221,000. That range is wide because the roles span individual contributors through director-level positions, and the specific numbers shift by function:
| Role / Source | Salary Range |
|---|---|
| Senior Project Manager, Clinical Operations | $181,000–$221,000 |
| Senior Medical Director & Director-level Field Medical | $205,000–$295,000 |
| Director of Data Management (South San Francisco) | Zero G Talent's figures put the range at $232,000–$284,000 |
| Overall | $211,000–$295,000 (median ~$221,000) |
These figures represent base salary only. Maze's equity program is a meaningful component of total compensation. Per recent SEC filings, the General Counsel received 32,000 stock options vesting monthly from April 2026 alongside 16,000 RSUs vesting annually from March 2027, while CEO Jason Coloma was granted 150,000 options at a zero exercise price vesting in 1/48 monthly tranches starting April 1, 2026. For employees, equity is the vehicle through which a biotech's upside or downside gets distributed, and Maze's 2025 IPO followed by a September capital raise means the company is publicly traded, which makes equity liquid in a way private-company stock options are not.
Beyond base and equity, Maze's benefits package adds tangible value. The company covers 100% of full health, dental, and vision insurance worldwide, with a $500 monthly stipend for dependent coverage, free and unlimited mental healthcare, 20 days of PTO plus weeklong summer and winter shutdowns, 16 weeks of paid parental leave, $1,500 for home office setup and a $1,000 bonus at the six-month mark, and a 401(k) safe-harbor match at 3% of pay capped at $3,000 annually with immediate vesting, plus an annual company-wide in-person gathering for its distributed workforce spanning the UK, Europe, the US, and Canada.
That last benefit is where the compensation picture gets complicated. The 401(k) match is modest compared to what many tech-adjacent employers offer, and third-party benchmarking data flagged on Built In's company page characterizes Maze's pay as falling below broader industry norms in some comparisons. That page also notes its summary comes from LLM responses and has not been reviewed by Maze, so the characterization should be read with caution. Still, the structural signal is consistent: Maze weights total compensation toward equity and benefits breadth rather than top-of-market base salary. For a candidate evaluating the offer, the calculus depends on risk tolerance: equity in a publicly traded biotech with three clinical programs and a phase 2 data readout expected in Q1 2026 carries real upside potential, but it is not a guaranteed substitute for a higher base.
All told, Maze pays competitively at the director level in the $200,000–$295,000 range, backs that with a benefits package that removes most out-of-pocket healthcare friction, and layers equity on top through a liquid public-market vehicle. Candidates comparing offers should weigh the equity and benefits richness against the base-salary positioning relative to their own benchmarks.
Inside the Hiring Pipeline
Maze's hiring process is structured around the same functional diversity visible in its open roles, and candidates who understand what each stage screens for improve their odds of advancing. The most concrete window into how Maze evaluates candidates comes from its 9-week summer internship program, described on General Catalyst's jobs board as a structured experience where interns "take ownership of your own projects" and participate in "several events and trainings with your fellow interns." That design, project ownership paired with group programming, signals that the company values both independent execution and working well with teammates, and full-time hiring likely mirrors this dual emphasis. A candidate who can demonstrate solo deliverables and team fluency is working from the same approach the internship program uses.
The application itself, based on the roles currently posted, needs to speak to function-specific credibility. Maze's postings on ZipRecruiter, where 38 California roles are listed and updated daily, suggest the company moves quickly when interest is strong, which means a delayed or generic application is a real risk. These are not entry-level roles; they require demonstrated leadership in medical affairs, data infrastructure, or clinical trial operations. A strong application does not restate a résumé; it maps specific prior responsibilities to the functional demands of the posting.
Maze's equal opportunity employer statement on its own site confirms that screening runs without discrimination on the basis of age, color, disability, gender, national origin, race, religion, or sexual orientation. That policy shapes the process at a structural level: qualifications and functional fit, not personal characteristics, determine who advances. Candidates should expect the screen to focus on role-relevant experience, project ownership, and the collaborative temperament the internship program's group events seem to reward.
What disqualifies candidates is not spelled out in any public document Maze has released, but the pattern of its open roles offers clues. Applicants who cannot show prior leadership in a directly relevant domain (medical affairs, data management, clinical operations) are unlikely to progress past an initial screen, regardless of adjacent experience. The uniformity of the Field Medical Director band across regions also implies Maze is hiring for a specific seniority and capability tier, not casting a wider net at lower levels. Candidates who apply to roles outside their demonstrated functional area risk being filtered out before reaching any interview stage.
The process rewards specificity: a tight match between a candidate's track record and the function being hired for, evidence of independent project ownership, and the collaborative signals that Maze's own structured programs seem to prioritize. Where the public record is silent on exact stage counts or interview formats, the hard evidence (the role mix, the internship design) still points to a process that filters for functional precision before moving to any deeper evaluation.
Where the Work Happens
Maze Therapeutics operates out of South San Francisco, California, the city where the company was officially filed on June 6, 2018 (under earlier names Modulus Therapeutics and Genetic Modifiers Newco before assuming its current identity). The company's first-party job postings on the Zero G Talent board make the South San Francisco footprint concrete: Director, Field Medical (South San Francisco, CA), Director, Data Management (South San Francisco, CA), and Senior Project Manager, Clinical Operations (South San Francisco, CA) all carry that location tag. With 129 employees on staff, the physical operation is focused: the kind of concentrated biotech presence where lab benches, clinical operations desks, and executive offices likely share a single building or campus rather than sprawling across multiple facilities.
What that South San Francisco base enables is directly tied to the work Maze does. The company is developing small molecules, large molecules, and gene therapies against validated genetic targets, and its Compass platform uses variant functionalization to design precision medicines. That pipeline, spanning discovery, preclinical development, and clinical operations, demands bench science and data infrastructure in close proximity, which is why the Data Management and Clinical Operations roles are anchored to the same South San Francisco address. The research firm BTI has called Maze an emerging leader in the fight against specific kidney diseases, a status that depends on the kind of hands-on laboratory and data work a centralized site supports.
The second piece of Maze's physical picture is a distributed field workforce. Three separate postings on the board, Director, Field Medical (West), Director, Field Medical (East), and Director, Field Medical (Central), are listed as "United States" rather than tied to a specific city, suggesting roles that operate across geographic regions rather than from a single office. Field Medical positions in biotech typically serve as the bridge between a company's clinical and commercial teams and the healthcare providers who prescribe or evaluate investigational therapies, which means these roles are inherently mobile. As of mid-2026, the company expects data from its phase 2 trial in the first quarter of the next year, and the goal after that would be to move into a key study, a timeline that makes field-readiness a practical necessity, not a theoretical one.
For a company of 129 people, the arrangement is pragmatic: science-facing and operations roles require physical presence at the headquarters, while commercially oriented roles are structured around regional travel and field engagement. The remote and hybrid policy across roles can be inferred from the posting structure itself, though Maze has not published a formal remote-work policy in the research available. The split is clear on its face: location-locked headquarters roles alongside nationally distributed field positions.
The Profile Maze Selects For
Maze's own hiring record (the roles it posts, where it posts them, and what it pays) offers the clearest available window into the kind of people the company selects for, even in the absence of published employee reviews or formal cultural statements in the research provided. What emerges is a profile that favors specialists who can operate across functions, tolerate the complexity of the kidney disease space, and deliver work that intersects clinical science, running the commercial side of the business, and data analytics.
The functional mix on the board tells the story directly. Across those postings, Maze has Director-level positions in Field Medical spanning four U.S. regions alongside a Director of Data Management and a Senior Project Manager for Clinical Operations, all based at the headquarters. That configuration, regional field roles paired with centralized clinical and data functions, signals a company that needs people who can work autonomously in the field while remaining tightly integrated with internal scientific and operational teams. The candidates who thrive here are not specialists who stay in their lane; they are professionals who can translate between commercial outreach, clinical trial execution, and data-driven decision-making without losing precision in any of those registers.
The compensation structure reinforces what the org chart implies. Board salary bands vary by function, with the Director, Field Medical positions clustering at the top band regardless of region, meaning Maze pays the same for a director covering the West as for one covering the Central or Eastern United States. That uniformity tells you something about priorities: the field mission is not regional overhead but a core pillar of the commercial strategy, and Maze is willing to pay for coverage across all of it.
For a candidate evaluating the company, the question that matters is whether the role you are applying for lives inside the South San Francisco perimeter or across one of the three continental field zones, because that distinction shapes not just where you work but how you work. The salary band doesn't move between coasts, and that uniformity is the company's way of saying the field mission matters more than the zip code.
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