Who Gets Hired
Three immigrants founded Stepful in 2021. The founding team decided early they could only design for students whose lives they understood — first-generation college attendees, career changers from retail or hospitality, immigrants navigating credential recognition. That principle still shapes every hiring slate.
Zero G Talent's board shows the technical side hiring at senior and staff levels: a Staff Product Manager for B2B, a Director of IT, two Staff Software Engineers, a Senior Engineering Manager, and an Engineering Manager — bands from $172,000 to $254,000. Most sit in New York City; one offers a U.S.-remote option. The roles reflect a product organization scaling across 8,000 clinical partners and 30,000 students, Stepful's data shows.
Cohort programs with fixed dates need instructors, coaches, clinical coordinators, and career staff to sustain the community-and-accountability model the founders describe. Stepful promises to support students "at every step of the way until they truly find what they're looking for." That promise translates into roles blending education operations, employer partnerships, and direct student outreach. Clinical externship coordination alone spans thousands of sites nationwide.
Programs span Medical Assistant, Pharmacy Technician, Dental Assistant, Patient Care Technician, Medical Administrative Assistant, with Vet Technician, Medical Billing & Coding, and Home Health Aide in the pipeline. TIME's #1 EdTech ranking in 2025 amplifies that need.
Across teams, the company filters for candidates whose lived experience matches the student population. The board's 33 salaried postings and a $208,000 median confirm the technical weight, but the hiring mix runs wider than the board captures. Stepful's model (online coursework paired with optional in-person clinical hours at partner sites) creates roles that don't always appear on public job boards. The next section breaks down what those roles pay.
What the Roles Pay
Stepful's compensation data shows a salary band from $102,000 to $246,000, with a $208,000 median across 33 salaried roles. The spread reflects a team heavy on senior engineering, product, and IT leadership, roles that command a premium in New York, where most sit. The table below details the six most recent postings at the top of the range.
| Role | Location | Salary Band (USD/year) |
|---|---|---|
| Staff Product Manager, B2B | New York City | $191,000 – $254,000 |
| Director, IT | New York City | $200,000 – $250,000 |
| Staff Software Engineer 1 (L6) | New York City / Remote (US) | $188,000 – $248,000 |
| Senior Engineering Manager | New York City | $172,000 – $238,000 |
| Engineering Manager | New York City | $172,000 – $238,000 |
| Staff Software Engineer | New York City | $188,000 – $238,000 |
Engineering management and staff IC roles cluster at $172,000–$238,000, suggesting a standardized band for senior technical roles. Product and IT director roles stretch higher. The remote-eligible Staff Software Engineer (L6) posting carries the widest spread, $60,000, likely accounting for geographic differentials. Entry- and mid-level individual contributor roles are absent from recent board data; the $102,000 floor appears in the board's overall band.
83%
Certification pass rate
Stepful's figures put the NHA CCMA pass rate at 83%.
80-160
In-person clinical hours (optional)
40,000+
Active students
Stepful reports 40,000+ active students.
Medical Assistant training program FAQs
How Does the Hiring Loop Run?
Stepful's public material focuses on student outcomes — certification pass rates, clinical partnerships, graduate placement at health systems like Kaiser Permanente and Labcorp, but not on how it hires its own staff. The most detailed hiring description available is a 2023 YouTube walkthrough of a generic corporate framework, not a Stepful-specific account. That framework outlines a sequence: a binary minimum-qualifications screen, a preferred-qualifications filter that builds an interview rank list, self-scheduled slots, role-specific questions, two to four interview rounds, post-round evaluations, background and reference checks, offer negotiation, and a typical one-to-two-month timeline from application to start.
In the generic framework, the first disqualifier is a hard "no" on minimum qualifications, with no exceptions and no "maybe" pile. Candidates who clear that bar but lack preferred qualifications sit below the rank list and rarely get interviewed unless the top tier falls through. Preparation starts before the invite: mock interviews, behavior-based answers mapped to the posting, role-specific technical questions. The hiring team prepares in parallel, designing assessments: phone, virtual, in-person, practical exercises. After each round, the panel decides to advance, repeat, or close the loop. Feedback to declined candidates is ideal but not guaranteed.
Negotiation covers base salary, equity, PTO accrual and starting balance, 401(k) match, start date, and remote or hybrid arrangement. The final step is a formal offer letter and acceptance.
No Stepful-specific recruiter screens, take-home assignments, or values-based rubrics appear in the research. Employee testimonials on the company site describe the student experience, not the hiring experience. Until Stepful publishes its own career playbook or employees share accounts publicly, treat the generic framework as a baseline.
Where the Work Happens
Stepful operates as a digital-first company. Career pages describe student roles as "100% online," and hiring data shows salaried positions concentrated in New York City, some hybrid, others fully remote across the U.S. The board lists six recent postings anchored to New York City, all carrying bands between $172,000 and $254,000. The Staff Software Engineer (L6) role is tagged "New York City / Remote (US)," signaling the NYC anchor is a hub, not a mandate.
The company publishes no address, square footage, or amenities for a physical workspace. For most of Stepful's workforce — instructors, coaches, curriculum designers, student-support staff — the "site" is distributed. Medical Assistant, Pharmacy Technician, and Phlebotomy programs run online with optional in-person clinical hours at partner clinics, not Stepful facilities. The company ships a free at-home clinical kit (thermometer, stethoscope, blood-pressure cuff, phlebotomy supplies, sharps container) to each student, moving the lab into the learner's home. That model scales without a central campus.
In short: Stepful's only verifiable physical anchor is a New York City hub for product and engineering leadership, operated on a hybrid basis. Teams outside the NYC core work remotely, supported by a nationwide network of clinical partners for hands-on components Stepful's offices don't provide.
Who Thrives Here
Stepful's public messaging centers on student outcomes: four in five pass the NHA CCMA, Stepful found, pharmacy-tech pass rates beat the national average by ten points, and a "get a healthcare job or your tuition is on us" guarantee. The roles posted on Zero G Talent's board cluster around product, engineering, and platform leadership. That mix signals a team shipping software for a regulated, high-stakes marketplace: healthcare credentialing, clinical placement logistics, employer partnerships with systems like Labcorp, Kaiser Permanente, New York Presbyterian, Quest Diagnostics, Baptist Health, Novant Health, and Concentra.
TIME's #1 EdTech ranking (2025) and Stepful's scale mean every product decision touches compliance, accreditation, and real-time coordination between online cohorts and brick-and-mortar externship sites.
Alyssa Dietz, MPH, CMA (AAMA), Stepful's Instructional Quality Manager, said: "I'm passionate about helping future medical assistants build confidence, recognize the importance of their role, and feel prepared to provide compassionate, high-quality care." Her background — certified MA with urgent-care, family-medicine, and concierge-medicine experience, a Master's in Public Health, and over 1,000 Stepful students taught, illustrates the profile the company elevates: domain practitioners who translate clinical reality into product requirements.
Student testimonials repeatedly cite "supportive," "communicative," and "structured" as differentiators: "my instructor and coach are very helpful and very communicative," "they are always reaching out checking to make sure that you are comfortable and that you're on the right track."
The free at-home clinical kit shipped to every student exemplifies the operational mindset Stepful rewards: remove friction for the learner, absorb the complexity yourself. That logic applies to engineering, as the platform must handle variable clinical-hour requirements (80–160 for MA, 130 for pharmacy tech), state-specific certification rules, and partner-specific onboarding flows without exposing that complexity to the student or employer.
The board's salary bands reflect that scarcity: $172,000–$238,000 for engineering managers, $188,000–$248,000 for staff engineers.
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