Clariti Careers

Our Core Values

Taking ownership Taking initiative, responsibility, and ownership over tasks, projects, and outcomes. It means not waiting for instructions but stepping up to lead, holding yourself accountable, and delivering results.

Growth Mindset A mindset that embraces learning and adaptability as key drivers of success. It focuses on continuous development, viewing challenges as opportunities, and persistently seeking to enhance skills, processes, and outcomes.

Courageous Communication Being open, honest, and direct in conversations, even when difficult. It involves respectfully sharing perspectives, providing and receiving feedback, and fostering a transparent and trusting environment.

Customer Focus Placing the customer at the heart of decision-making, ensuring that their needs, satisfaction, and experience are considered in every interaction, product, or service delivered.

AI Acceleration

At Clariti, we are committed to leveraging AI as a key driver of innovation and continuous improvement. The philosophy at Clariti is that AI is not just a tool, but a strategic enabler across all functions.

Our employees are encouraged to seek out opportunities within their respective roles to leverage AI and share their learnings to support ongoing learning & improvements at the department level. We currently do this through the following:

AI Committee with representation across all departments to drive AI adoption & continuous learning
AI-Enablement Slack Channel to encourage usage, share use/test cases, and best practices
AI Lunch & Learns to educate folks at all levels, go through real examples, and experiment in a safe & practical way
Company-paid AI tools (e.g. ChatGPT, Claude) for all employees
Partnerships within the industry and professional communities

We have built an organizational culture where AI is seamlessly integrated into our respective workflows and practices as we continue to scale. This in turn helps us make smarter decisions, increase efficiency, and drive value for our business & customers. As we grow, we ‘re looking to improve ways of working and redesigning with AI.

AI Vision & Objectives

The following AI vision and objectives reflect our commitment to driving success internally and in our product while upholding ethical leadership to create lasting value for local governments and the communities they serve.

AI Vision

Our vision is to harness the transformative power of AI in our operations and products to revolutionize the way local governments deliver seamless experiences. By embedding AI into our operations and product offerings, we aim to empower both our teams and local governments with smarter, faster, and more efficient tools to better serve their communities.

AI Objectives

We have three primary objectives for the use of artificial intelligence at Clariti:

Internal Use - Improve operational efficiency by using AI to automate repetitive and time-consuming tasks, allowing our team to focus on high-value activities.
Product Use - Accelerate customer-centric innovation by integrating AI into our software to offer more intuitive and user-friendly solutions for local governments.
Ethical Use - Build and utilize AI solutions that are reliable and aligned with the values of public accountability. Uphold high standards of data privacy and security, instilling trust in our technology among local governments and their constituents.

To learn more about how our teams are leveraging AI, follow us on LinkedIn where we continue to share more about our AI journey including learnings, use cases, and wins!

Assessing AI Fluency

When it comes to AI usage, we encourage candidates to leverage AI but more importantly be prepared to communicate usage & impact. Our hiring teams care about how you make decisions and your ability to problem-solve. As a result, we’re not critiquing the use of AI but evaluating judgement, clarity, and thought process. This means effectively communicating by specifying how you’re leveraging AI, tools used, and impact made.

A reminder that different departments' proficiency, usage, and maturity with AI will vary. Get curious with hiring managers and teams to understand their AI wins and learnings - as much as we want to learn about you, we encourage you to do the same!

Best Practices:

We value talent who are utilizing AI effectively and see this as a key skill amongst our top performers. It’s also key to ensure you understand any AI-generated material and can speak to it. Some best practices include:

Be clear about where and why you used AI
Share how it influenced your thinking or approach
Outline what you accepted, rejected, and/or modified
Remain open about your process (factors, assumptions, prompts, etc.)
Focus on outcomes (time saved, quality improved, decisions accelerated, etc.)

Ways to Leverage AI:

There’s various ways to leverage AI as a candidate depending on the stage you’re at in the interview process. This includes your application & resume, prepping for upcoming interviews, and for any assessments or cases. Recommendations include:

Initial research to understand the product, industry, and customers
Understanding role requirements and updating resume to reflect relevant expertise
Interview preparation (i.e.: interview tools for mock interviews & real-time feedback) to refine your interviewing skills and techniques
Applying your skills (as you would on the job if you were in the role) through cases, assignments, or technical assessments (where applicable)

How Hiring Teams Evaluate:

As previously shared, our hiring teams want to understand your usage & thought process. We are evaluating judgement, clarity, and decision-making. Be prepared to communicate the following:

Specific, experience-based examples and results
Clear reasoning and data-driven decision-making
Articulating thoughtful trade-offs and assumptions
Comfort explaining ideas and expertise in navigating ambiguity

The general principle is to use AI to enhance your thinking, not replace it. Ultimately, we encourage everyone to view AI as a tool to amplify their impact and drive meaningful outcomes, not as a replacement for critical thought.

Our Commitment to ED&I

At Clariti, we’re on a continuous learning journey as it relates to Equity, Diversity, & Inclusion. We know that diversity is a strength, and recognize that the unique backgrounds across our team help us make better decisions, result in more creative solutions, and ultimately lead us to stronger paths of success. We’re working to create a workplace and team that is as diverse as the communities we serve, and we aim to provide an environment that allows every person to bring their whole and authentic self to work every day.

As a smaller organization, we have a Community & Culture Committee that represents all parts of our organization with executive sponsorship. We’ve set a foundation for ED&I from prospective hire's first touchpoint with Clariti in our hiring process and embedded ED&I education into the employee onboarding journey. We have a goal to continue this thread throughout the employee experience, while growing our awareness levels and continuously measuring our progress.

Curious to learn more about our ED&I efforts? Inquire during your initial screening with a member of our Talent team or follow us on LinkedIn - we can provide glimpse into our culture & how our teams demonstrate our ongoing learnings and commitment to ED&I and more!

How we hire

We pride ourselves on having an equitable hiring process as part of our broader commitment to ED&I. This means we make a conscious effort to minimize the potential for biases in the hiring process.

All candidates are required to submit an application online through our careers page or through the job board of your choice. The only exception to this is where you might be referred to a position by someone in your network. Each and every application (whether someone has applied directly or has been referred) will be reviewed by a member of the hiring team.

We don’t use AI for resume review, filtering, or keyword searches to shortlist applications. This ensures that our entire hiring team has visibility to all candidates interested in the position they’re hiring for. In addition, we’re able to provide updates to all candidates on the status of their application as resumes are reviewed.

Each of our open roles has a clearly defined recruitment journey to ensure we’re taking a consistent approach. Consistency in the process includes a consistent hiring panel, interview questions, use of scorecards, evaluation criteria, and more.

Applying to Clariti

Our small but mighty Talent team reviews each and every application we receive. It’s part of why we ask anyone interested to apply online to roles directly on our Careers Page as well as any reputable job boards. In addition this ensures:

Communication: Minimizes the chances of us missing your message through other channels or platforms.
Access to Future Opportunities: Our Applicant Tracking System give us a space to save your application for future and/or upcoming opportunities.
Direct Access: Ensures your application goes straight to the hiring team, including the appropriate member of our Talent Acquisition team and the Hiring Manager.
Authenticity: Avoids third-party interference or folks applying to outdated listings.
Up-to-date Information: Access to the most current job description which includes the role’s key responsibilities and requirements we’re seeking in the successful candidate.
Faster Processing: Easier for our team to review and as a result more efficient for us to get in touch if there could be a mutual fit and/or provide update(s).
Increased Visibility: Increases the likelihood that your application is seen by the key members of the hiring team.
Access to Additional Resources: We provide tips & tricks to active candidates for each stage of the process and resources for all applicants to support you in your search process at Clariti and beyond.
Avoid Scams: Directly applying through the company reduces the risk of fraudulent job listings and chance of you engaging with a spam account and/or engaging with some of the unfortunate scams that are targeting job seekers.

Equitable hiring practice

By applying for roles through a direct posting, we’re able to maintain an equitable hiring practice. All applications (by role) are reviewed under the same criteria (outlined in the qualifications section of each job description) that are critical to the hiring manager for the success of both their new hire and our business. Additionally, we take efforts to ensure:

Bias-free recruitment: Ensuring the job description, hiring process, and evaluations are free from bias related to race, gender, age, disability, sexual orientation, etc.
Inclusive job postings: Writing job descriptions that appeal to a diverse range of applicants and avoid discriminatory language.
Fair selection process: Using consistent criteria and objective measures for evaluating all candidates.

Equitable hiring focuses on providing fair opportunities, ensuring that all qualified candidates, regardless of background, can compete on equal terms. If you want tips on how to refine your resume or are looking for ways to ensure your resume best reflects your expertise check out resources from our Talent team here!

We know it’s a challenging market with highly competitive talent pools and ultimately want to see you be successful in your search, however we also recognize role-fit is only one part of someone’s job search - to learn more about our culture and what we seek in prospective Clariti employees learn more about our Culture & Values or get the inside scoop from employees by following us on LinkedIn.

Culture add at Clariti

We hire for culture-add, not culture-fit, which means we’re looking for talent who bring diversity in thought and experience to our existing teams, in addition to exemplifying our values. This means we also recognize that as our organization grows, our culture will evolve through the addition of new talent. High-calibre talent continue to raise the bar at Clariti and contribute to a culture of high performance. See our values to learn more!

Total Rewards

Competitive total compensation We recognize the valuable contributions and hard work of our team – and reward them for it!

Personal time off (PTO) We offer our team 30 paid days off, which includes 3 weeks of vacation, 8 flex days, 2 holiday observance days, 1 winter holiday day and 4 team appreciation days.

Extended benefits Our extended benefits package includes coverage for medical, dental and vision - starting on day one!

$500 for wellness In support of our team members’ health and well-being, we offer a $500 annual wellness spending account (prorated based on start date).

Professional development We offer an annual professional development budget and ample opportunity for growth and continuous learning.

Team building In partnership with leadership and our people & talent team, we have a culture committee who regularly host team events and activities.

Onboarding & quarterly WFH budget New employees receive $300 to put towards their home office setup, and are reimbursed up to $150 per quarter moving forward (adjusted based on CAN or US location) for any eligible items.

Tech tools and stack Every Clariti team member gets a Mac (or PC) and access to our everyday tools that include Google Workspace, Zoom, Slack, Confluence/Jira, and more.

FAQ’s

How do I apply to Clariti?

Please apply directly through our current openings or via a job board to ensure your application is considered by our hiring team. Because we’re a small (but mighty) team, we don’t have the capacity to manage applications outside of our applicant tracking system.

Is there an application deadline for open roles?

There’s no application deadline for open roles, but we encourage you to apply as soon as possible as we typically begin initial screening calls within a week of posting. You’ll also be able to reference our job descriptions throughout the interview process as we leave each posting up until a role is filled.

What is Clariti’s interview process?

All of our interviews take place virtually using video-conferencing tools and most roles have a 3-4 step interview process; senior leadership positions, technical positions, and more niche positions may differ or require an assessment however this will be discussed in the screening call.

If you’re shortlisted for a role, the first step is an initial screening call (audio only, cameras off) with a member of our talent acquisition team. Then, if you’re selected to move on to the next stage, you’ll participate in a functional video interview (cameras on) with the hiring manager. Lastly, if you’re moved to final interview stage, you’ll take part in a culture-add interview with two Clariti team members you’d work closely with in the role (ex: peers, executive or skip-level leader, direct reports, or cross-functional stakeholders) as it's important to us that each hire we make is an add to our culture.

Following the interview process, the successful candidate will receive an offer of employment at which time we will request references to conduct a reference check and background check, which are both required for new hires.

What is Clariti’s culture like?

Our culture is best described by our core values (taking ownership, growth mindset, courageous communication, and customer focus) which are present in everything we do as an organization, and are demonstrated every day by our employees. They’re embedded into our processes for hiring (ex) our culture interviews, how we promote talent, how we manage performance, and how we recognize employees & celebrate success.

How does Clariti keep remote employees engaged?

There are several ways we facilitate team building in our remote-first environment. First and foremost, we have our awesome culture committee who organize inclusive events, initiatives, and programs for all employees. We also include social interactions in many of our org-wide meetings, and get together in person for our annual offsite which we all look forward to each year! Previous offsites have been held in Whistler and Palm Springs, and your guess is as good as ours what amazing location it’ll be held at next!

How does the business assess employee performance?

All employees have various measures of success, performance, and KPIs that they’re accountable for. For new hires these are outlined during the hiring & onboarding process and for existing hires these are aligned on during quarterly planning by functional and executive leadership.

On a semi-annual basis we go through performance reviews for all employees who have been at Clariti for +90 days prior to the review period in order to fairly assess performance over a period spanning +3 months.

Beyond our formal review periods and onboarding program, all people leaders provide ongoing coaching & development to their direct teams and we encourage communicating courageously across the organization to maintain a culture of feedback.

What does the first 90 days of onboarding look like?

All new hires go through a 30-60-90 day onboarding plan which includes immersive org-wide onboarding (i.e. day 1 orientation, check-ins with our people & talent team, and departmental onboarding overview sessions, etc.) as well as targeted functional and role-specific onboarding to ensure you are set up for success as you learn the business, build relationships, and begin to serve in your role. In addition, you and your direct leader will align on 3-month milestones of success.

What is the leadership structure and style at Clariti?

We have two Co-CEOs who split responsibilities - Jake Dancyger and Cyrus Symoom. Jake oversees the Product & Design, Engineering, and Customer Experience teams while Cyrus oversees the Sales, Marketing, People & Talent, and Finance teams. Our structure is relatively flat, despite having experts & leaders with multiple decades of experience within their function. A flatter structure allows all employees access to leadership, including our Co-CEOs.

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