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The single most reliable predictor of performance at this company is whether a person has built something real on their own — not because they were assigned to, but because the problem would not leave them alone. We hire builders. Everything else is secondary.

What we look for

Not a tutorial project. Not a bootcamp capstone. Something conceived, designed, built, and shipped out of compulsion rather than obligation. That impulse — the inability to see a broken thing without wanting to fix it — is what we select for, because it cannot be taught and it cannot be faked.

We are drawn to people with unusual backgrounds. Former military engineers who built systems under constraints most people never face. Technical founders who ran a startup and understand what it means to own the entire stack and answer for its failures. People who have been in the arena, not merely studied it from a distance. At Nexma, we believe that lived intensity is a better credential than institutional pedigree, and the team we are building reflects that conviction.

What we disregard

We do not care where you attended school. Your previous title and your former organization’s hierarchy are irrelevant here. Years of experience matter less than velocity of output, and interview polish matters less than the quality of what you have actually shipped. Nexma engineers would rather read your code than hear your pitch, because code does not exaggerate.

How we hire

The process is fast and direct. A conversation about what you have built and why. A technical session where you work on a real problem — not a whiteboard puzzle disconnected from reality, but something resembling the actual work you would do here. And a judgment call: would this person make the team measurably stronger on their first day?

We hire slowly and act quickly when a hire is not working. A wrong addition to a small team is not an inconvenience. It is a structural risk to the mission. We take the time to get it right, and we have the honesty to move quickly when it is not right.