The Mekonos difference

We believe that diversity is the root of every great innovation.

That starts not with our work, but with us. We are committed to building a company that is inclusive of all people in all respects — culture, backgrounds, thoughts and perspectives.

Our Values

Creatively Inclusive

We are relentlessly curious and eager to ensure that different voices are heard.

Responsibly Decisive

We trust each other to be accountable for outcomes.

Learning Every Day

We learn and innovate through our successes and mistakes.

Rigorously Collaborative

We are rigorous about teamwork, aligning goals and transparent communication.

Your journey at Mekonos

Every individual is different and will move along the journey at their own pace.

Below is our standard process, and it will apply to the majority of our open positions. However, if a specific role has unique requirements necessitating a deviation from this standard process, we will communicate any adjustments during the phone screen stage.

Interview Process

We have established a structured hiring process to further equity and fairness. While this process varies for some roles, most candidates will experience the hiring process as outlined below.

    • If you see a position that you may be interested in, please consider applying even if you do not have experience with all the listed requirements.

    • We do ask for a short cover letter from you, outlining your interest in our mission, company and the role, and describing how your background may align with the role. Before you ask, yes, we absolutely read every single one of them!

    • We also ask a few administrative questions as part of the application process in order to help us review each application holistically.

  • Time commitment: 30 - 45 mins

    Mekonauts you would meet: People Operations or the Hiring Manager

    Format: 1-on-1 phone conversation

    Purpose: To determine basic overlap of qualifications and interest in the role, answering preliminary questions about the role and company, assessing comfort with the salary indicated in the job posting as well as in-person work requirements (if applicable).

  • Time commitment: 45 - 60 mins

    Mekonauts you would meet: Hiring Manager along with 1 - 2 prospective colleagues.

    Format: In-person or virtual panel interview

    Purpose: This interview is focused on understanding the candidate’s expertise in the field we’re hiring in. Questions will focus on depth of knowledge or experience in specific areas, communication of technical concepts (especially to non-technical stakeholders) and how candidate would approach completing their work.

  • Time commitment: 45 - 60 mins

    Mekonauts you would meet: People Operations Rep along with 1 - 2 prospective colleagues

    Format: In-person or virtual panel interview

    Purpose: This interview is focused on understanding the candidate’s core skills. Questions will focus on alignment with our values and leadership muscles, whether the candidate has a growth mindset and understanding how they might help enhance or further our company’s culture.

  • At each stage, whether a candidate does or does not move on to the next stage, they will receive an email notification. Our goal is to communicate with pace, empathy, and fairness.

Total Rewards at Mekonos

  • We reward stellar performance through our Bonus Plan, which accounts for company performance, team results and individual contributions.

  • $2,000* dedicated for each team member to utilize towards their own development, either in an area identified in their development plan or tied to OKRs.
    * New hires will be eligible for a prorated amount, based on the quarter of joining, in the first year.

    • 100% paid medical, dental and vision insurance for employees and their dependents

    • Medical insurance (PPO, HMO and HDHP plans)

    • Dental insurance (PPO and DMO plans)

    • Vision insurance

    • Flexible Spending Accounts

    • Health Savings Accounts (with compatible plans)

    • Company contribution to a Health Savings Account (for those enrolled in compatible plans)

    • Commuter benefits

    • Accrued vacation time, beginning at 17 days per year (increases in year 2 and year 3 of employment)

    • 9 days accrued sick leave (for California employees)

    • 10 paid holidays annually

    • Access to a retirement plan or 401(k)

    • Dedicated development budget for all employees

    • Weekly team lunches

  • All full-time team members are granted stock options in the company at the time of joining.

Onboarding

  • We consider the first 90 days to be the general onboarding timeline. During this time, expect to understand the various parts of the business, where we are in the journey to achieving our mission and meeting all team members.

  • The first day is reserved for completion of administrative tasks such as providing facility access, setting up equipment, meeting the team and introduction of the first week’s onboarding activities by the manager.

    The first month is expected to provide an overview of the company, understanding our technology, understanding the business, the company OKRs as well as how we work together.

    In the second month, we expect the new hire to start diving deep into the domain and sub-domain OKRs, observe work patterns and participate in meetings/discussions relevant to their role and team.

    In the third month, we expect completion of all onboarding tasks and identification of personal goals set in alignment with the company, sub-domain and sub-domain OKRs.

  • We will conduct an Onboarding Review at the end of the 90 days. While the hiring manager and new hire meet often during the onboarding period and should already be sharing feedback with each other, this review is meant to be two-way formal feedback process, meant to serve two main purposes:

    1. Feedback regarding the overall hiring and onboarding process in the organization, which can inform potential tweaks or changes.

    2. A reflection on the onboarding expectation of the new hire (denotes both the new hire’s own expectation and the organization’s expectation of them).

Every Day at Mekonos

  • As an organization, we have established Objectives and Key Results (OKRs) at the company and team levels. Team members have assigned goals based on tasks that fall under Key Results for their teams. Completion of these tasks/goals, along with demonstration of our values, make up the formal annual performance review process. Managers are required to check in with their team members on a bi-weekly basis at minimum (most meet weekly) utilizing a simple format to have rounded discussions.

  • We are an interdisciplinary team of individuals passionate about solving some of the world’s most difficult technical challenges in medicine. A lot of our organization works out of lab spaces, primarily at our headquarters in Alameda, as well as some shared facilities in the local area. In general, we have adopted a hybrid model to allow for flexibility where possible.

    In Alameda, everybody is in the office on Mondays and Thursdays. Wednesday and Friday afternoons are considered focus times when we avoid internal meetings if possible.

    Our employees are empowered to set boundaries as they need to establish work-life harmony as it applies to them.