Careers
We hire people who finish things.
Bralak is small and the work is production engineering, not experimentation. That shapes who does well here more than any particular language or framework does.
No open roles right now.
We open roles when there is work that genuinely needs another pair of hands, and we say so here when that happens. If the description below sounds like you, write anyway — good people are worth a conversation ahead of a vacancy.
Write to info@bralakai.comWhat we look for
Four things, consistently.
You ship to production, not to a demo
The interesting part of this work starts after something works once. Retries, idempotency, evaluation, tracing, the failure paths — if that reads as chores rather than as the job, this will not be a good fit.
You can say what you do not know
Most of what we build touches somebody’s real data and real money. Confident wrong answers are expensive, so calibrated uncertainty is a requirement rather than a personality trait we tolerate.
You read the system before changing it
Almost every engagement is an integration with something older and stranger than you expected. The skill is understanding why it is the way it is before proposing that it should not be.
You write clearly
Architecture decisions, handover documentation and client updates are all writing. A team this size cannot carry someone whose reasoning only exists verbally.
How we hire
Four steps, and you always hear back.
- 01
A written exchange
You send something real — a repository, a piece of writing, a description of a system you built and what you would change about it. We reply with specific questions about it rather than a form.
- 02
A technical conversation
Ninety minutes on a problem close to what we actually build: an integration with awkward constraints, or an agent design with a failure mode to close. No algorithm puzzles, no whiteboard performance.
- 03
A paid piece of work
A scoped task of a day or two, paid at your rate. It is the only reliable signal either of us gets, and asking for free work from candidates is not something we are willing to do.
- 04
A decision, with reasons
Either way you hear back with the actual reasoning. Silence after a candidate has spent two days on something is indefensible.
The work
How the days are shaped.
- Remote, with deliberate overlap rather than fixed hours.
- Small teams on one engagement at a time — no context-switching across three clients in a week.
- You own something end to end, including the handover conversation with the client’s engineers.
- Deep work is the default and meetings are the exception that has to justify itself.