Thank you for your interest in working at Evra.

We hire differently.

Rather than relying primarily on inbound applications, we often identify and reach out to exceptional talent directly — more like a headhunter than a traditional recruiting pipeline. We do this because building at the intersection of two highly regulated and salient industries, Health and Artificial Intelligence, requires an extraordinary team that works exceptionally well together. Our advisors, investors, and partners are also carefully chosen based on our ethos.

Evra’s team is built more like a band than a typical startup. We’re curating individuals who truly own their craft rather than filling roles, and who are chosen as much for their chemistry as their credentials. We value those who can improvise, adapt, and stay grounded in a shared ethos, because how we play together matters more than any one part. That’s how we decide who has a ‘spot on the bus.’

Since Evra was founded in late May 2025, we have intentionally kept the team small and highly focused.

We shipped our MVP in 4 months; we work efficiently and effectively on technically challenging problems in a fast-moving startup environment. We are proud that not a single member of the team has left their role (100% retention); instead, most team members seek additional responsibilities and challenges (a good problem to have in a young company).

As such, we’re fiercely protective of our team and culture.

Each team member has a say in how their role is defined, including title and scope. We believe this creates agency, flexibility, and the conditions for people to contribute in ways that fully reflect their strengths, judgment, and way of seeing the world.

That is also a reflection of the culture we have built: a small group of A-players who work well together, take ownership, and operate like CEOs of their own area of expertise.

The same standard shapes how we grow. We care far more about what you have built, how you think, and how you work than about pedigree.

We do not care where you went to school, and we do not make decisions based on background, ethnicity, gender, or disability status.

We are proud to have a diverse, multi-talented team, because exceptional talent naturally comes in all shapes/sizes with diverse viewpoints based on unique life experiences.

Collectively, this makes our product better, and facilitates a meaningful positive impact on the end user.

We also place limited weight on CVs. They can be inflated, uneven, and often reflect access to opportunity more than actual ability. We are much more interested in evidence of rigor, initiative, creativity, integrity, and execution.

If you have built something truly excellent, there is a good chance we already know your work — or would want to.

If you believe you may be a fit, reach us at founders@evrahealth.com with answers to the screening questions below.

The process is stringent, but this is how we keep our team extraordinary, and our product both exceptional and impactful.

Questions we use to screen potential candidates

Before you reach out, please begin with this question:

Traditionally, in work or school, have you advanced primarily by “playing the game”? Answer yes or no.

If your answer is yes, please do not reach out.

At Evra, we value competence, integrity, and real contribution over political behavior. We are not building a culture where people advance by manipulating, triangulating, gossiping, envying, sabotaging, taking credit for the work of others.

Many organizations — especially large ones — tolerate a mix of builders and operators who are more focused on internal politics than on the work itself. We believe most startups stall (and then fail) when that balance tips too far in the wrong direction, particularly when such behavior rises into leadership and drives out stronger talent.

Culture is not separate from the product. It is part of the product. Exceptional products are rarely built inside poor cultures.

IF your answer to the question above is no, please answer the following. Keep each response to 3–4 sentences maximum. You are welcome to include links to GitHub, articles, products, portfolios, or other relevant work.

1. What role are you seeking to create?
If you joined Evra, you would help shape your own role. What gap do you see in the team or product, why does that role matter, how would you define it, and why are you the right person for it?

2. Describe ONE experience where you built or created something difficult that demonstrates extraordinary ability (“A” player criterion).
This can be technical or non-technical, related to your field or completely unrelated. It should reflect a challenge that most people would consider genuinely difficult.

3. Describe ONE experience where you were told to build or create something in a specific way, but independently found a better, more efficient, or more rigorous approach (“A” player criterion).
What did you change, and how did it improve the outcome?

4. Describe TWO examples of leadership roles you have held, formally or informally.
These should show how you managed or collaborated with others effectively, including situations where you did not always agree.

5. Describe ONE experience outside of work, school, or professional achievement that you found formidable.
This question reflects the interests and pursuits that round out your life and challenge you in other ways. It could include an artistic or musical pursuit, an outdoor or sports challenge, difficult travel, or another meaningful experience. You do not need to have come first or “won.” We are interested in what the experience required of you and why it mattered.

6. Describe ONE example each of (i) integrity and (ii) generosity of spirit (“A” player criterion).
Integrity means doing the right thing, even when it is difficult. Generosity of spirit means helping, even when it is inconvenient. These are core values at Evra. We rely on people to speak up when something in the product could affect users, and when something in the culture needs to be addressed. We welcome feedback, we assume everyone (including leadership) has blind spots, and we believe disagreement is healthy when it is grounded in kindness, honesty, and a shared commitment to the mission.

Selected candidates who pass the screening test will undergo a reference check.

We do not ask for formal references, as they are often positively biased.

Instead, we assess culture and competence fit through our trusted network of operators and builders, not relying on one viewpoint, but a pattern that fills out the story of the candidate’s skills and character.

If the candidate passes that stage, we will be in touch directly, and will ask for additional information or a CV to better understand your experience in relation to the role you seek to fill.

College students and recent graduates are especially encouraged to reach out for the Spring/Summer 2026 EVRAnaut cohort.