RedRadar is built by intelligence practitioners, engineers, and analysts working on a problem the rest of the field has mostly avoided.

We are small by design. We hire for specific operational needs, with explicit role requirements and structured evaluation. The team will expand globally in 2027, with engineers, and operators selected against the criteria appropriate to each role.

A few things candidates should know in advance:

The work is operationally serious. We support institutions whose missions affect outcomes for people. The roles require technical capability, sound judgment, and the discretion appropriate to sensitive work.

The standards are explicit. We evaluate candidates against specific job-related criteria for the position they applied to. The criteria for each role are documented and applied consistently.

Confidentiality is operational. Much of our work is conducted under client confidentiality agreements. Candidates should be comfortable working on engagements where public visibility is limited and where the right to discuss the work externally is constrained by contract.

The environment is early-stage. RedRadar is building infrastructure for a problem space without an established playbook. Roles require the capacity to operate effectively in environments where established processes and prior solutions may not exist.

RedRadar Technologies operates as a Delaware-incorporated entity with US-based operations. Remote and hybrid arrangements are considered for specific roles where appropriate to the security and operational requirements of the work.

RedRadar evaluates every candidate against the same job-related criteria for the position they applied to: technical skill, relevant experience, demonstrated capability against role requirements, and operational alignment with the role's responsibilities.

We apply the same evaluation rubric to every applicant for a given role. Evaluations are documented. Decisions are made on the basis of measured performance against posted requirements.

For roles involving access to client data, secure environments, or engagements with government or defense customers, additional verification applies uniformly to all candidates being considered for the role. This verification may include:

• Identity verification
• Citizenship verification, where required by client agreement or applicable law
• Background investigation consistent with contractor standards
• Sanctions and denied-parties screening
• Foreign contact and foreign travel disclosure review, where required for clearance eligibility
• Financial background review, where required by client agreement
• Security clearance eligibility review, where required for the role
• Continuous evaluation post-hire, where required by clearance frameworks

These requirements are operational. They are driven by the nature of our clients, the data we handle, and the legal frameworks under which we operate. They apply consistently to every candidate considered for a role requiring such access.

The processes by which we collect and handle personal data for these purposes are described in our Candidate Privacy Notice.

RedRadar provides equal employment opportunity to all qualified candidates without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, pregnancy, genetic information, veteran or military status, marital status, or any other characteristic protected by applicable federal, state, or local law.

RedRadar complies with applicable federal contractor employment regulations, including those administered by the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) and the Equal Employment Opportunity Commission (EEOC).

We are committed to maintaining a workplace free of discrimination and harassment. Concerns about employment practices can be raised through the channels described in our internal policies, which are provided to employees and contractors at engagement.

RedRadar fills positions through targeted outreach and select recruitment channels appropriate to the cleared and security-sensitive nature of our work. Channels include direct sourcing, professional networks, partner introductions, and cleared-candidate platforms.

When we have an open role, the position is published with explicit requirements, role responsibilities, and the verification framework that applies. Evaluation is conducted against the published criteria.

We do not accept unsolicited resumes or speculative applications. Speculative submissions are not retained, are not evaluated, and do not create an applicant relationship with RedRadar.

Candidates with disabilities who require reasonable accommodation to participate in the application or interview process may request accommodation by contacting careers@redradar.ai. Requests are handled confidentially. The need for or request of an accommodation does not affect the evaluation of the candidate against role requirements.

The handling of personal data about candidates, including how we collect it, what we do with it, how long we keep it, and the rights candidates have over it, is described in our Candidate Privacy Notice.