<aside> đ Isometric is a carbon removal registry and science platform
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Open roles â
Our mission is to avert climate disaster by ensuring the transition to carbon removal happens responsibly and fast.
The planet is heating up fast. To avoid a climate catastrophe and keep temperature increases to less than 1.5 degrees above pre-industrial levels, we need to aggressively decarbonize our economy and work to remove vast amounts of carbon from the atmosphere.
Many members of the public understandably think things are in hand. There is an established infrastructure for buying and selling carbon credits. On the back of this, large companies claim to be âcarbon neutralâ. However, itâs less well known that climate scientists think the traditional carbon offsets serve next to no useful purpose.
For instance, anyone buying a carbon offset today has a pretty big chance of purchasing a credit that doesnât actually remove any COâ from the atmosphere, but instead allegedly avoids deforestation or reduces future emissions by switching to green energyâsomething that should, and often would, have happened regardless of the carbon offset sale.
Traditional carbon offsetsâand the complex infrastructures that exist around themâare simply not contributing to solving climate change.
So, what real solutions exist?
The science is clear that thereâs now a burgeoning set of companies building technologies designed to actively remove carbon dioxide from the atmosphere and durably store it.
Isometric exists to confirm that the carbon dioxide removal (CDR) claims made by those companies are true. Scientifically rigorous verification will introduce trust into the nascent market for CDR. High integrity markets can scale faster and more sustainably for the long term.
Isometric helps the wider ecosystem understand whether durable carbon removals actually happenâwhether the process of removal and storage was indeed net negative and additional.
The Isometric Registry is unique in its focus on removals that are durable and its radical inspectability. The registry only surfaces credits for verified, delivered tonnes and all data, calculations and evidence associated with Isometric credits are publicly available. We provide buyers with a well-rounded picture of whether their purchases are being delivered successfully or not.
We rely on collaboration with the scientific community and transparency to build trust in the market. At the same time, we contribute valuable data and feedback to enhance the world's efforts in climate science research.
We're growing fast, but weâre deliberate and intentional about hiring people who contribute to our unique culture. Our team is smart, meticulous and courageousâbut warm, kind and supportive too. We like to take our work seriouslyâbut never ourselves.
Weâre fortunate to be able to hire the best of the best. Our team is full of high performers who really care about what they do.
<aside> đ¤ Interview us
Given that we may potentially be asking you to invest the next few years of your career into our mission, we consider a recruitment process to be a two-way street. Once you complete your interviews, weâll give you a chance to schedule time with anyone on our team (listed below) so that you can have all your questions addressed.
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<aside> đŻ We donât have âcompany values,â which we consider to be personal. Values relate to beliefs rather than behaviors.
Instead, we focus on âoperating principles.â These are concrete, actionable and more relevant to the work we do. Itâs not what most other companies doâbut youâve got to be odd to be number one.
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Reducing the amount of carbon dioxide in the Earthâs atmosphere is critical. The world canât wait for the product weâre building. We have to move fast.
Tackling such a momentous challenge isnât easy, but we hold that optimism is self-fulfilling. So our team exudes positivity, persistence, and resilience. We ask âHow can it be done?â over âCan it be done?â.
We have relentlessly high standards for our work and for the rigorous science that upholds it. All our actions are grounded in first principles thinking and emotional control.
Before jumping into any task, we first define the intended result. We gather and analyze available data, uncover bad assumptions, make hypotheses about how the desired outcome might be achievedâand then run experiments to complete the loop.
The best communicators always have an edge. So weâre intentional about our writing, and work to keep it clear, engaging, and thorough. Weâre also disciplined about tooling, information architecture, and documentation.
We think that frank communication leads to better decision-making. We trust each other to be direct and offer sufficient contextâand we expect a high level of integrity as a result.
We work together, in whatever configuration is required, to get the job done. Job titles and remits are so much less important than assembling the right people, in the right place, at the right time.
If you donât find the answers to the questions youâre looking for, just reach out. Weâre happy to help.
During the hiring process, we want you to learn as much as possible about us and what it would be like to work with us.
We optimize for moving quicklyâaiming for an end-to-end process of around four weeksâand prioritize respect and kindness throughout our process. We are committed to giving useful and actionable feedback regardless of whether the process results in an offer. And we wonât create artificial deadlines to trick you into accepting.
The following is a high-level overview of our process, though it may vary somewhat by role and team. Weâll do our best to communicate about what to expect.
<aside> đ 1. Initial Screening Call (15 mins) This is a chance for you to learn about the role and give us an insight into your background.
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<aside> đ 2. Meet your hiring manager (15-30 mins) This is an opportunity for you to highlight your role specific knowledge and interest in the industry.
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<aside> 𼥠3. Role-specific assessment (1-3 hours) Depending on the role and your preferences, we may either provide a take-home task followed by a live walkthrough of your process, or conduct a mid-interview assessment to give us a sense of how you apply your skills in practice.
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<aside> đ¤ 4. Role-specific interview (2-3 hours) This is an in-depth interview with members of your prospective team. Weâll drill into your knowledge, experience and instincts.
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<aside> đ¤ 5. Professional behaviours interview (30 min) To wrap up the process, Eamon (our CEO) or Ellie (our Head of People) will ask you some questions about how you operate in a work environment and about how you problem solve.
N.B. for scheduling reasons, this interview may sometimes happen earlier in the sequence. It is the most flexible part of the process.
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