Careers
Life at Moraph
We want the best people in the field, and we know they have choices. This is what we promise in return: fair pay you can see, a fair process at every step, work that counts, and a place where you can be yourself.
Our promises
What you can expect from us
Pay you can see, near the top of the market
Every role is posted with its pay range, set near the top of the local market for its level (around the 95th percentile of base pay, refreshed every year). Every offer is within the posted range. Interns and graduates are paid the same way.
A fair shot at every step
A person reads every application, every candidate is scored against the same competencies, and interviewers write their feedback independently. The same discipline applies to promotions: written criteria, evidence, and a panel rather than one person’s view.
Work that counts
You build and run systems that a hospital, a bank or a public agency relies on. That comes with responsibility from early on, and with the support to carry it.
The same tools wherever you sit
Everyone gets the same high-spec laptop, software and security tooling, whether they join in New York, Manila or Yerevan.
Flexibility that fits the job
Most roles are hybrid, and each listing says so. Teams agree how they work across time zones, and on-call work is scheduled, shared and paid attention to, never assumed.
Belonging, for real
Ten employee resource groups open to everyone, adjustments that are easy to ask for, and leaders who are expected to build teams where people can disagree safely.
How you grow
Support that starts on day one
- Weeks 1–2
Onboarding
Training on the rules our clients work under, such as HIPAA, CJIS and SEC and FINRA rules, our technology stack, and how we handle data. You meet your manager, your team and your sponsor.
- First months
Real work, reviewed
Your first changes go through the same review, security scanning and testing as everyone else’s. Senior colleagues pair with you and review your work, so you learn how they think, not just what they decide.
- Every quarter
Feedback in writing
Regular written feedback against clear expectations for your level, so a promotion is never a surprise and never a mystery.
- Year one onward
Sponsorship
A sponsor outside your reporting line who makes sure you get the work you were promised and argues for you when stretch roles are handed out.
- Ongoing
Learning budget and certifications
Time and support for certifications that matter to our clients, such as cloud, security and privacy credentials.
- When you are ready
Moving across the business
Rotations and internal moves across our six business units and eleven offices, from building APIs in the Fusion Center to running incidents in Global Resilience Operations.
How we work
Six habits we hire for and hold each other to
- 01
Act on evidence
We expect people to act on ideas backed by evidence, not to wait for permission. Being wrong for a good reason is fine; staying wrong is not.
- 02
Write it down
With colleagues in other time zones, decisions, handovers and incidents are written so the next team can pick them up without a meeting.
- 03
Blameless when things break
After an incident we look for what in the system let it happen, not for someone to blame, and we track the fixes until they are done.
- 04
Security is everyone’s job
The same controls apply to everyone who touches our code or our clients’ data, from the first day of an internship to the CEO.
- 05
Respect for the people we serve
Behind every record is a patient, a member or a resident. We treat their data the way we would want ours treated.
- 06
Speak up
Anyone can raise a concern, about a client, a colleague or a decision, through their manager, a sponsor, a resource group or a confidential channel, without fear of retaliation.
Questions
Frequently asked questions
How much does the role pay?
Every listing shows its range, and any offer is within it. We set ranges near the top of the local market for the level and refresh them every year.
Do I have to be in the office?
Most roles are hybrid. Each listing says whether a role is hybrid or on-site, and your team agrees its own rhythm for being together.
Will I work with other offices?
Almost certainly, and often every day. Our follow-the-sun model means work is handed between teams in the Americas, Europe, India and Asia-Pacific.
How are benefits decided?
Benefits depend on the country you work in, and your offer sets them out in full. In some countries you are employed through an Employer of Record partner while working on a Moraph team; the listing says when this applies.
How do promotions work?
Against written expectations for each level, with evidence from your work and feedback from the people you work with, decided by a panel rather than one person.