Every company hires differently. At Abnormal, the process is structured and moves fast - but what actually makes it different is what's being assessed: not just your skills and experience, but how you think, how you maximize your output with AI, and your willingness to own outcomes without waiting for permission.

The Process

Our hiring process is designed to be clear and transparent, and while it may vary a bit by role or region, below is the baseline of what you should expect. Your recruiter will walk you through the exact process for your role if you move into our process.

1. Application. Submit your resume and any relevant links through the careers site. We read applications carefully. If your background is a fit, you'll hear from us quickly.

2. TA Screen. A conversation with someone from our Talent Acquisition team. You'll learn about the role, the company, and what we're building - and we'll learn about what you're looking for.

3. Hiring Manager Interview. A deeper conversation about your background, how you work, and what you'd actually be stepping into. Your hiring manager will be direct about the role and what success looks like in it.

4. Skills Assessment. A practical exercise designed to mirror the real work - not abstract problem-solving under pressure. This is the part of our process that will vary the most based on your role.

5. Team Interviews. You'll meet a cross-functional group of people. These conversations explore values fit, how you collaborate, and will give you a bigger picture to use as you decide whether this environment is the right one for you.

AI in the Process

Hiring at an AI-native company means AI shows up on both sides of the process.

How we use AI:

• Writing more inclusive job descriptions

• Preparing and coaching interviewers

• Understanding how candidates experience the process so we can keep improving it

• Driving more focused, evidence-based feedback after interviews

How we expect you to use AI:

• Proofread or format your resume

• Research us before your conversations - know the product, the customers we protect, and what we're building toward

• Practice your responses and sharpen how you talk about your impact

• Clean up your materials, as long as the underlying work is yours

What doesn’t land:

• Generic, polished responses that read like they came straight from a prompt

• Letting AI speak for you in assessments or interviews

• Misrepresenting AI-generated work as your own experience

What We're Looking For and How to Show Up

Know the product and the problem space - not just the homepage. Understand what we actually protect against, who our customers are, and where we're headed. Come with specific examples grounded in real decisions: what you owned, what the result was, where something didn't go as planned.

Preparation goes beyond reading our website the night before.

Prepare questions that show you're evaluating us as carefully as we're evaluating you. The candidates who stand out aren't just ready to answer - they come in ready to think.

The bar has moved. Candidates who show up with static CVs and rehearsed answers to predictable questions stand out for the wrong reasons. AI competency is a baseline expectation now, not a differentiator. What matters is how you demonstrate it - and how ready you are to keep adapting as the job keeps changing.

If that's the kind of challenge you're looking for, we'd like to meet you. Explore open roles at abnormal.ai/careers.