Join us to bring GTM into the agentic era.
We are building the GTM brain for AI agents: the revenue context layer that lets go-to-market agents run in production. Everyone is racing to ship revenue agents. Almost nobody asks the two questions that matter: can we trust them, and how would we know? If you want to answer those two questions, this is where you belong.
How we work.
Six principles decide how we build, who we hire, and how we treat each other.
Talent Density
A culture built around exceptional people who raise the bar for each other.
Autonomy with Accountability
Freedom to own decisions, accountability for outcomes.
Avoid Rules
Trust over bureaucracy. We recover quickly instead of adding process.
Single Decision-Making Ownership
Every decision has one clear owner. Clarity beats consensus.
Radical Candor
We care personally, and we challenge directly, so that each of us grows.
Meaningful Work, Meaningful Relationships
We choose work that matters, and we build strong bonds as we do it.
Do the best work of your career, together.
People at Vasco describe the same experience. They work with exceptionally talented teammates who are also genuinely good people. They feel supported, and the collaboration pushes them to become better. They own their work, and that freedom helps them grow and build strong relationships.
Join our team.
Do you want to help bring go-to-market into the agentic era? We would like to hear from you.
How we hire
You will know where you stand at every step. Ask us anything along the way.
Discovery call
A first conversation with our talent partner. We discuss the role, your experience, and what you want next.
Hiring manager interview
You learn about the team you would join, and the problems it works on.
Skills interview
A deeper look at the specific skill the role needs, whatever the role is. It is hands-on or scenario-based wherever we can make it so. You meet members of the team you would join.
Final interview with our CEO
Our CEO meets every candidate. We talk about the impact you can have, and about Vasco's long-term direction.
A note on AI
We use AI to take notes during interviews. You can opt out at any time, and it has no effect on your candidacy. AI plays no part in our hiring decisions. Use AI yourself the way you would in the work, and use it thoughtfully. We are an AI company, so we recognise polished AI output. What we want to see is how you think and what you can do.
Accommodations
We hire on the strength of what you bring, regardless of who you are. Need an accommodation at any point in the process? Tell us at jobs@vasco.app and we will make it work.
Questions candidates ask.
Every hire must add to our talent density. Two questions decide it. Does this person add real value and leverage to the team? Would we regret the missed chance if we did not hire them?
Four things, in every role. Competencies: how you combine judgment, problem-solving, collaboration and ownership. Skills and expertise: what you can apply. Observable behaviours: how you follow through, adapt and communicate. Motivation: what you want, and why now. We look for evidence in real work, real decisions, real trade-offs and real outcomes.
No. We do not use them as shortcuts. We assess what you can do, how you think, and how you work.
If it is not a clear yes, it is a no. We prefer to wait for the right person than to talk ourselves into a maybe. That is also why we give you what you need to make your best case.
The hiring manager owns the decision. Interviewers give structured input and evidence. Our talent partner runs the process and owns your experience of it. One clear owner prevents weak decisions.
We treat candidates as future teammates. You get clear expectations and timelines, interviews that are structured and relevant, and communication throughout. We respect your time and your effort. Even when we say no, you leave knowing how we operate and why.
Put your name in the hat for future roles at Vasco
No open role fits your skills? We might create one for you.