Evelyn Reynolds

Perplexity AI has rapidly emerged as a disruptor in the information landscape, offering an answer engine that prioritizes accurate, cited, and conversational responses over traditional link lists. For many, it’s not just a powerful tool, but a glimpse into the future of how we access knowledge. Naturally, this makes Perplexity AI a highly sought-after destination for top talent in AI, engineering, and product development.
If you’re eyeing a role at this innovative company, simply sending in a resume might not be enough. Perplexity seeks individuals who are not only technically brilliant but also deeply aligned with their mission of democratizing access to verified information. Here’s how to strategically position yourself to join their ranks.
1. Master the Product, Inside and Out
This might seem obvious, but it’s critically important for a company like Perplexity. Don’t just casually use their search engine; become a power user. Understand its nuances, its strengths, and even its occasional limitations. Experiment with different query types, explore the “Co-pilot” feature, and pay attention to how sources are cited.
During an interview, you should be able to articulate what makes Perplexity unique and how you personally leverage it. Can you suggest subtle improvements? Can you explain its technical architecture from a user’s perspective? Demonstrating genuine enthusiasm and deep product knowledge is a non-negotiable first step. As Aravind Srinivas, CEO of Perplexity, often emphasizes, they are building for users first.
2. Showcase Your Expertise in AI, NLP, and Search Technologies
Perplexity’s core strength lies in its sophisticated AI and natural language processing (NLP capabilities). If you’re an engineer or researcher, your portfolio should clearly demonstrate experience in areas like large language models (LLMs), information retrieval, semantic search, knowledge graphs, or machine learning operations (MLOps).
Even for non-technical roles, understanding the underlying technology is a significant advantage. Familiarity with transformer models, embeddings, and prompt engineering will allow you to speak the team’s language. Consider contributing to open-source projects or publishing your own research to showcase practical application of these skills. For a deeper dive into the technological landscape, check out this overview of AI and machine learning trends that are shaping companies like Perplexity.
3. Emphasize Speed, Efficiency, and Impact
Perplexity operates with a lean team, meaning every hire has a direct and significant impact. They value individuals who can move quickly, take initiative, and deliver tangible results. When crafting your application and preparing for interviews, highlight instances where you’ve driven projects forward with limited resources or under tight deadlines.
Quantify your achievements whenever possible. Instead of saying “improved a process,” say “streamlined a workflow, reducing task completion time by 20%.” This demonstrates a results-oriented mindset that aligns perfectly with a fast-paced startup environment.
4. Network Strategically with a “Give First” Approach
Simply cold-applying often yields low results. Instead, identify key people at Perplexity on LinkedIn – engineers, researchers, product managers – and engage thoughtfully with their public posts or articles. Share your own relevant insights, ask intelligent questions, and aim to provide value before asking for anything in return.
If you secure an informational interview, focus on learning about their challenges and how your skills could potentially address them. Building genuine connections can open doors that application portals often keep shut. For more on this, read our article on The Art of Networking: Building Connections, Not Just Contacts.
5. Understand and Articulate Their Mission (and Your Alignment)
Perplexity’s mission is to “advance the frontiers of AI while being transparent and factual.” They aim to build a new paradigm for search, moving beyond just links to definitive answers backed by sources. When interviewing, you need to clearly articulate why this mission resonates with you.
Are you passionate about information accuracy? Do you believe in the democratization of knowledge? Explain how your personal values and professional goals align with Perplexity’s vision. This demonstrates not just skill, but cultural fit and shared purpose.
6. Be Prepared for Rigorous Technical and System Design Interviews
Given the complex nature of Perplexity’s product, expect a demanding interview process. Technical roles will involve in-depth coding challenges, often focusing on algorithms, data structures, and distributed systems. For experienced engineers, system design questions will likely be a significant component, probing your ability to design scalable, robust AI-powered services.
Practice whiteboard coding, review fundamental computer science principles, and prepare to discuss your experience designing complex systems. Understanding how a product like Perplexity handles massive amounts of data, real-time queries, and LLM integration will be key. This MIT Technology Review article on the challenges of building AI search engines can offer valuable context for your preparation.
7. Highlight Your Curiosity and Adaptability
The AI landscape is constantly changing, and companies like Perplexity are at its bleeding edge. They aren’t looking for someone who knows all the answers, but someone who is relentlessly curious and highly adaptable. Show that you are a continuous learner, eager to explore new technologies, and comfortable with ambiguity.
Discuss projects where you’ve had to quickly learn new tools or pivot your approach based on new information. This demonstrates resilience and a growth mindset, essential qualities for thriving in a rapidly evolving tech startup. In a world of constant change, learning to Upskill and Reskill: Preparing for the Future of Work is crucial.
In Conclusion:
Getting a job at Perplexity AI requires more than just a strong resume; it demands a deep understanding of their product, a passion for their mission, and a demonstrated ability to contribute significantly in a fast-paced, innovative environment. By mastering their tool, showcasing relevant technical skills, networking strategically, and articulating your alignment with their vision, you’ll significantly increase your chances of joining the team that’s redefining how the world finds information.

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OpenAI. The name alone conjures images of cutting-edge innovation, brilliant minds, and perhaps a touch of futuristic mystique. As the company at the forefront of the AI revolution, responsible for groundbreaking technologies like ChatGPT and DALL-E, it’s a dream destination for many in tech. But what’s it actually like behind the curtain? Is it all groundbreaking research and world-changing breakthroughs, or is there a more nuanced reality?
We’ve delved into employee interviews, public statements, and industry buzz to paint a picture of life at one of the world’s most influential companies. If you’re considering a career at the vanguard of artificial intelligence, here’s what you need to know.
1. A Culture of Intense Innovation and High Expectations
Unsurprisingly, OpenAI operates at an incredibly fast pace. The primary drive is to advance AI safely towards artificial general intelligence (AGI), and this mission permeates every aspect of the company. Employees are universally described as exceptionally talented and deeply passionate about their work. This translates into a demanding environment where intellectual rigor and problem-solving are paramount.
Andrej Karpathy, a founding researcher who returned to the company, described the atmosphere as having a “palpable” energy:
“The most striking impression I had is the sheer density of talent and the palpable energy at the office. Everyone is intently focused on their work, moving very quickly. There are small groups of people in every conference room, intently whiteboarding. It’s a very focused, quiet, and determined ‘war time’ vibe.”
This captures the exhilarating, mission-focused environment that defines the company. It’s not a place for those who prefer a slow, steady pace.
2. Collaborative, Yet Autonomous Teams
While the mission is collective, OpenAI encourages a high degree of individual ownership and autonomy. Teams are typically lean, allowing engineers and researchers significant latitude in how they approach their work. The real draw, for many, is the caliber of their peers.
As one software engineer shared on Glassdoor, the collaborative aspect is a major highlight:
“The best part is the people. You get to work with the smartest and most passionate people in the world on a daily basis. The level of collaboration and intellectual curiosity is off the charts. Everyone is willing to help and provide feedback.”
This balance between individual contribution and team synergy means you’ll have the freedom to tackle complex problems, while benefiting from the collective genius of your colleagues.
3. Compensation and Perks: Highly Competitive, Reflecting Impact
Given its position and the caliber of its employees, OpenAI offers highly competitive compensation packages. These often include significant equity components (in the form of Profit Participation Units), aligning employee success with the company’s long-term vision. Beyond salary, perks are robust, focusing on supporting employee well-being and productivity.
However, the real “perk” is the chance to work on projects that genuinely redefine technology.
4. The “AGI First” Mission: A Double-Edged Sword
OpenAI’s explicit mission—to develop AGI for the benefit of all humanity—is both its guiding star and a source of immense pressure. This mission attracts individuals deeply committed to ethical AI development and long-term societal impact.
Wojciech Zaremba, co-founder of OpenAI, emphasized this focus in an interview:
“The core of OpenAI is about the mission. People are here because they believe in what we’re building, and that gives us a very strong foundation. We are trying to figure out how to build artificial general intelligence and how to make it safe.”
Working here means being part of an ongoing, critical conversation about the future of AI. You’ll need to be comfortable with ambiguity and the ethical weight that comes with developing world-altering technology.
5. Challenges: Burnout, Scrutiny, and Rapid Change
No workplace is without its challenges. The intense pace and high expectations can lead to long hours and the risk of burnout. The company also faces immense public scrutiny, meaning every move is analyzed.
A former employee highlighted the demanding nature of the work-life balance on review platforms:
“The work-life balance is definitely a challenge. The pace is relentless, and while it’s exciting, you have to be intentional about carving out personal time to avoid burnout. It’s a marathon, not a sprint, but it often feels like a sprint.”
Furthermore, the field of AI is evolving at an unprecedented rate, requiring employees to be incredibly adaptable. If you’re interested in managing these pressures, you might find value in our insights on Thriving Under Pressure: Maintaining Well-being in High-Stakes Roles.
6. Opportunities for Learning and Growth
For those who thrive in this environment, the opportunities for personal and professional growth are immense. Working on frontier AI problems means constantly learning new techniques and collaborating with leading experts.
This is a core part of the employee value proposition. OpenAI fosters an environment where continuous learning is not just encouraged, but essential. Regular internal seminars, access to cutting-edge tools, and the sheer intellectual horsepower of your colleagues create an unparalleled learning ecosystem. To help prepare for such a demanding environment, explore our article: Continuous Learning: The Secret Weapon for Career Longevity.
In Conclusion:
Working at OpenAI is not for everyone. It demands exceptional talent, an insatiable curiosity, a high tolerance for pressure, and a deep commitment to the mission of advancing AI responsibly. For those who fit the mold, it offers an unparalleled opportunity to shape the future of technology and be at the very epicenter of one of humanity’s most significant endeavors. It’s a challenging, exhilarating, and profoundly impactful place to build a career.

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You’ve polished your CV until it shines. You’ve tailored your cover letters until they’re bespoke. You’ve set up so many job alerts that your inbox is screaming for mercy. And yet, the dream job remains elusive. Why? Because in today’s saturated market, the old rules are simply the baseline, not the winning strategy.
The candidates who land the most coveted roles aren’t just ticking boxes; they’re playing a different game entirely. They’re moving beyond the application portal and demonstrating their value before they’re even hired.
If you’re ready to trade fruitless applications for real traction, it’s time to adopt the mindset of an insider. Here are 10 little-known tips that will get you noticed by the right people for the right reasons.
1. Decode the “Job-to-be-Done”
Forget the bulleted list of responsibilities on the job description for a moment. Instead, ask yourself: What is the fundamental problem this company is trying to solve by hiring for this role? Are they trying to increase market share, fix a broken internal process, or launch a new product? Frame your entire application—from CV to interview answers—around how you are the solution to that core business problem. This shifts your positioning from “a qualified applicant” to “a strategic problem-solver.”
2. Create a “Problem-Solution” Portfolio
Don’t just tell them you can do the job; show them. Instead of a generic portfolio, create a one-page document or a mini-presentation specifically for the target company. Title it something like, “My 30-60-90 Day Approach to the [Job Title] Role.” Outline a key challenge the company is facing (which you discovered through your research) and present a brief, actionable strategy for how you would tackle it. This is a power move that demonstrates initiative and strategic thinking in a way your CV never can. For more on creating impactful proposals, check out this guide on Resume vs. One-Page Proposal.
3. Master the “Value-Add” Thank You Note
A generic “Thank you for your time” email is expected. A memorable one continues the conversation. In your thank you note, reference a specific problem or topic discussed in the interview and add a final, valuable thought. For example: “Following our great conversation about user retention, I remembered this insightful article on gamification strategies that might be relevant. [Link]” You’ve just transformed a polite formality into a demonstration of your continued engagement and expertise.
4. Cultivate a “Niche” Online Presence
Having a LinkedIn profile isn’t enough. You need to be an active voice in your industry’s conversation. Don’t just “like” posts. Leave thoughtful, insightful comments on articles shared by leaders at your target companies. Share content that aligns with the company’s mission and tag them. Recruiters don’t just search for keywords; they look for passion and engagement. A curated feed that shows you’re a student of your craft is a massive differentiator. Learn more about building a powerful professional brand with these Tips for Optimising Your LinkedIn Profile.
5. Interview Your Future Colleagues (Before the Interview)
Use LinkedIn to find people who currently hold the role you want, or a similar one, at your target company. Reach out with a brief, respectful message: “Hi [Name], I’m incredibly impressed by [Company]’s work in [Area]. As I’m exploring a career in this space, I was wondering if you might have 15 minutes to share your experience in your role?” People love to talk about their work. You’ll gain invaluable insider knowledge about the company culture, challenges, and what it really takes to succeed there.
6. Become an “Internal Expert” Before You’re Hired
Go beyond reading the “About Us” page. Listen to the company’s latest earnings call. Read their quarterly investor reports. Find podcast interviews with their CEO or Head of Product. Understanding the company’s high-level strategic goals, financial performance, and upcoming challenges allows you to speak their language in the interview. You’ll be able to ask hyper-relevant questions that show you’re already thinking like a member of the team. For tips on how to prepare like an expert, read our guide on Acing the Interview: 5 Ways to Prep Like a Champ.
7. Treat Your Job Search Like a Sales Funnel
Stop thinking of your job search as a series of one-off applications. Reframe it as a sales process. Use a simple spreadsheet or a Trello board to track your “leads” (target companies) through various stages: Research > Initial Contact > Application Sent > Interview > Follow-up > Offer. This data-driven approach removes emotion from rejection and helps you identify where your process is breaking down. Are you getting lots of interviews but no offers? It’s time to work on your interview skills.
8. Pitch the Role, Not Just Yourself
For your absolute dream company, don’t wait for a job opening. After deep research, identify a gap or an opportunity where your skills could create significant value. Draft a concise proposal or “pain letter” outlining the problem you’ve identified and how a role (filled by you) could solve it, complete with potential ROI. Send this directly to the department head. It’s a bold strategy, but for the right company, it can lead to them creating a role just for you.
9. Use the “Reverse STAR” Method for Questions
You know the STAR method (Situation, Task, Action, Result) for answering questions. Use it in reverse when it’s your turn to ask. Instead of a generic “What’s the team culture like?”, try this:

Situation/Task: “Could you tell me about the most significant challenge the team is currently facing?”
Action: “What actions have been taken so far to address it?”
Result: “What would a successful result look like in the next six months?”This gives you a crystal-clear picture of the role and shows you’re focused on delivering results. Check out The Muse for more examples of Smart Questions to Ask in an Interview.

10. Define Your “Non-Negotiables” Early
A dream job isn’t just about the title and salary; it’s about the fit. Before you even start applying, write down a list of 3-5 non-negotiables. These could be related to work-life balance, management style, learning opportunities, or company values. Having this clarity prevents you from wasting time on opportunities that look good on paper but are a poor fit in reality. It empowers you to confidently walk away from the wrong roles, leaving you free to pursue the right one.

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Investing in people in business can often mirror the stock market — volatile, reactive, and rarely steady in any single pattern for too long. When talent wars rage, some companies scramble to outdo one another with benefits and perks, vying for the title of “best place to work.” Yet, as soon as the climate cools off and the talent pool swells, those same enticing benefits put forth as a recruiting and retention mechanism are frequently the first to go, leaving employees wondering where the promises went. This cycle of overcorrection can undermine trust and erode the foundation companies need to weather inevitable market fluctuations and other challenges.
Companies that break free from this cycle do so by anchoring their people strategy in something more enduring than market trends — namely, shared values. When investment in employees is consistent and rooted in a clear sense of purpose, it can act as a stabilizing force. Employees sense that their growth and well-being actually matter to leadership, not just when it’s convenient, but as a core part of the organization’s identity. Reliability such as this builds loyalty and facilitates an environment where people are willing to invest their best selves (and their best work) in return.
In fact, recent data shows organizations that have made a strategic investment in employee development report 11% greater profitability and are twice as likely to retain their employees. When companies show a consistent and long-term interest in the development of their workforce, employees feel more secure in their jobs, are encouraged to grow and innovate, and ultimately, contribute better, more creative inputs that boost business performance. By consistently investing in people through development opportunities, both inside and outside of work, companies can forge work environments where employees desire to stay.
Purpose in Practice with Value-Driven Development
When companies offer their employees the chance to pursue purpose-driven experiences, remarkable things can happen. Opportunities such as nonprofit board service, skills-based volunteering or extra-hands volunteering don’t function as mere add-ons; instead, they can become powerful laboratories for experience and growth.
Employees who step into these roles return with sharpened judgment, expanded empathy, and a renewed sense of mission. The lessons learned in these arenas — navigating ambiguity, building consensus, and driving change, for example — can translate directly into stronger leadership and more dynamic teams.
In turn, this catalyzes a ripple effect that transforms the workplace. Teams benefit from fresh perspectives and a broader understanding of the world, while individuals discover new reserves of resilience and creativity. Organizations that cultivate these experiences find themselves rewarded with higher engagement, stronger retention, and a reputation that attracts top-tier talent.
How to Embed Purpose in Your Culture
Embedding purpose into company culture begins with intentional alignment to identify opportunities that resonate with both the organizational mission and the diverse passions of employees. When people are empowered to pursue experiences that reflect their values, development can operate in two distinct ways, on the personal level and the professional.
Support offered by an employer is the scaffolding that enables this journey. When employees have access to training, mentorship, and a community of peers who share their commitment to impact, they can thrive. Structured preparation amplifies their influence in the community and builds confidence that carries over into daily work. Employees feel seen by their employers as a whole person, not just an output. For example, I once had a managing director at a prestigious investment firm tell me she didn’t think the leaders at her company knew who she was until she was invited to participate in BoardLead.
Businesses that invest in these supports witness employees returning with new skills and stories that inspire colleagues, sparking a ripple effect of engagement and innovation.
Measuring What Matters: The Long-Term ROI of Purpose
The true impact of value-driven HR initiatives cannot be captured by counting volunteer hours or tracking participation rates alone. The real story unfolds in the narratives employees bring back: how a finance leader’s board experience reshaped their approach to risk, or how a marketer’s community work sparked a breakthrough campaign.
These real-life, firsthand stories, paired with hard data on engagement and retention, reveal a deeper truth: companies that invest in purpose-driven growth build teams that are more agile, loyal, and invested in long-term success. Over time, these benefits compound. Employees who feel seen and supported become champions for the brand, driving innovation and collaboration. The organization becomes known not just for what it does, but for what it stands for.
By: Rob Acton, Founder and CEO, Cause Strategy Partners, the technology-powered board placement and governance training provider.
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A quarter of employees believe their job negatively affects both their mental and physical health, according to the CIPD’s Good Work Index 2025. This represents roughly 8.5 million working people in the UK.
The same report also highlights that poor workplace relationships harm productivity, specifically pointing to the influence that poor relationships with colleagues and line managers have.
Furthermore, “those whose work affects their mental health negatively are more likely to quit, less likely to recommend their employer, and have lower job satisfaction”.
With a clear link between wellbeing and business outcomes, businesses need to act for the sake of the organisation’s longevity and its people.
But how do businesses nurture employee physical and mental health?
#1 Inspiring meaningful conversations 
Speaking about challenges that affect work and productivity can feel overwhelming for many, especially those who feel uncertain of the underlying implications this may have on how they’re perceived. A workplace that champions conversations about mental and physical wellbeing gives employees the courage to seek the support they need.
Language matters. Medical terms such as ‘disorder’, ‘condition’ or ‘syndrome’ have a way of stigmatising issues, isolating those who feel labelled and defined by such terms. The imperative lies in replacing harsh and divisive medical language with open and honest conversations based on common ground. Everyone, at one point in their lives, is likely to experience some form of mental or physical strain born from circumstances out of their control.
#2 Remembering physical health 
A holistic wellbeing approach can build an engaged and happy workforce. With conversation focused on mental health, it can be easy to let physical health fall to the wayside, especially if businesses are caught out in thinking that adverse physical effects are only related to physically demanding jobs.
Ergonomic issues related to sedentary work have a profound effect on employee wellbeing and should be efficiently and effectively remedied. Third-party occupational health support is an excellent avenue that provides expert support to all employees.
For a business to see the full picture, corporate health assessments (completed internally or externally with employees in the office or working remotely) help identify individual work challenges and introduce appropriate offerings based on the findings.
For example, making steps towards change can be as simple as carrying out assessments of and adjustments to display screen equipment. No matter the size or budget of a business, this is effective and helpful to all employees. Where required, access to in-person or online physiotherapy will prevent and remedy musculoskeletal problems resulting from sedentary work.
Further inclusion of fitness classes through employee membership programmes, cycle to work schemes, and home office set-up budgets will enhance physical wellbeing throughout.
#3 Mobilising leaders and managers 
Providing managers with training that champions conversations about mental and physical wellbeing can be meaningful and impactful. While it may be difficult to reach out for help, supporting someone’s wellbeing can be a heavy load for someone ill-equipped to manage it.
Physical and mental first aid training equips managers and leaders with the skills they need to confidently support their colleagues. In turn, those in need of support know that their managers and colleagues are educated and equipped to support them.
#4 Auditing available support 
To provide the full support employees need, start by auditing what physical and mental health support is currently available, committing to fill any shortfalls. Part of this involves ensuring that the support is available is all-encompassing, catering to those who may find it more difficult to take up available support.
A popular programme provided by businesses across the UK is the employee assistance programme (EAP), while others might provide access to counselling or advice through charities or local community services. All these lines of support give employees the courage to address their wellbeing through a service provided through their workplace.
When it comes to physical wellbeing, policies are the most practical way to disseminate information and educate employees about how they can enhance their physical wellbeing at work, and what support is available to them. These policies can include advice and guidance for employees on how they should set up their workspaces in the office or at home.
#5 Building meaningful workplace relationships 
Businesses committed to fostering a culture of recognition and engagement know the fundamental role this plays in ensuring employees have strong relationships with one another.
Workplace relationships are instrumental in supporting physical and mental health, as highlighted by the CIPD.
As a byproduct, a workplace built upon mutual respect and strong relationships breeds a culture of recognition and engagement. Employees who are appreciated and valued are not only happier at work but 43 percent more effective, too.
Championing recognition as a leadership tool, personalising recognition and wellbeing support, and providing space for authentic connection is something all managers should be trained and aligned on. Communication and social engagement will thrive as employees work together as colleagues and friends.
#6 Recruiting with wellness in mind
Holistic wellbeing starts at recruitment, and candidates increasingly judge an employer based on their approach. Businesses must stay competitive to appeal to the needs of an increasingly stressed-out population.
Recent research shows that one in every five Brits find themselves feeling stressed every day. Stress affects mental and physical wellbeing in a myriad of ways, and more people are looking to prioritise a healthy work-life balance.
Organisations offering wellness programmes, access to health services, fitness packages, and mental health support will be prioritised by sought-after talent. Word of mouth and reputation will precede this kind of organisation, organically attracting prospective employees before and during recruitment initiatives.
By Chris Britton, People Experience Director at Reward Gateway | Edenred.
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