Careers at ChemLifeIntel

Most intelligence in our industry is locked inside expensive consultancies, slow newsletters or spreadsheets that never leave a desk. We're building something different: a living knowledge graph that connects every company, molecule, facility and regulator, and surfaces what changed within hours of it becoming public.

The work is genuinely hard and genuinely useful. A single brief we publish can change how a procurement team sources a critical intermediate or how an investor reads a regulatory risk. You will see your work matter.

We are remote-first and asynchronous by default. We hire deliberately, keep teams small, and trust people to own outcomes rather than hours. Clear writing is how decisions get made here — proposals and reasoning live in documents, not in meetings.

Our two disciplines work in lockstep. Intelligence defines what is worth knowing and holds the editorial standard; engineering builds the pipeline, knowledge graph and platform that make that standard scale. Neither side throws work over a wall — analysts shape the data model and engineers read the briefs.

Regardless of role, the people who thrive here tend to share a few traits:

• Intense intellectual honesty — you follow the evidence and flag what you don't know.
• Strong writing — you can make a complex regulatory event clear in three sentences.
• Ownership — you ship, you measure, and you fix what you broke.
• Domain curiosity — chemistry, pharma, trade and regulation genuinely interest you.

We post roles as they open across intelligence, engineering, data and go-to-market. There may not be a formal listing for your exact skill set at any given moment — and that's fine.

We actively welcome speculative applications. If you believe you can move this company forward, write to us at careers@chemlifeintel.com and tell us what you'd build or break first.

• Truth over narrative. The public record is our ground truth; we never bend it to a story.
• Earn trust daily. Our credibility is the product. We protect it with sourcing and review.
• Bias to clarity. If a reader can't act on it, we haven't finished it.
• Small team, large leverage. We'd rather hire one exceptional person than five good ones.

• Fully remote, with flexible hours across time zones.
• Competitive compensation and meaningful equity in an early-stage company.
• A real learning budget for books, courses, conferences and data subscriptions.
• Modern hardware and the tools you need to do your best work.
• Direct access to the founders and a flat, low-bureaucracy culture.