Build your career with U.S. energy and AI teams

What working with a U.S. team is actually like

The part nobody tells candidates: the hardest adjustment is not the language, it is the directness. U.S. teams say "this isn't working" in a meeting and move on. It is not personal and it is not a warning. If you read it as conflict you will spend your first month anxious about a job you are doing fine.

The second adjustment is ownership. You will be asked what you think should happen, not just told what to do. "I don't know, whatever you prefer" reads as disengagement even when it is politeness. Have an opinion and say why.

The third is written communication. Much of the work happens in writing, asynchronously, and a clear three-line message is worth more than a perfect accent on a call.

What we look for, honestly

English you can work in, not English you can pass a test in. We assess the level and publish it, and you record a short interview so the client judges you as a person rather than as a CV. Most roles need B2. Phone and client-facing roles need C1, because comprehension under pressure is what breaks a call.

Evidence over adjectives. "Detail-oriented" tells us nothing. "I caught a duplicate PO that would have cost the company four thousand dollars" tells us everything. Bring numbers, even small ones.

Sector vocabulary, or the willingness to learn it fast. You do not need ten years in solar. You do need to know what an inverter is by the second week, and to ask when you don't.

Stability. Clients invest weeks in training. Someone who changes job every eight months is a poor fit for this model, and we will say so rather than place them and watch it fail.

How the process runs

You apply and complete a structured video interview with questions specific to the role. If your profile fits an open position, we prepare you for the client interview: what they care about, how they work, what they will ask. You interview. If both sides agree, we handle the contract, the payroll and the onboarding.

Where we are different from a job board: we prepare you. You will not walk into a client call knowing only the job title.

What we will not do

We will not present you to a client without telling you first. We will not publish your full name, photo or recorded interview without your written permission — most profiles on this site show only a first name and a code. And we will not place you in a role we think will fail in month three just to close a position.

Money, plainly

Compensation depends on role, seniority and English level, and it is paid in a way that works in your country, not as an inconvenient transfer you have to solve yourself. We tell you the figure before you interview. If a recruiter will not discuss compensation until after you have spent five hours in interviews, that is a signal about how they will treat you later.

The recorded interview, and how to do well in it

Every profile carries a recorded interview that the client watches before deciding. It is the single thing that most determines whether you get chosen, and candidates consistently underestimate it.

Three things matter more than polish. Specificity: “I handled procurement” tells a client nothing; “I tracked forty-two open purchase orders across six suppliers and caught a transformer slipping three weeks before it showed in the schedule” tells them everything. Composure when pushed: for sales and client-facing roles the interviewer will disagree with you on purpose, and what they are watching is whether you hold a position with a reason or fold. Preparation: if you know the industry, say what you know about it. Ninety seconds of evidence that you understand what the company sells beats a polished summary of your CV.

What does not matter: a perfect accent, a studio setup, or claiming a tool you have not used. Clients check the tools. An honest “I have not used NetSuite but I learned QuickBooks in a week” is a better answer than a bluff that collapses in week one.

What the English test actually measures

We test against CEFR and publish the level rather than describing you as “fluent”, because that word means nothing to a client who has been disappointed by it before. The assessment covers written English and a live conversation, and it is graded the way a client would grade it: can you write an email to a customer without supervision, and can you hold a call when the other person is annoyed.

A B2 level is genuinely enough for most operational and analytical roles, and insisting on C1 everywhere would shrink opportunity for no gain. C1 is what phone-first and client-facing roles need. If you are close to the boundary we tell you which one you are and what specifically to work on, rather than filing you and going quiet. The levels are explained on the English levels page.

What the first ninety days look like

When	What is expected of you
Before day one	Training on the client's stack, on our time rather than theirs. You start knowing their tools.
Weeks 1–2	Learning their process and writing down what nobody has documented. Asking a lot of questions is the correct behaviour here, not a weakness.
Weeks 3–8	Owning your first processes outright, with review. This is where most of the feedback happens.
Month 3+	Owning outcomes rather than tasks. If you are still being assigned daily work at this point, that is a conversation worth having early.

You are embedded in one client's team, in their standup and their tools. You are not rotated across accounts and you are not measured on tickets closed.

Common questions