The behavioral health system was designed around people who already had access — and then pointed at everyone else. Vasl is building the infrastructure that was never built for the communities that needed it most. That work requires specific expertise, deep commitment, and the willingness to build something that hasn't existed before. If that's the work you want to do, we want to hear from you.
"Building technology for diverse communities requires diverse teams. Our differences aren't just welcomed — they're essential to our success."
We hire when we have a specific need and a specific role that a specific person is right for. We don't hire to fill headcount. The two roles below are the work we need done now — and we've described them with enough precision that you'll know whether you're that person before you apply.
Lead the development of CulturalBERT-VLAP and Vasl's next-generation behavioral signal detection systems. This is not an NLP role that happens to touch healthcare — it is a healthcare-first AI role that requires deep NLP expertise. The model you build will be read by licensed clinicians before they see youth in crisis. That responsibility shapes every architectural decision.
Bridge clinical expertise with data science to validate CulturalBERT-VLAP's signal accuracy, conduct outcome studies, and ensure the platform delivers measurable behavioral health improvements for the populations it serves. The active IRB study with the University of Maryland is the immediate context for this role — you will be working with real clinical data from real deployed cohorts, under real IRB oversight, with real peer-reviewed publication as an output.
We're actively planning roles across multiple functions. If your background aligns with the work Vasl is doing, we want to hear from you now — before the role is posted.
We don't have a culture deck. We have six things that are true about how this team works — derived from the nature of the problem, not from a values workshop. They're not aspirational. They describe the environment you'd be joining.
Every decision — architectural, clinical, operational — is evaluated against one question: does this improve outcomes for the communities we serve? Not engagement, not retention for its own sake, not platform growth. Clinical impact for youth who had no prior access to care that worked for them.
We ground the work in rigorous research, IRB study data, and clinical validation. When we make a claim about the platform — 79.5% retention, 42% PHQ-8 improvement — it comes with a methodology note. We apply the same standard internally: build on evidence, document what we don't know yet, and publish what we find.
Design decisions, peer group architecture, VLAP training corpus annotation — all shaped in active partnership with the communities the platform serves. This is structural, not consultative. Youth voices are not solicited at the end of the design process. They are part of it from the beginning.
100% remote. Flexible hours — clinical platform operations don't require synchronous standups. We have team members across time zones. What we care about is the work produced and the contribution to the mission, not presence in a particular location or time window.
Engineers read the clinical literature. Product makes decisions with the CMO's input. Data scientists work alongside clinical researchers. The boundary between "technical team" and "clinical team" is deliberately permeable — because the platform's value is at the intersection of those disciplines, not in either one alone.
We build AI that informs human clinical judgment. We apply the same principle internally: tools support the work, people make the decisions. We use 20% time for research and passion projects. We attend conferences. We publish. The learning culture isn't a benefit — it's operational.
The benefits below are real, competitive, and designed around sustainable work on a hard problem. No foosball tables. No vague "unlimited PTO" that no one actually uses. Specific, documented, and yours from day one.
Six steps. Two to three weeks total. You'll always know where you stand, what comes next, and what we're evaluating. The assessments reflect real work — not abstract puzzles designed to stress-test your composure under pressure.
We review your application within 5 business days. We are looking for relevant experience, evidence of the specific expertise the role requires, and genuine alignment with the mission. We read cover letters when they're substantive. Generic applications get generic responses.
A 30-minute call with our talent team. We'll discuss your background, what draws you to this work specifically, and answer your questions about the role, the team, and the platform. This is a conversation, not a screen — we're not checking boxes, we're learning about you.
A role-specific assessment that reflects actual work you'd do at Vasl. For engineering: a take-home involving NLP/ML architecture and clinical data handling. For research: a study design or analysis task using the kind of data we work with. We scope these carefully to respect your time. We provide feedback regardless of outcome.
Meet the people you'd work alongside most closely — engineers, clinical team members, product leads. These conversations focus on how you think through problems, how you collaborate across clinical and technical disciplines, and how you'd navigate the specific challenges the role involves. You'll also have time to ask them about the actual texture of the work.
A final conversation with Vasl leadership about vision, mission, and how you'd contribute to the next phase of the platform's development. This is also your best opportunity to ask the hardest questions — about the business, the challenges, the decisions we've made that we'd make differently, and the ones we stand behind.
A competitive offer within 2–3 days of the final conversation. We don't lowball and expect negotiation — we lead with the right number. Onboarding is comprehensive: clinical context, platform architecture, team introductions, and the specific context you need to start contributing meaningfully in week one.
Interviews are focused and purposeful. Assessments are scoped to reflect real work, not maximize our evaluation surface area. We don't extend processes unnecessarily.
You'll know where you stand at every stage. If we're not moving forward, we'll tell you promptly — and, where possible, tell you why. Ghosting is not a practice we tolerate internally or externally.
Our technical challenges are derived from problems we've actually encountered. We're evaluating how you think, not whether you can perform under artificial stress conditions.
Tell us what you need to show up fully in this process — scheduling accommodations, accessibility requirements, alternative assessment formats. We'll make it work.
Different perspectives don't just make us stronger — for Vasl specifically, they make the product better. The VLAP signal taxonomy was built by people who understood the communities whose language it reads. The care model was designed by clinicians who have spent careers inside those communities. That specificity is the product. It requires the team to reflect it.
We partner with HBCUs, Hispanic-Serving Institutions, and community colleges to build inclusive talent pipelines. For many roles, lived experience in the communities Vasl serves is not just valued — it is expertise. A first-generation college student who navigated mental health without culturally responsive support understands something about this problem that no credential fully substitutes for.
Transparent salary bands are published internally. Regular pay equity audits compare compensation across gender, race, and background — with findings shared with the full team. We don't conduct these audits to demonstrate compliance. We conduct them because pay equity is a minimum standard for an organization committed to equity in everything else it does.
We provide structured mentorship and sponsorship for team members from underrepresented backgrounds — not as a separate program, but as part of how we develop everyone. We promote from within when the person is ready, not when it's convenient. Advancement paths are documented and revisited in every performance review.
Vasl Health is an equal opportunity employer. We actively accommodate different needs throughout the hiring process. We use structured interview rubrics to reduce evaluator bias. We apply the same standards we hold the platform to — evidence-based, documented, and open to correction when we get it wrong.
Answers to the things candidates ask before deciding whether to apply. If your question isn't here, email us.
Genuinely remote. We have team members across time zones and we build our processes around asynchronous work. The posted locations (San Francisco, Boston) indicate where leadership is concentrated — they are not requirements. We do quarterly in-person retreats and occasional team onsite work, for which we cover travel and accommodation.
Flexible hours, genuine PTO, and a leadership team that models taking time off — including mental health days. We have an unlimited PTO policy, but we also set minimum expectations for actual vacation time taken. The mission is urgent. That doesn't mean burnout is a virtue.
Yes. We sponsor H-1B and O-1 visas, and we support green card applications for long-term team members. We handle the process and costs. If you're on a visa and this creates specific timeline requirements for your application, let us know early in the process.
We promote from within when the person is ready — which we evaluate based on documented criteria, not tenure. Growth paths for every role are written down and revisited in every performance review. Many of our senior team members have grown significantly within their time at Vasl. We build people up, not just toward the next title.
It's actual calendar time — not "use it when you can find it." One day per week is protected for research, passion projects, open source contributions, or exploration adjacent to your core role. Some of our best platform features have come from 20% projects. We take it seriously operationally, not just in the benefits description.
Typically 2–3 weeks from application to offer. We move quickly while being thorough. If something creates a timeline constraint on your end — another offer, a visa deadline, a job transition — tell us early and we'll do our best to accommodate it.
Email us. We're actively planning roles across clinical affairs, product management, DevOps, UX research, and business development. If your background is genuinely relevant to Vasl's work and you express that specifically, we'll read it seriously and respond.