A small firm that hires slowly and closes the loop
We do not run graduate milkrounds or maintain a bench. When we hire, it is because a specific client need has outgrown the people we have. Applications are answered either way, and we keep a short waitlist rather than a long applicant database.
Sonortix is a small firm and hires slowly. We do not run graduate programmes, we do not maintain a bench, and we do not open roles to build a pipeline. When a role opens, it is because a specific client need has genuinely outgrown the people we have, and the role is described in plain terms rather than generic competencies.
What we look for
Every person here has operated inside a large organisation. That means having owned a process, a budget or a team, and having lived with the consequences of a decision that did not work. We look for people who are comfortable saying I do not know, who prefer to look at data before forming an opinion, and who can hold a difficult conversation with a client without either flinching or inflating the problem.
We do not require a particular degree, a consulting background or a specific certification. We do require evidence of having changed how work happens somewhere real, and we will ask you to walk us through a specific example in detail during the interview.
Engagement lead
Austin or remote, full time. You would own client engagements end to end, from scoping through handover, with support from a partner. Five or more years of operating experience expected.
Workforce analyst
Remote, full time. You would build baselines from client systems, write the method notes and defend the numbers in review sessions. Strong data skills and clear written English required.
What working here is actually like
We bill for delivery, not for presence. There is no utilisation target that encourages over-servicing, no requirement to be online at particular hours, and no expectation that you travel unless a client specifically needs you in the room. In practice people work from wherever they are effective and travel perhaps a handful of times a year.
Engagements are intense while they run. That intensity is real, and we try not to pretend otherwise. What we do control is the number of engagements running at once, which is capped so that nobody is split across more projects than they can properly own.
How we hire
Applications are read by a partner, not a screening tool, and every applicant receives an answer either way. The process is a short introductory call, a paid work sample based on a realistic but fictional scenario, and two interviews with people you would actually work alongside. We ask for references from people who have seen you operate, not from people who have only seen you present.
We are more interested in what went wrong on a project you owned than in a highlight reel of what went right.