A category being written now
Cyber-GRC is being refounded as an engineering discipline. You will not inherit a playbook; you will help write one, on a product built for exactly that.
CAREERS
Three founders, one product, a category being written.
Mindlapse is a Paris team of 16 building the agentic Cyber-GRC platform that moves governance from declared to verified. Every open position is listed below with its salary range, and applications go through Welcome to the Jungle.
OPEN POSITIONS
What we are hiring for right now.
Applications go through Welcome to the Jungle, our applicant tracking system. Each posting lists its own steps and who you meet.
VP Engineering
- Permanent
- Paris
- Hybrid remote
- €90,000 – €120,000 per year
Customer Success Manager
- Permanent
- Paris
- Hybrid remote
- €50,000 – €75,000 per year
GRC Engineer
- Permanent
- Paris
- Hybrid remote
- €45,000 – €60,000 per year
MEET THE TEAM
Three people, three reasons they are here.
Unscripted, and a better answer than any culture deck.
03 Hervé · Christophe · Ferdinand
Meet Hervé
Co-founder & CEO
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Meet Christophe
Co-founder & CPTO
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Meet Ferdinand
Fullstack developer
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A LETTER FROM THE FOUNDERS
Why Mindlapse exists, and who it is for.
We spent our careers on the operational side of cybersecurity, in the rooms where a board asks whether the company is exposed and nobody can answer with anything better than a slide. Governance had become a documentation exercise: policies written, controls declared, evidence screenshotted once a year, while the systems underneath changed every day. We founded Mindlapse to replace that with verification: a platform that reads the real systems and tells the truth about them, continuously.
We build it the way we think the discipline should be practised. Governance, risk and compliance as engineering: automate early, reason from evidence, aim for measurable outcomes rather than box-ticking. And we build the company the same way: agents write most of the code under the control of engineers who frame and review it, decisions are written down, and the founders sit in every interview loop because at our size hiring is the product.
This is a small company with large customers. The first CAC 40 groups are deployed, the roadmap moves with what they need, and the people who join now will own scopes that would take years to reach elsewhere. It is also a company where priorities move and where the founders are close, in every sense.
If you would rather query a system than screenshot it, and rather be corrected in week one than in month six, we would like to talk. The open positions, their salary ranges and the way each interview loop runs are on this page and on Welcome to the Jungle, in the same words.
Hervé, Julien and Christophe CompanyNOT FOR EVERYONE
Five honest reasons not to join.
A job is a bad fit long before it is a bad job. These are the things people find out too late.
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We are early stage: scopes change, priorities move with the customers, and the plan you read in September is not the plan you will run in March.
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Paris, hybrid. Every posting is three to four days at home and the rest together; there is no full-remote position and we do not relocate people.
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Our customers are large French and European groups. Working with them takes both French and English, and each posting states the level it needs.
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Breadth over depth. At our size a role is several crafts at once; a specialist who wants one craft, deeply, will be frustrated.
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The founders are in every loop: every interview, most customer meetings, many pull requests. That is closeness for some people and pressure for others.
WHY HERE
What you actually get out of this.
Not perks. The three things that make the difference between a job and a formative few years.
Cyber, AI and data in one problem
Sovereign open-source models, agentic verification, regulatory logic encoded as software. The technical and the regulatory are not separate teams here.
Founders as mentors, not layers
Three founders from the operational side of cyber. You work with them directly, on real accounts, from the first month.
WHAT WE LOOK FOR
Five things we actually screen for.
Backgrounds vary widely across the team. These do not.
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Autonomy
You take a problem, scope it, and come back with something that works, not with a status update.
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Working in the open
You share early, argue on substance, and would rather be corrected in week one than in month six.
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Adaptability
At our stage, priorities move. You treat that as information rather than as noise.
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Curiosity that compounds
You can name what you do not know yet, and you close the gap without being asked twice.
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Evidence over assertion
The product exists because slideware is not proof. We hire people who apply that standard to their own work.
HOW WE WORK
The practical answers, from the postings themselves.
What every open position publishes about the way we work, read from Welcome to the Jungle at build time, plus the two things we choose to state ourselves.
- Team
- 16 people · as of September 2026
- Office
- Paris. Flexible offices: the team changes site as it grows.
- Languages
- French and English.
What every posting includes
- Work time flexibility
- Flexible working hours
- Remote work policy
- Between 3-4 days at home
- Culture
- Team buildingAfterworks, Team lunches
- Vacation & time off
- Reduction of working time (RTT)
- Financial benefits
- Remote work allowance
- Professional development
- Professional development planPaid industry certificationsFunded educational training
What you would work with
- ADE
- Infra as code
- N8n
- Claude
- HubSpot
- Linear
- Notion
- TypeScript
- Python
Benefits as published on Welcome to the Jungle for the open positions; tools as the postings and the founders name them.
CHECKABLE IN WEEK ONE
Six practices, each with how you can check it.
Values are adjectives. These are things you can verify before you sign, or in your first week.
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Every open position publishes its salary range before the first conversation.
How you can check
The cards above, and the same figures on Welcome to the Jungle.
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Each interview loop is published with the posting: the steps, who you meet, what is remote and what is on site.
How you can check
Open any posting: the last section is the loop.
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Code ships through an agentic development environment with automated quality and security checks and a continuous deployment chain.
How you can check
The VP Engineering posting describes the setup you would own; ask to see a pull request in your first week.
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Hybrid means three to four days at home, on every position.
How you can check
The remote policy in the benefits of every posting.
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Work is written down: specifications, decisions and customer feedback live in Linear and Notion, not in meetings.
How you can check
The tools listed on the postings; ask for a Linear ticket to read in your first week.
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The founders sit in every interview loop and answer for the decision themselves.
How you can check
The loop of every posting names them.
HOW WE HIRE
Two to four conversations, then a decision.
No take-home that eats your weekend, no seven-round funnel. Each posting lists its own sequence and who you meet; this is what holds for all of them.
- 01
A first conversation
Remote. Your background, how you read the role, what you are actually looking for.
- 02
A depth interview
With the founder closest to the role, on the substance of the work.
- 03
A working session or references
A real exercise reviewed together (a demo, a customer case, an organisational case), or people who have worked with you. The posting says which.
HIRING COMMITMENTS
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The salary range is on every posting, before the first conversation.
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No take-home exercise that eats a weekend: working sessions happen together.
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Every step says whether it is remote or on site, before you commit to it.
Each posting on Welcome to the Jungle lists its own steps. A clause is added here only once it holds for every open position.
HOW WE PAY
The range is on the posting.
Every open position publishes its salary range on Welcome to the Jungle and on this site, before the first conversation. The application form asks for your expectations; the range tells you ours.
CANDIDATE FAQ
The questions we get before the first call.
Which languages do I need?
French and English. Our customers are French and European groups, and the codebase and the documentation are in English. Each posting states the level it needs.
How many days at the office?
Every open position is hybrid, with three to four days at home per week, as published in its benefits on Welcome to the Jungle. The offices are in Paris.
May I use an AI assistant to write my application?
Yes, as a tool. We read every application ourselves and we notice the ones that are entirely generated; what we want is your reading of the role, in your words.
Do I need a cybersecurity background?
For the GRC and customer roles, yes: it is the craft. For engineering roles it is a plus, not a requirement; our users are CISOs and our customers audit what we ship, so the security reflex matters more than the badge.
Where do applications go?
Through Welcome to the Jungle, our applicant tracking system: the apply button on each posting leads there. We never ask for money or personal documents before an interview, and recruiting emails only come from an @mindlapse.ai address; anything else can be reported to security@mindlapse.ai.
What if no open position fits?
Write to us anyway, with what you would own here: a paragraph beats a cover letter. We have hired outside an open role before.
What happens to my data?
Your application is processed by Welcome to the Jungle on our behalf and read by the founders. The privacy policy linked in the footer describes retention and how to exercise your rights.
NOTHING THAT FITS?
Tell us what you would build here.
We have hired outside an open role before. If you can make the case for what you would own, write to us: a paragraph beats a cover letter.