Albright Laboratories is staffing the operating layer of an eight-principal engineering and operating practice. The roles below are the next 50 hires the firm will fill over the next 18 months, paced by revenue conversion at each cohort.
Careers at Albright

Build the next federal-services and fintech company from Florida.

Every role published below carries a defined mission, a comp band cited to a published U.S. benchmark, the named principal who owns the surface, and a documented interview pipeline. Hiring is gated on revenue conversion; the cohort is published openly so candidates and future cohorts can see the order.

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The Albright Verified Bench

Separate from W-2 hiring, Albright operates a two-sided Verified Bench for credentialed professionals and small-business subcontractors under signed federal teaming agreements — the model every major federal services prime uses to scale capability beyond payroll. Bench architecture and FAR-9.406 safeguards are tracked publicly in the talent repo. The page below lists direct W-2, 1099, and Federal-Cleared roles; Verified Bench registrations open in a separate intake.

How we hire

Every role follows the same five-stage pipeline. Stages 1–3 run on your schedule with no synchronous time required; stages 4–5 are live conversations. The full pipeline is designed to be auditable — every decision point produces a written artifact a candidate can refer back to.

  1. Stage 1 — Application. Apply via the role page. The application asks for the artifacts you would attach to any senior application: resume or LinkedIn, work samples or repositories, and two professional references. We acknowledge within 24 hours and return a first-pass decision within five business days.
  2. Stage 2 — Asynchronous take-home. A short scoped exercise tied to the actual work of the role. Engineering roles receive a code task; federal-capture roles receive a teaming-agreement red-team; sales roles receive an account-mapping memo. Four to eight hours, on your schedule, no clock-watching. Reviewed by the named principal who owns the surface.
  3. Stage 3 — Written response. A short written response to a question specific to your role — for example, “Walk us through a recent project where a senior call you made turned out to be the wrong one. What did you learn.” The exercise is designed to surface thinking, not polished writing.
  4. Stage 4 — Principal conversation. Sixty minutes with the named principal who owns the role's surface. Two-way conversation. We answer your questions about the company before you answer ours.
  5. Stage 5 — Reference and offer. Two reference calls — we place the calls, you do not coordinate them. Offer issued within five business days of the last reference call and valid for ten business days. Compensation lands inside the published band; any deviation is documented in writing.

What we offer

Compensation philosophy is published openly. Benefits scale with company revenue — the day-one floor is below; the post-Series-A and post-first-prime-award uplifts are documented on each role page.

Comp bands cite a published U.S. benchmark

Every role shows a comp band sourced from Levels.fyi, BLS OES, the GS-equivalent rate for federal-cleared work, or a published industry survey. Offers land inside the band. Promotions move you inside or up a band; deviations are written.

Equity for the first 50 hires

Pre-revenue cohort. Vested over four years with a one-year cliff. Strike price set at the current 409A. Acceleration on involuntary termination after the cliff.

Remote-first, U.S.-distributed

Headquartered in Fort Lauderdale, Florida. Teams operate remote-first across U.S. time zones. Federal-cleared roles may require on-site facility access at customer sites.

Federal-grade engineering discipline

Every shipped change passes the same six-point completion gate the firm holds itself to — commit, push, deploy, restart, test, document. The engineering culture is auditable; the work portfolio is something you can point to and say “I built that.”

Cash-flow priority

Compensation is cash-funded by the engagement that the role serves, not by external capital. This is the same discipline that makes the firm trustworthy to federal procurement officers; it also means the role does not disappear if a venture-financing round does not materialize.

Documented progression

Every role has a published next-level definition — Senior to Staff, Staff to Principal, and so on — with the artifact you produce to make the move. Promotions are written; titles match the work.

Who you'll be working with

Albright Laboratories is an eight-principal engineering and operating practice. The principal who owns the surface of the role you are applying to will be the principal who interviews you, the principal whose name is on your offer, and the principal you report to on day one. Roster:

Corey Malcolm Albright (Founder & CEO — technical architecture, patent IP, federal capture). Kevin Albright (Director of Programs & Process Engineering — USPTO Patent Examiner, ex-Navy SWO Nuclear, ex-GE Lean Six Sigma Black Belt). Marcus Albright (Albright Loans, NMLS-licensed). Sandra Quel (Market & Narrative — BrightFlow TV Morning Brief). Nick Albright (Operations — BrightFlow TV Morning Brief). Damaris Tercero (Compliance & Client-Facing Ops — BrightFlow TV Closing Brief). Jocelyn Moore (Director of Delivery). John Roland (Federal Capture Lead). Full bios at Leadership & Advisor Bench.

Executive & Profit-Critical

Engineering & Product

Federal & Sales / BD

Venture Coverage

Operations & Support

Found a fit? Apply on the role page. Considered for multiple? Apply once via the link below and tell us in the response.

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