About / Careers

High standards.
No performance.

A small team. Flat, direct, no hand-holding. We are looking for people
with a decadal vision — who know how to stay through the lows and how to
make the highs higher.

Who we are trying to hire

If this does not describe you, the rest of this page will not either.

A decadal vision.

01

You think in ten- and twenty-year horizons, not the next eighteen months. You are not looking for the right stepping stone — you are looking for the right thing to build, and the people you want to build it with. If your career thinking ends in 2027, Unived is the wrong place.

You stay through the lows.

02

Lows are when most people leave, and when companies find out who they actually have. We want the people who stay — not out of inertia, but with the courage to turn breakdowns into breakthroughs, to steer the ship in the right direction, to take responsibility for what is hard, and to deliver the result anyway. Resilience is not a slogan here. It is a hiring criterion.

You make the highs higher.

03

Anyone who joins Unived should raise the bar for the entire team. Sharper at what we already do, stronger at what we are still learning. The work should be demonstrably better because you are doing it — not just for you, but for the people working alongside you. You bring something we do not have. You add capacity, not just capability.

What we look for, every role, every time

Three things. Function is secondary.

Honesty over polish.

01

The people who have worked out best here were honest even when it was uncomfortable — about what they knew, what they didn't, and what they thought was wrong. We would rather hear one honest limitation than five polished strengths.

Self-set standards.

02

They held themselves to a bar nobody asked for. Not because someone was watching — because that is simply how they work. If you need a manager to define what "good" means, this will be a difficult place.

Care for the product.

03

Not just the function you sit in. The actual product — what goes into it, why it works, who uses it, what they experience. Genuine curiosity about nutrition is enough — product familiarity comes with the work. What we cannot teach is intellectual honesty.

Open positions

Where we are looking right now.

One always-open invitation, and six specific roles. Click any role to read the job description.

Open Position

PINNED · ALWAYS OPEN

Always open. For people who think they fit, regardless of role.

Discussed at offer
Read JD →
SPECIFIC ROLES
01

Science Content Lead

Lead our science-backed editorial — product pages, education, Founder's Letters support.

Goa
Read JD →
02

Community & Events — Sports

Run our presence in the running, triathlon, and endurance sports community in India.

Goa
Read JD →
03

Healthcare Practitioner Program Lead

Build and run the Practitioner Programme — the relationship with India's healthcare practitioners.

Goa
Read JD →
04

Graphic Designer

Visual design across packaging, web, print, and digital. Carry the Unived design standard.

Goa
Read JD →
05

Accounts Executive

Day-to-day accounts and finance operations. Discipline, accuracy, ownership.

Goa | Bombay
Read JD →
06

Food Technologist / Scientist

Formulation and R&D for new and reformulated products. Science-first, hands-on.

Goa
Read JD →
How to apply

Send an email. Amit reads every one.

Application route

careers@unived.com

Subject line: name of the role you are applying for, or "Open Position" if you are pitching yourself. Attach your CV. Then write your application in the body of the email — not as a separate cover letter, just plainly in the body.

What to write

Three short answers and one longer one. Plain language, no template, in your own voice.

THREE SHORT ANSWERS · 200 words each is plenty
01

What are you currently working on that you are most proud of, and why?

02

What is one thing on the Unived website — most relevant to this role — that you would change, and why?

03

What is one thing about this role or about Unived that gives you genuine pause?

ONE LONGER ANSWER · no limit
04

Tell us about a decision you have made at work that you would defend even if everyone else disagreed. What was it, why did you make it, and what happened?

Before you apply

The honest version of what you are joining.

There is no hierarchy, but also no hand-holding. You will be expected to
figure things out, push back when something is wrong, and take full
ownership of what you do. You will have direct access to Amit from day
one — which means your work is visible, and so is anything that falls
short.

We move slowly when something needs to be right. If you need velocity to
feel productive, this will be a difficult adjustment. We do not
optimise for quarterly milestones — we optimise for the standard the
work has to meet.

We hire selectively. There is no fixed number per year. Sometimes a year
goes by without a new hire; sometimes three people join in the same
quarter. We hire when we find the right person, not when we have a slot
to fill.


The upside: you work on things that matter, with people who hold
themselves to the same standard, at a company that has never answered to
anyone but its customers. We are open to ESOP for the right person. The work is meant to compound over decades, not be optimised quarterly.

After you apply

Five steps. No surprises. We don't ghost.

Application

01

Amit reads it personally. No ATS, no recruiter. Usually within a week.

Intro call

02

We set this up only if your application makes us want to learn more. 30 minutes, a conversation, not an interrogation. If we are not moving forward, you get a clear no in reply to your email instead.

Take-home

03

2–3 hours of real work, scoped to the role. Not an abstract puzzle.

Interview

04

In person, with Amit and the relevant members of the core team. Substantive conversation about your take-home and your fit.

Offer or honest no

04

We respond to every application — open role or speculative. If you don't hear from us within two weeks, follow up at careers@unived.com.