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We’re a team of dedicated, passionate people on a mission to improve the world by making it a more transparent one. We offer generous, well-funded benefits and perks to foster our team’s success and sense of fulfillment.
Descartes Labs is proud to be a remote-first, deliberately distributed organization that recognizes that people have different needs and motivations for building a life and career that matters and works for them. For this reason, we are open to our employees working from any location, in a way that enhances their well-being, productivity, and role. We focus on helping our employees produce positive outcomes and we recognize that the path to getting there will look different for different people.
View open positionsWe’re a team of dedicated, passionate people on a mission to improve the world by making it a more transparent one. We offer generous, well-funded benefits and perks to foster our team’s success and sense of fulfillment.
Descartes Labs is proud to be a remote-first, deliberately distributed organization that recognizes that people have different needs and motivations for building a life and career that matters and works for them. For this reason, we are open to our employees working from any location, in a way that enhances their well-being, productivity, and role. We focus on helping our employees produce positive outcomes and we recognize that the path to getting there will look different for different people.
Diversity, Equity & Inclusion Mission at Descartes Labs
Descartes Labs is committed to building a culture of belonging, where every employee thrives. Without engaging in meaningful conversation about diversity and changing company policy to be more equitable and inclusive, we run the risk of “innovating” toward a future that perpetuates oppressive systems, upholds harmful bias, and negatively impacts some groups.
Transformative innovation happens when people with different perspectives and experiences feel valued and supported and are able to collaborate to deliver scientific solutions that change the way we understand our planet.
What we are doing with Diversity, Equity & Inclusion at Descartes Labs. Our commitment to diversity, equity & inclusion is put into practice through company policy, workplace guidelines, and actionable initiatives. Here are some of the internal and external initiatives we’ve already implemented.
Descartes Labs is a Deliberately Distributed Organization, meaning that we encourage Cartesians to work from any location, in a way that suits their life, productivity, and role. We don’t have a “head office,” which we believe helps to level the experience for everyone, not just those who happen to be in the same building.
Building a distributed culture is different from building one in a co-located environment. We are experimenting with creating company-wide opportunities to connect. Thus far, our connection points focus on learning together or socializing. When we are able to travel and meet in person, we will be working toward an annual company meeting and opportunities for teams to get together in person.
Our flexible time off (FTO) policy allows employees to take as much leave as they need. With FTO, each employee determines how to use it—for vacation, mental health, religious holidays, taking care of family needs, etc. This policy is based on mutual trust between employer and employee. It gives employees opportunities to work or take time off as they see fit.
Descartes Labs recognizes the many holidays, religious observances, and celebrations that are important to Cartesians. Our flexible time off plan is designed to let Cartesians choose the vacation and personal time that meets their needs, which includes taking time to celebrate and observe their own unique holiday schedule. Each year we publish a Closed for Business Schedule, which lists the days that we expect our colleagues to spend with their friends, families, or communities, anywhere except for at work!
Better Allies is an employee-led group that builds community and encourages employees to listen, show up, and speak up as allies in the workplace. We’re one part book club and one part working group, which means we tend to drive DEI initiatives. During our bi-weekly meetings, we spend time discussing how we can create a more inclusive and equitable environment at Descartes Labs and then work with leadership to operationalize our ideas. Join the #allies slack channel to join the conversation.
In the interest of creating opportunities to connect, as well as furthering our understanding of diversity, inclusion and belonging, Descartes Labs has launched the Lived Experiences lectures program. Lived Experiences are virtual lectures given by experts and organizers about a variety of topics including internalized racism, addiction and the opioid crisis, and how we can destigmatize the challenges associated with mental health.
We’ve recently adopted a set of guidelines for effective and inclusive meetings to provide a structure that ensures all voices are heard and everyone can contribute. This is part of an ongoing effort to ensure more efficient, equitable, and productive meetings which benefit from all participants' voices and perspectives being expressed and acknowledged regardless of title, position, or experience. We expect everyone to leave a meeting feeling that they were able to contribute in an environment that combats unconscious biases ingrained in office and tech culture.
Transformative innovation happens when people with different perspectives and experiences feel valued and supported and are able to collaborate to deliver scientific solutions that change the way we understand our planet.
Descartes Labs’ Definition of Diversity, Equity & Inclusion
- Diversity refers to characteristics of the people who make up Descartes Labs and how they identify.
- Equity refers to the provision of varying levels of support—based on specific needs—to achieve greater fairness of treatment and outcomes.
- Inclusion is the ability to recognize, respect, and value differences in those around us.
Actions Speak Louder Than Words
What we are doing with Diversity, Equity & Inclusion at Descartes Labs. Our commitment to diversity, equity & inclusion is put into practice through company policy, workplace guidelines, and actionable initiatives. Here are some of the internal and external initiatives we’ve already implemented.
Deliberately Distributed Organization
Descartes Labs is a Deliberately Distributed Organization, meaning that we encourage Cartesians to work from any location, in a way that suits their life, productivity, and role. We don’t have a “head office,” which we believe helps to level the experience for everyone, not just those who happen to be in the same building.
Building a distributed culture is different from building one in a co-located environment. We are experimenting with creating company-wide opportunities to connect. Thus far, our connection points focus on learning together or socializing. When we are able to travel and meet in person, we will be working toward an annual company meeting and opportunities for teams to get together in person.
Flexible Time Off Policy
Our flexible time off (FTO) policy allows employees to take as much leave as they need. With FTO, each employee determines how to use it—for vacation, mental health, religious holidays, taking care of family needs, etc. This policy is based on mutual trust between employer and employee. It gives employees opportunities to work or take time off as they see fit.
Company Holidays
Descartes Labs recognizes the many holidays, religious observances, and celebrations that are important to Cartesians. Our flexible time off plan is designed to let Cartesians choose the vacation and personal time that meets their needs, which includes taking time to celebrate and observe their own unique holiday schedule. Each year we publish a Closed for Business Schedule, which lists the days that we expect our colleagues to spend with their friends, families, or communities, anywhere except for at work!
Better Allies Employee Resource Group & Book Club
Better Allies is an employee-led group that builds community and encourages employees to listen, show up, and speak up as allies in the workplace. We’re one part book club and one part working group, which means we tend to drive DEI initiatives. During our bi-weekly meetings, we spend time discussing how we can create a more inclusive and equitable environment at Descartes Labs and then work with leadership to operationalize our ideas. Join the #allies slack channel to join the conversation.
Lived Experiences Lectures
In the interest of creating opportunities to connect, as well as furthering our understanding of diversity, inclusion and belonging, Descartes Labs has launched the Lived Experiences lectures program. Lived Experiences are virtual lectures given by experts and organizers about a variety of topics including internalized racism, addiction and the opioid crisis, and how we can destigmatize the challenges associated with mental health.
Inclusive Meetings
We’ve recently adopted a set of guidelines for effective and inclusive meetings to provide a structure that ensures all voices are heard and everyone can contribute. This is part of an ongoing effort to ensure more efficient, equitable, and productive meetings which benefit from all participants' voices and perspectives being expressed and acknowledged regardless of title, position, or experience. We expect everyone to leave a meeting feeling that they were able to contribute in an environment that combats unconscious biases ingrained in office and tech culture.
Equal Employment Opportunity and Affirmative Action Policy
It is the policy of Descartes Labs, Inc. not to discriminate or allow the harassment of employees or applicants on the basis of sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected veteran status, or any other characteristic protected by law with regard to any employment practices, including recruitment, advertising, job application procedures, hiring, upgrading, training, promotion, transfer, compensation, job assignments, benefits, and/or other terms, conditions, or privileges of employment, provided the individual is qualified, with or without reasonable accommodations, to perform the essential functions of the job. This policy applies to all jobs at the Company. The Company will continue to ensure that individuals are employed, and that employees are treated during employment, without regard to their sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, protected veteran status, or any other characteristic protected by law in all employment practices as follows:
Employment decisions at the Company are based on legitimate job-related criteria. All personnel actions or programs that affect qualified individuals, such as employment, upgrading, demotion, transfer, recruitment, advertising, termination, rate of pay or other forms of compensation, and selection for training, are made without discrimination because of any basis protected by law. Employees may choose to voluntarily disclose their sex, race, national origin, disability and protected veteran status at any time by contacting Human Resources. Such information will be maintained in a confidential manner and will not be used against an individual when making any employment decisions. Employees and applicants with disabilities and disabled veterans are encouraged to inform Human Resources if they need a reasonable accommodation to perform a job for which they are otherwise qualified. The Company makes, and will continue to make, reasonable accommodations to the known physical or mental limitations of an otherwise qualified applicant or employee to promote the employment of qualified individuals with disabilities and disabled veterans, unless such accommodations would impose an undue hardship on the operations of the Company’s business.
Descartes Labs, Inc. is fully committed to principals of equal employment opportunity and affirmative action. As Chief Executive Officer, I support the successful implementation of the Company’s Affirmative Action Programs. I have appointed Ted Urschel, Affirmative Action Officer for the Company, with responsibility for the implementation of the Company’s affirmative action activities. The Affirmative Action Officer has the full support of top management and the staff necessary to fully implement this Program. All managers and supervisors will take an active part in the Company’s AAP to ensure all qualified employees and prospective employees are considered and treated in a nondiscriminatory manner with respect to all employment decisions. Furthermore, Descartes Labs, Inc. will solicit the cooperation and support of all employees for the Company’s Equal Employment Opportunity and Affirmative Action Policy.
Our Affirmative Action Programs include an audit and reporting system, which, among other things, uses metrics and other information to measure the effectiveness of our Programs. The Affirmative Action Officer has been assigned responsibility for periodically reviewing progress in the compliance and implementation of the policy of affirmative action. In accordance with public law, the Company’s program of affirmative action for qualified individuals with disabilities and the program of affirmative action for protected veterans are available for inspection in the Human Resources Department, Monday through Friday, from 9:00 a.m. to 5:00 p.m. upon request.
In addition, employees and applicants will not be subjected to harassment, intimidation, Page 6 of 73 threats, coercion, or discrimination because they have engaged in, or may have engaged in, filing a complaint, assisting or participating in an investigation, compliance review or hearing, or other activity related to the administration of Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, Executive Order 11246, all as amended, and/or any other federal, state, or local law or regulation regarding Equal Employment Opportunity, opposing any act or practice made unlawful, or exercising any other right protected by such laws or regulations. Descartes Labs, Inc. will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
Employment decisions at the Company are based on legitimate job-related criteria. All personnel actions or programs that affect qualified individuals, such as employment, upgrading, demotion, transfer, recruitment, advertising, termination, rate of pay or other forms of compensation, and selection for training, are made without discrimination because of any basis protected by law. Employees may choose to voluntarily disclose their sex, race, national origin, disability and protected veteran status at any time by contacting Human Resources. Such information will be maintained in a confidential manner and will not be used against an individual when making any employment decisions. Employees and applicants with disabilities and disabled veterans are encouraged to inform Human Resources if they need a reasonable accommodation to perform a job for which they are otherwise qualified. The Company makes, and will continue to make, reasonable accommodations to the known physical or mental limitations of an otherwise qualified applicant or employee to promote the employment of qualified individuals with disabilities and disabled veterans, unless such accommodations would impose an undue hardship on the operations of the Company’s business.
Descartes Labs, Inc. is fully committed to principals of equal employment opportunity and affirmative action. As Chief Executive Officer, I support the successful implementation of the Company’s Affirmative Action Programs. I have appointed Ted Urschel, Affirmative Action Officer for the Company, with responsibility for the implementation of the Company’s affirmative action activities. The Affirmative Action Officer has the full support of top management and the staff necessary to fully implement this Program. All managers and supervisors will take an active part in the Company’s AAP to ensure all qualified employees and prospective employees are considered and treated in a nondiscriminatory manner with respect to all employment decisions. Furthermore, Descartes Labs, Inc. will solicit the cooperation and support of all employees for the Company’s Equal Employment Opportunity and Affirmative Action Policy.
Our Affirmative Action Programs include an audit and reporting system, which, among other things, uses metrics and other information to measure the effectiveness of our Programs. The Affirmative Action Officer has been assigned responsibility for periodically reviewing progress in the compliance and implementation of the policy of affirmative action. In accordance with public law, the Company’s program of affirmative action for qualified individuals with disabilities and the program of affirmative action for protected veterans are available for inspection in the Human Resources Department, Monday through Friday, from 9:00 a.m. to 5:00 p.m. upon request.
In addition, employees and applicants will not be subjected to harassment, intimidation, Page 6 of 73 threats, coercion, or discrimination because they have engaged in, or may have engaged in, filing a complaint, assisting or participating in an investigation, compliance review or hearing, or other activity related to the administration of Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, Executive Order 11246, all as amended, and/or any other federal, state, or local law or regulation regarding Equal Employment Opportunity, opposing any act or practice made unlawful, or exercising any other right protected by such laws or regulations. Descartes Labs, Inc. will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.