We're always hiring great people.

We hire people who are aligned with our core values of care, trust, and value — and who bring genuine curiosity to their work. The best fits at TEECOM are people who like to try new things, who are not anchored to "this is how we've always done it," and who are willing to be uncomfortable in the service of growth. If you are someone who asks why, experiments, and helps the people around you get better, you will thrive here.

The process moves through two phases over 2–3 weeks, with up to 8 hours of conversations in total. If it works better for your schedule, we can block conversations back-to-back — just let your recruiter know. Each stage is also an opportunity for you to interview us: to meet the people you would work with, understand the culture firsthand, and decide if TEECOM is the right long-term home for your career. We are not looking to fill a seat — we are looking for people who want to grow with us over years, not months. Offer decisions typically come within a week of your final stage.

Your level is assessed by the Discipline Lead during the Discipline Assessment, with a second team member present. Your recruiter will share your proposed level with you after the Discipline Assessment — before moving into the rest of the process.

No specific preparation is needed. The questions are standardized and cover your full career history. Be authentic, thoughtful, and willing to talk about what went well and what did not.

No specific preparation is needed. The survey covers basic IT self-sufficiency — the kind of troubleshooting that comes up when you work fully remote. There will be areas you are less familiar with, and that is expected. Engage honestly and give it your best effort.

Review your goals and think about what you want to learn from each conversation. Phase 2 is as much about you evaluating TEECOM as it is about the team evaluating you — come with questions about the work, the team dynamics, and what your first year would look like. No formal preparation is required beyond being ready to have an honest, two-way conversation.

Yes — the last 10–15 minutes of each conversation are reserved for your questions. Ask about the role, the team, the clients, the culture, and anything else that matters to you.

TEECOM uses Zoom. The invite link will be in your Outlook calendar invitation. Join a few minutes early in case of connection issues. If you have trouble connecting, rejoin the meeting and contact your recruiter.

Let your recruiter know as early as possible if you need an accommodation or adjustment to participate in the interview process. Recruiting or People Ops will coordinate the next steps with you.
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Tips for success: Use a headset or headphones for clearer audio. Minimize background distractions or use a virtual background. Be curious — the candidates who ask the most questions tend to make the best hires.

A non-compete does not automatically disqualify you, but TEECOM must review it before proceeding.

From day one you are paired with a Buddy — a team member chosen for your role and individual needs — and a Mentor, who is your direct manager. Onboarding is a structured 90-day journey through documentation and Subject Matter Experts across the company. At 90 days, you and your Mentor each complete an independent assessment and review and discuss the assessments together — this kicks off recurring quarterly performance assessments.

TEECOM uses Xref to automate reference checks. References must be past managers with direct supervisory experience, not colleagues or friends. Your current manager will not be contacted. Let your references know to expect the questionnaire to avoid delays.

If no opening is available after Phase 1, candidate is placed in an active hold and results carry forward and the candidate resumes at Phase 2 without repeating Phase 1.

Reach your recruiter through the contact information included in your initial outreach, or Contact Us.