Top of page

Job intelligence

Applied ML Engineer - Edge Devices

Deepgram

Location: USA Advertised pay: USD 155,000–245,000 / yearly Work arrangement: Region-restricted remote Employment: Full Time Posted: November 7, 2026 Freshness: Posted today Source check: Observed very recently
Disclosure4 of 5 core facts statedReview uncertainties
Last source observationObserved very recentlyObservation is not employer confirmation.
Application destinationjobicy.comReview the application route and source evidence in the full report below.

Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions

Executive opportunity brief

The decision in one screen

A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.

Compensation positionAbove the current median55 current same-currency observations
Work flexibilityRegion-restricted remoteBased only on stated location/work-arrangement evidence.
Decision evidence4 of 5 core facts knownThis listing states more core decision facts than the median role in the current sample.
Mobility evidenceSponsorship not establishedUnknown evidence is not treated as unavailable.
Current alternatives1258 current same-family rolesCurrent HPJ inventory, not the whole labor market.
Negotiation readinessNegotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.Use the private Offer & Negotiation Lab below if an offer arrives.

Fast read

Opportunity DNA

This opportunity needs a closer read before drawing a strong conclusion, especially around location rules could change the fit.

PayRange available

Current comparable position is around the 65th percentile.

FlexibilityLocation limits visible

Geographic eligibility is restricted to a country or region.

Entry pathRequirements unclear

The listing does not make the minimum education or experience threshold clear enough yet.

MobilityNot established

Sponsorship and relocation support are not clear from the current listing.

ApplicationSome process detail

Part of the application route can be assessed, but the full external process may contain additional steps.

TraceabilityCurrent source traceable

At least one recent enabled source can still renew this vacancy.

This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.

Decision evidence check

4 of 5 core facts stated

This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.

Facts already stated

  • Compensation
  • Work arrangement
  • Advertised location
  • Employment type

What to verify next

  • Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?

Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.

Decision levers

What could make or break the fit?

Reasons to look closer

Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.

Trade-offs to weigh

  • Location rules could change the fit: Geographic eligibility is restricted to a country or region.

Questions worth asking before you invest more time

  • Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
  • Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
  • Ask whether visa sponsorship is available before investing significant time in the application.

These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.

Opportunity neighborhood

Keep your options open

These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.

Embedded AI Engineer, On-Device Models

Deepgram · USA

USD 219,300–274,100 / year Region-restricted remote 4/5 core facts

Why it is nearby: Same seniority band · Same country · Similar work arrangement

About 23% higher advertised midpoint

Senior AI Engineer (GTM)

Paddle · UK

Salary not disclosed On-site / hybrid 3/5 core facts

Why it is nearby: Same seniority band · Same employment type · Recently posted

Different angle: Different country · Different work arrangement

Senior Data Scientist - Credit Risk Modelling

iwoca · London

Salary not disclosed On-site / hybrid 3/5 core facts

Why it is nearby: Same seniority band · Same employment type · Recently posted

Different angle: Different work arrangement

This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.

Role market context

How much current choice is visible around this kind of work?

This compares the vacancy with current High Paid Job inventory in the broad Data & AI roles family. It describes visible choice and disclosure, not future demand or career quality.

Current visible roles1,258

200 most recent current roles sampled for the disclosure measures below.

Employers represented131

Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.

Decision-ready disclosure24%

Current sampled roles stating at least four of the five Core Decision Facts.

Compensation stated26%

Requires a numeric amount, explicit ISO currency and supported pay period.

Work arrangement stated90%

Listings with explicit enough remote, hybrid or on-site evidence to classify.

Stated closing time21%

Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.

Disclosure comparison: This listing states more core decision facts than the median role in the current sample. This listing: 4/5 · sample median: 3.0/5.

Currencies with explicit pay evidence in the sample: USD (42) · EUR (6) · GBP (3) · CHF (1). Raw amounts across different currencies are not compared.

This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.

Constraint opportunity lab

What changes the size of the current opportunity pool?

Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.

Require explicit sponsorship or relocation support 1 / 200 1%

Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.

Require worldwide remote evidence 7 / 200 4%

A much stricter subset: only listings with explicit worldwide-remote evidence remain.

Require a remote-listed arrangement 36 / 200 18%

Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.

Require at least four Core Decision Facts 48 / 200 24%

Shows the subset with enough stated evidence for a more informed first comparison.

Require usable compensation disclosure 51 / 200 26%

Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.

Stay in the same stated country 33 / 81 41%

Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.

Keep this advertised salary floor in the same currency 18 / 40 45%

Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.

Stay around the same seniority band 184 / 200 92%

Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.

These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1258 visible roles in this broad family.

Salary transparency context

Is pay disclosure typical for this kind of role?

This listing states usable structured compensation. About 26% of the bounded current role sample does the same.

This listingUsable pay stated

Compensation counts only when amount, ISO currency and supported pay period are all known.

Current same-role sample26%

Pay disclosure is limited in the current role sample.

Current employer pattern51%

This employer’s current visible listings disclose pay materially more often than the current same-role sample.

This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.

Private offer & negotiation lab

Turn an offer into evidence, not guesswork

Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.

Advertised annualized payUSD 155,000–245,000 / yearListing evidence only.
Current comparable medianUSD 150,25336 current sampled roles
Current upper quartileUSD 211,800Current HPJ inventory context, not a salary recommendation.

Negotiation evidence available: advertised pay range, current same-currency market context, strong decision evidence.

Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.

Review the full package · 10 terms

Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.

Base payKnown

Usable advertised compensation is available.

Bonus / commissionVerify

Variable compensation is mentioned; verify amount, formula, target and eligibility.

Equity / long-term incentivesVerify

Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.

Retirement / pensionVerify

Retirement or pension benefits are mentioned; verify employer contribution and vesting.

Health benefitsVerify

Health-benefit language is mentioned; verify coverage, dependants and employee cost.

Paid leaveVerify

Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.

Work arrangementKnown

A work-arrangement signal is available; verify schedule details before relying on it.

RelocationVerify

Relocation support not established

Visa / work authorizationVerify

Sponsorship not established

Review timingVerify

A review cycle is mentioned; verify timing and whether compensation can change at that review.

Questions worth taking into the offer conversation

  • Is there a bonus, commission or other variable-pay component, and how is it calculated?
  • Does the package include equity or another long-term incentive, and what are the vesting terms?
  • What retirement or pension contribution does the employer provide?
  • What health coverage is included and what costs remain with the employee?
  • How much paid leave is provided and what are the carry-over or blackout rules?
  • If relocation is relevant, what expenses, timing and repayment conditions are covered?
  • What exact sponsorship or work-authorization conditions apply to this role?
  • When is the first performance and compensation review after joining?

Occupation intelligence

What broader career references connect to this role?

HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.

HPJ comparison familyData & AI roles
Adjacent families worth exploringSoftware engineering roles · Product roles

European occupation references

This service uses the ESCO classification of the European Commission.

U.S. occupation references

This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.

Career reference research

Skills worth investigating

Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.

ESCO · European occupation

data scientist

Usually essential in this ESCO occupation
  • statistics
  • think abstractly
  • apply research ethics and scientific integrity principles in research activities
  • integrate gender dimension in research
  • promote the participation of citizens in scientific and research activities
  • communicate with a non-scientific audience
  • implement data quality processes
Context-dependent ESCO skills
  • Hadoop
  • unstructured data
  • apply blended learning
  • teach in academic or vocational contexts
  • digital curation

O*NET · U.S. occupation

Data Scientists

O*NET occupation skills
  • Mathematics
  • Critical Thinking
  • Reading Comprehension
  • Complex Problem Solving
  • Programming
  • Active Learning
  • Speaking
  • Active Listening
Build my private skill preparation brief Your evidence · Practice · Interview questions

Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.

statisticsESCO · Essential · Listing mention unknown
think abstractlyESCO · Essential · Listing mention unknown
apply research ethics and scientific integrity principles in research activitiesESCO · Essential · Listing mention unknown
integrate gender dimension in researchESCO · Essential · Listing mention unknown
promote the participation of citizens in scientific and research activitiesESCO · Essential · Listing mention unknown
communicate with a non-scientific audienceESCO · Essential · Listing mention unknown
implement data quality processesESCO · Essential · Listing mention unknown
HadoopESCO · Optional · Listing mention unknown
unstructured dataESCO · Optional · Listing mention unknown
apply blended learningESCO · Optional · Listing mention unknown
teach in academic or vocational contextsESCO · Optional · Listing mention unknown
digital curationESCO · Optional · Listing mention unknown
MathematicsO*NET · Skills · Listing mention unknown
Critical ThinkingO*NET · Skills · Listing mention unknown
Reading ComprehensionO*NET · Skills · Listing mention unknown
Complex Problem SolvingO*NET · Skills · Listing mention unknown
ProgrammingO*NET · Skills · Listing mention unknown
Active LearningO*NET · Skills · Listing mention unknown
SpeakingO*NET · Skills · Listing mention unknown
Active ListeningO*NET · Skills · Listing mention unknown

Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.

Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?

These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.

Adjacent current roles to investigate

Product roles

Product Enablement Manager

Zone & Co · USA

same stated country · same employment type · similar work-arrangement evidence
Product roles

Senior Product Manager

Ashby · Canada, USA

same stated country · same employment type · similar work-arrangement evidence

Adjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.

Career move map

What sits one step away?

This listing is currently read as Senior / lead. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.

Broader-entry direction

Mid-career

Data Analyst

Naples Jet Center · Remote — Worldwide

Similar work arrangement · Same employment type · Recently posted

Stretch direction

Leadership

Staff Data Scientist

hims & hers · USA

Same country · Similar work arrangement · Same employment type Advertised midpoint is about 5% higher
Leadership

Data Scientist

Solace · USA

Same country · Similar work arrangement · Same employment type Advertised midpoint is about 10% lower

These are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.

Skill bridge

What does this role connect to?

Python is one of the signals this listing shares with skills appearing often across current Data & AI roles opportunities.

Skills named in this listing

Python

Shared with the current career sample

  • Python Seen in 85 sampled listings

Application edge

  • If these skills match your background, prepare one concrete example that shows how you used Python rather than relying on a keyword-only claim.

If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Software engineering roles and Product roles. This is exploration context, not a qualification match.

Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 117 contain a recognized skill signal.

Application Decision Lab

Turn the listing into a preparation plan

Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.

Listing mention

Python

This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.

Questions worth resolving before you rely on the opportunity

  • Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
  • Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
  • Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?

Decision analysis

What the listing really tells you

Useful decision context

Applied ML Engineer - Edge Devices at Deepgram becomes easier to judge once compensation has enough depth for comparison, work-location flexibility has usable detail, and the visible application effort can be estimated are viewed together. Here is the current read from the information available.

Compensation has enough depth for comparison

The annualized midpoint sits near the 65th percentile within 55 comparable USD salary observations. Treat that as current advertised-pay context rather than a forecast of take-home or total compensation.

Work-location flexibility has usable detail

The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. One practical limit to notice is geographic eligibility is restricted to a country or region..

The visible application effort can be estimated

Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.

Source continuity adds useful context

The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.

How this analysis is assembled

The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.

Analysis evidence coverage

How much analysis can the current evidence support?

100%Strong analysis evidence coverage
100%
Current-sample pay position65 / 100

Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.

Remote Freedom evidence62 / 100

Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.

Salary evidence qualityMedium confidence · Broad but usable range

The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.

Listing freshnessPosted today

The source posting date is today.

Source provenance evidenceEstablished source evidence

At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.

There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.

Decision checklist

What is supported, uncertain or worth checking?

This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.

Supported strengths

No standout strength is supported strongly enough to list here. That is not a negative rating.

Visible cautions

  • Geographic eligibility is restricted to a country or region.
  • This is remote work with a geographic restriction, not a worldwide-remote vacancy.

Still unknown

  • Visa sponsorship is not established by the available listing data.

Qualifications & access

What qualifications are explicitly stated?

Entry-barrier evidence limited

EducationEducation requirement not established
Required experience evidenceExperience requirement not established
Explicit required barriers0
Explicit access signals0

Qualification signals come from explicit listing wording. Anything not mentioned remains unknown, so silence is never treated as proof that a degree, experience, licence or other requirement is unnecessary.

Pay vs. barriers

Pay and barrier context available

The current pay position can be viewed alongside the stated barriers, but the available detail does not support a stronger conclusion.

Current-sample pay position

Comparable disclosed-pay evidence places this job at about 65 / 100 within its current occupation/seniority sample.

Location-freedom constraints

1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.

Evidence gaps that could change this interpretation
  • Education requirement is not established.
  • Required prior-experience level is not established.

This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.

Beyond the headline

Not enough evidence for a hidden-value finding

Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.

Competitive current-sample pay position

The annualized salary midpoint is at or above about 65% of the current comparable disclosed-salary sample.

Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.

Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.

Compensation intelligence

How competitive is this pay?

65/100

Within the current market range

65%
Comparison familyData & AI roles · Senior / lead
Comparable salaries55
Current-sample medianUSD 187,500
Middle 50% of sampleUSD 154,100–232,056
Position in sampleAt or above about 65%
Comparison geographySame country (US)
Pay positionAbove the current median

The annualized midpoint is above the current comparable median but remains within the sample’s middle-to-upper range.

Why this analysis?

  • This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
  • Salary confidence: Medium. The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
  • Range quality: Broad but usable range.

Employer compensation communication

Pay transparency at Deepgram

Mixed current pay transparency

This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.

59/100
59%
Salary disclosure51% · 26 of 51 sampled listings
Range qualityMostly focused or specific pay information
Bonus wording4 current listings
Equity wording1 current listings
Benefits wording6 current listings
Evidence strengthStronger

This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.

Current employer intelligence

Deepgram — current opportunity snapshot

Current opportunities visible51
Salary disclosure51%
Remote-policy evidence coverage100% · 51 of 51 sampled listings
Remote share of known arrangements86%
Worldwide-remote share0%
Known hiring countries5
Sponsorship evidence coverage0% · 0 of 51 sampled listings
Explicit sponsorship outcomes0 confirmed · 0 possible · 0 unavailable
Pattern sample51 of 51 · 100% coverage
Current role-family breadth9
Stated closing-date coverage0%
Relocation evidence coverage0% · 0 explicitly offered
Posted within 7 days22% of listings with a known posting date

Employer Evidence Profile

How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.

Compensation51% of sampled current listings

Current sampled listings with advertised compensation evidence.

Work arrangement100% of sampled current listings

Current sampled listings whose work arrangement is clearer than unknown.

Location96% of sampled current listings

Current sampled listings with a supported country signal.

Application timing0% of sampled current listings

Current sampled listings with an explicit closing time.

Posting date100% of sampled current listings

Current sampled listings with a usable posting date.

Sponsorship0% of sampled current listings

Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.

Relocation0% of sampled current listings

Current sampled listings with an explicit relocation signal.

Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.

Common current occupation families: Sales (17) · Software engineering (5) · Data & AI (4)

Visible seniority mix: Senior / lead (18) · Leadership (23)

Current employment-type mix: Full time (51)

Most visible hiring countries in this sample: United States (27) · United Kingdom (13) · Singapore (7) · Australia (1)

Other current roles from this employer

These are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.

Current disclosed salary medians by currency

  • USD 200,000 median · 25 disclosed salaries

Questions worth asking this employer

  • What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
  • If work authorization matters to you, what sponsorship policy applies to this specific role and location?
  • If a move is required, is relocation assistance available for this position?
  • What is the expected application and interview timeline if the listing does not state a closing date?

These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.

This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.

This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.

Work-location intelligence

Remote Freedom

62/100

Remote with some uncertainty or restrictions

62%

Why this score?

  • The role is remote but the source identifies a country or regional restriction.

Location restrictions detected

  • Geographic eligibility is restricted to a country or region.

Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.

International applicant intelligence

Visa & relocation signals

Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.

Visa sponsorshipSponsorship not established

The available listing details do not contain a clear enough sponsorship statement.

RelocationRelocation support not established

The available listing details do not contain a clear enough relocation statement.

Tradeoff check

What’s the catch?

These are visible conditions worth checking before treating the headline compensation as the whole story:

  • This is remote work with a geographic restriction, not a worldwide-remote vacancy.

Current alternatives

Better-paying alternatives

These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.

Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.

Application-path intelligence

What can we see about the application process?

Provider-mediated application path

The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.

Current destination: jobicy.com · HTTPS

No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.

Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.

Application safety context

Application safety check

Basic application-safety context available

The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.

Evidence checked: Source provenance · Application destination · Listing wording

Observable transport-safety signals

  • The available application destination uses HTTPS.
Before you share money or sensitive information
  • Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
  • Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
  • Do not pay application, processing, training or equipment fees merely to be considered for a job.
  • Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
  • Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.

This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.

Original listing details

The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.

Company Overview

Deepgram is the leading platform underpinning the emerging trillion-dollar Voice AI economy, providing real-time APIs for speech-to-text (STT), text-to-speech (TTS), and building production-grade voice agents at scale. More than 200,000 developers and 1,300+ organizations build voice offerings that are ‘Powered by Deepgram’, including Twilio, Cloudflare, Sierra, Decagon, Vapi, Daily, Cresta, Granola, and Jack in the Box. Deepgram’s voice-native foundation models are accessed through cloud APIs or as self-hosted and on-premises software, with unmatched accuracy, low latency, and cost efficiency. Backed by a recent Series C led by leading global investors and strategic partners, Deepgram has processed over 50,000 years of audio and transcribed more than 1 trillion words. There is no organization in the world that understands voice better than Deepgram.

Company Operating Rhythm

At Deepgram, we expect an AI-first mindset—AI use and comfort aren’t optional, they’re core to how we operate, innovate, and measure performance.

Every team member who works at Deepgram is expected to actively use and experiment with advanced AI tools, and even build your own into your everyday work. We measure how effectively AI is applied to deliver results, and consistent, creative use of the latest AI capabilities is key to success here. Candidates should be comfortable adopting new models and modes quickly, integrating AI into their workflows, and continuously pushing the boundaries of what these technologies can do.

Additionally, we move at the pace of AI. Change is rapid, and you can expect your day-to-day work to evolve just as quickly. This may not be the right role if you’re not excited to experiment, adapt, think on your feet, and learn constantly, or if you’re seeking something highly prescriptive with a traditional 9-to-5.

About the role

Deepgram's speech models are among the fastest and most accurate in the world, and today we run them at scale on NVIDIA GPUs. Our customers increasingly need those same models on hardware we don't control: non-NVIDIA accelerators, edge servers, and embedded platforms with their own inference runtimes, operator sets, and constraints. Getting Deepgram models onto those platforms, with as few changes to the model as possible and no changes to the hardware paradigm, is the job.

As an Applied ML Engineer on the Partner Platform Engineering team, you sit one layer above the metal. You take a Deepgram model as it exists today and adapt it to run correctly and efficiently within a target platform's existing kernel and runtime paradigm: swapping or reshaping operators, adjusting architecture parameters, choosing quantization and precision schemes, and validating accuracy and latency on the real device. Where a standard kernel isn't enough, you work with our Embedded AI Engineers, who write the custom kernels, and fit the model to what they build. You also own the deployment process that gets those adapted models onto edge targets repeatably.

This is not a research role and not a cloud-serving role. It is applied ML for edge deployment. It is a great fit for a senior engineer who has already shipped models to non-GPU or edge hardware and wants to do it across many platforms, or a staff-level engineer who wants to define how Deepgram ports speech models to new hardware. We'll set the level to your experience.

What you'll do

  • Port Deepgram speech models to non-NVIDIA and edge platforms, adapting model structure and parameters so they run within the target's existing operator set, runtime, and kernels with minimal modification.

  • Own serving-side model decisions for edge targets: quantization and precision choices, operator substitution, graph rewrites, and architecture tweaks that fit a model to a device's constraints while holding accuracy and latency.

  • Validate every port on real hardware: build accuracy, latency, throughput, and memory benchmarks per platform, and catch regressions before a customer does.

  • Build the deployment path for edge targets: model packaging, conversion pipelines, versioning, and automated delivery so shipping a model to a new device is repeatable rather than bespoke.

  • Work with Embedded AI Engineers when a standard kernel isn't enough: specify what the model needs, then adapt the model to use the custom kernel they deliver.

  • Partner with platform and silicon vendors on their runtimes and toolchains, and turn their expected model format and operator conventions into a working Deepgram deployment.

  • Feed edge constraints back to Research and Impeller so future models are easier to port, without taking on research or core productionization work yourself.

  • As the team grows, take on adjacent production concerns at the edge: automated deployment, model security and integrity on customer hardware, and fleet-level observability.

You'll love this role if you

  • Have already fought to get a model running on hardware that wasn't built for it, and want to do that across many platforms.

  • Prefer changing the model to fit the hardware over changing the hardware to fit the model, and know when each is the right call.

  • Care about the numbers on the device, not the numbers in the notebook.

  • Like being the bridge between the team writing kernels and the team training models.

  • Want to ship to customers, not publish.

It's important to us that you have

  • Hands-on experience deploying ML models to edge or non-NVIDIA hardware in production. This is required. Cloud-only or GPU-only serving experience does not qualify on its own.

  • Working knowledge of quantization and precision tradeoffs (INT8, FP16, mixed precision, calibration) and how they affect accuracy and latency on real targets.

  • Experience with at least one edge or vendor inference runtime and its conversion toolchain (for example ONNX Runtime, TFLite, ExecuTorch, OpenVINO, Qualcomm AI Engine, or a vendor NPU SDK).

  • Ability to modify a model to fit a platform: reading and rewriting model graphs, swapping unsupported operators, and adjusting architecture parameters without breaking accuracy.

  • Strong Python and PyTorch, and production-quality engineering habits: tests, reproducibility, and benchmarks that others can rerun.

  • Comfort building automation around model conversion and deployment.

  • A builder mindset and clear communication: you can scope a port on an unfamiliar platform and drive it to a measured result.

It would be great if you had

  • Experience with speech, audio, or streaming/real-time models specifically.

  • Exposure to writing or reading low-level kernels (CUDA, Metal, NEON, or vendor DSP code), enough to collaborate closely with embedded engineers.

  • Experience with model security or integrity on deployed devices: signing, encrypted model storage, safe updates.

  • Familiarity with several accelerator families (Qualcomm, Apple, ARM, Intel, AMD, or custom NPUs) and their quirks.

  • A track record of building internal tooling that made porting or deploying models measurably faster.

Notice: We're aware of individuals impersonating Deepgram recruiters. All legitimate Deepgram recruiting communication comes from an @deepgram.com email address. If you've received a message claiming to be Deepgram, please forward it to careers@deepgram.com.

Listing provenance

Where did this job come from?

See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.

Current source evidenceEstablished source evidence

At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.

Continuity
One recent renewable source
Source-class independence
One renewable source class
Last source observation
Observed very recently

This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.

  • 1 enabled source recently observed this vacancy.

Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.

JobicyPublisher source

The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.

Continue to applicationOpens in a new tab

Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.