We’re always looking for people, even if we’re not always posting about it
We’re growing fast, so we don’t always have the time to keep this page perfectly up to date. That’s why we don’t follow the usual playbook of listing every open role, though we’ll occasionally post one.
So, if you haven’t seen a job ad from us that matches your exact profile, don’t assume we’re not interested. Check out what we’re working on, how we operate, and the principles we live by. If it sounds like your kind of place and you can imagine being a part of it, send us your CV and a short message about why you belong here.
What we’re building and where you might fit in
We’ve launched one product. The second is nearly done. More are in the works. Some of our cells are naturally selected and fine-tuned. Others are guided by precise genetic modifications. The goal is simple: cells that behave exactly how we need them to. They grow in media we’ve developed ourselves, in bioreactors we design, build, run, and optimize.
We’re solving complex biological, chemical, and engineering challenges to make large-scale production not just possible, but affordable. Our target is price parity with conventional meat, or even better. We know it can be done. The only question is who gets there first. And we’re not here to play for second place. Right now, we’re building a true industrial proof of concept, and we’re getting close to matching our lab results at scale.
We work with data, lots of it. From our own systems, from public databases. We analyze it, model it, and stay laser-focused on understanding what we’re doing and why, every step of the way.
Cultivated meat tech is still in its early days. Anything beyond the lab is basically a prototype. That means we need to define what each piece of equipment needs to do, find someone who can build it, and constantly refine as we go.
We test. We optimize. We validate safety and quality, over and over. If we can’t prove it’s safe and high-quality, it doesn’t leave the facility. That also means making our case to regulators around the world, because they don’t just take our word for it.
Then there’s the small matter of getting cultivated meat into the market. And here’s the challenge: most people still don’t actually know what cultivated meat is, or why it’s worth caring about. Consumers, meat processors, banks, politicians, and even some of the loudest voices on conference stages often struggle to separate real science from hype. We’re not here to make noise for investor headlines. We’re different than that. We’re here to build something real. Something that works. That scales. That matters. That makes sense nutritionally, ethically, environmentally.
And while we’re not fans of bureaucracy or paperwork, we accept there’s a baseline of both. The government still expects accounting. And a bit of structure in how we do things helps everyone get their job done better.
How things work at BeneMeat
We value time, yours and ours. That’s why we’ve put together a few core principles that guide how we work. In our view, they’re not just helpful, they should be shared by everyone at BeneMeat.
Everyone is different
We all come from different places. We have different customs and traditions. We were brought up and educated differently. All of this impacts our approach to work and colleagues.
In order to avoid a situation where after some time, one of our colleagues discovers that the work style and atmosphere in the company don’t suit him/her, it’s better to clarify things right at the start.
Inner motivation
At BeneMeat, we do not have the time or the resources to micromanage. A fundamental requirement for working here is intrinsic
motivation. This is not an empty phrase or a vague ideal, we genuinely expect our colleagues to be mature professionals who
understand what they’re doing, why they’re doing it, and ideally, have a good grasp of how to get it done.
We are not looking for individuals who need constant guidance, external motivation through rewards, or engagement gimmicks. If we occasionally go out for dinner or a drink, it’s because we enjoy spending time together, not because we are ticking off a mandatory teambuilding activity, as is often the case elsewhere. We are guided by the philosophy of Tomáš
Baťa:
If you don’t know, we will teach you.
If you don’t understand, we will explain.
If you can’t, we will support you.
If you don’t want to, we will part ways.
Discussion at the core
This means taking on a great deal of responsibility, gaining experience, and uncovering how things work. Very little is
predetermined, change is a constant. That’s why we engage in ongoing discussions. Even if it means revisiting the same topics repeatedly, we do so to avoid falling into complacency or making hasty decisions.
The leader is the one who's right
We do not operate within a rigid hierarchical structure. The leader is the one who is right. Decisions made based on formal authority are minimal, we rely on sound judgment and the ability to recognize the best ideas, regardless of where they come from. At our company, authority is earned through results, ideas, and dedication, not through titles or formal appointments. If you need a job title (for example, for business cards, external presentations, or your own sense of clarity), just let us know. We’ll provide the appropriate documentation. However, within the team, your value and authority will be determined by what you deliver and the impact you make.
Change and adaptability in place of incessant complaining
Should you have any concerns, observations, or proposals for enhancement, we encourage you to voice them. Sharing your insights (when appropriate and not urgent) will be perceived not as dissent, but as a valuable contribution. We prioritize individuals who are dedicated to continuous improvement over those who merely perform their duties and are unconcerned with operational shortcomings. The market is saturated with those who “just do their job,” as well as companies seeking only compliant performers. We aim to differentiate ourselves, and we believe individuals with that mindset may not thrive in our environment. We seek proactive individuals who initiate change rather than just lamenting issues. If something is bothering you, take action to change it. If your solution is sound, you lead the way.
Be better than others
Our focus is on the research and development of cultivated meat technology, and all related advancements. We recognize
there are dozens of similar startups worldwide, many of whom have a head start and significantly stronger financial backing.
Our objective is clear: to outcompete them. This necessitates our unwavering commitment to excellence. While our
knowledge of their operations is limited (we’re actively gathering intelligence to learn and improve), we understand the critical need for superior personnel and a more efficient operational framework than what they likely employ. We simply don’t have their financial resources or time advantage. This imperative must always be front of mind. Your performance is key. Your efforts must exceed those of our competitors in the US, Netherlands, Spain, Turkey, India, and China.
We are honest and straightforward
Truth is always the fastest. That’s why we play it straight. If someone doesn’t like something, they say so. There’s nothing personal about it. We’re concerned with the cause and the best possible joint work. We assume that everyone is doing what they can. This is the basic premise from which we operate, and that is how we look at everyone around us.
We acknowledge mistakes
Errors are made (but not repeated!) by all of us and are considered a natural part of the learning and development process, driving progress. We identify and acknowledge mistakes openly and communicate them to the team (as we operate collaboratively). If an individual makes an error and does not identify or report it proactively, it is viewed unfavorably, as another individual had to point it out. The person who identifies the error is valued, as they have assisted in advancing the work. We propose systemic measures to prevent future errors. However, negligence, disregard for regulations, and lack of respect for company assets are not viewed as errors, but rather as character flaws, which are unacceptable within our organization.
Efforts to continuously improve efficiency
We strive to improve everything and constantly pay attention to efficiency. We keep in mind the Pareto principle: 80% of
the result is usually given by 20% of the work effort (compare the effort in the 100m dash that improves your time from 20 to 12
seconds, with the effort that moves you from 12 to 10 seconds). It is the task of all of us to constantly look for the right level of efficiency, choose priorities, and focus on them. Knowing how the processes associated with cultivated meat work is a means, not an end, of our endeavors. The goal is to be able to produce cultivated meat and everything related to its production (and what makes sense to produce ourselves). Cheaply, with high quality, and in large quantities. And to offer this knowledge to customers in the form of “turnkey” technology. We do not do basic research where there is enough time for everything and no one is much interested in a result other than the one on paper. Because paper can handle anything. If we don’t succeed, we have failed. When we fail, you have failed too. But if we succeed, we have a chance to be at the very top and the leader in a newly emerging field that can fundamentally affect humanity. And it is not just a phrase – to feed billions of people. Not many people in the world get such a chance, we at BeneMeat are among them.
Success means usefulness
While the education system may have instilled in you concepts like Ohm’s Law, flagellates, sentence analysis, the burning of
Jan Hus, and other “essentials,” it likely omitted a crucial understanding of what truly constitutes success. At its core, success is
about providing value. When an individual is useful to others, they become valued. As a company, our aim is to be valuable to
billions of people, to animals, and to the environment. This is a significant challenge, and if we succeed, it will be monumental. As BeneMeat ascends to the forefront of our industry, you will grow alongside it in every aspect.
Ownership and stewardship of resources
We recognize that all resources fall into two categories: those that are personally owned and those that belong to others, including the company. Regardless of who owns them, we treat all “external” (non-personal) resources with the utmost care and respect, ensuring their proper use and maintenance to the owner’s satisfaction.
Accelerated pursuit of success
We are operating with a sense of urgency due to the extensive scope of discovery and development required. Our operational motto is “What can be done tomorrow, should be done today.” By embracing this principle, you will maximize your contribution to BeneMeat and to humanity.
Financial prudence
We maintain a constant evaluation of our resource allocation, striving to optimize the return on investment. We view BMT with an ownership mindset. As a company, our objective is revenue generation rather than cost containment; however, we exercise prudent financial management, as expenditures are ultimately reflected in the product’s price for the consumer. An nflated price point diminishes the probability of achieving our transformative global impact. We operate under the assumption that any requested expenditure is substantiated by thorough analysis and concluded (perhaps after team consultation) to be necessary, contributing to our strategic objectives. We lack the capacity and intent to enforce ubiquitous oversight. The tenet applies: “Quality means doing it right when no one is looking” (Henry Ford).
Mutual kindness and support
We cultivate a supportive and respectful environment. If a team member is experiencing challenges, it is not viewed as a
failing, but rather as a temporary situation. They may require additional time to acclimate. If difficulties persist, the situation
will be addressed proactively. In the interim, team members are encouraged to align with those who are progressing well and with whom they have strong collaborative rapport.
Work should be enjoyable
We must find joy in our work and in the people we work with. Otherwise, we will not dedicate our full potential. This extends
beyond just the time we invest. It’s about the mental capacity we bring to the table. There will always be room for improvement, as we strive to be the best in the world. The evolutionary Red Queen Principle remains true: you can always contribute, even in small ways, to help us achieve that global leadership. And positive examples are powerful motivators. Keep this constantly in mind.
Information is key
A fundamental principle of our research and development is comprehensive information sharing, and everyone should be informed about everything. If you are uncertain about something, ask questions. If there is an opportunity to enhance overall information flow systemically, let us collaborate on developing a system to ensure this.
Minimizing bureaucracy
Systematic work necessitates a certain level of administrative processes. While we aim to avoid a rigid, bureaucratic environment, we recognize the need for some organizational structure in a team larger than just a few individuals. We encourage everyone to collaborate on finding ways to minimize unnecessary processes and ensure maximum operational efficiency.
Are we looking for you, or are you looking for us?
Your path to us starts with you. Take a moment to think about what you’re good at and what actually excites you. Then ask yourself if any of it connects with what you’ve read above. Can you imagine how you could help us move forward? Do you see yourself growing here? If yes, write it down. Then send it, along with your CV and a short motivation letter, to jobs@benemeat.com. Just one thing to keep in mind: At BeneMeat, we don’t squeeze people into predefined roles. We expect everyone here to help shape their role in a way that moves both the company and themselves forward.
Whatever our reaction to your note, you’ll hear back from us one way or another. That said, things can get a little chaotic around here. Sometimes we reply the next day, sometimes in two weeks. If it’s been too long, don’t hesitate to follow up.
What happens during the selection process? That depends. We’ll aim to give you all the info you need to understand what it really means to work at BeneMeat, so you can make the right call for yourself. In return, we expect honesty and transparency from you too. There’s no one-size-fits-all way to get to know each other. Every process is shaped around the person. Want to spend a day with the team? Peek under the hood of what we’re working on? Just ask.
As for the meetings themselves, this isn’t a performance. Nobody’s here to sell themselves. We lay our cards on the table and expect you to do the same. Because this isn’t a zero-sum game. The outcome has to work for both sides, or it won’t work at all. Interviews here aren’t tests you can fail. The only failure would be agreeing on something that turns out to be a bad fit for you or for us.
And remember: we don’t hire people who fit into positions. We hire capable people who can help us move forward.
Send us your CV and a short note about why you’re reaching out.
But don’t waste your time or ours. Before you apply, read this section again and take a look at our Code of Ethics. You should know what you’re signing up for.
You can find us at: jobs@benemeat.com
Let’s Build the Future Together
Serious about scaling
cultivated meat? So are we.
