Gauntlet Fellow
$200,000+ Offers For Graduates $200,000+ Offers For Graduates 

3 weeks remote, 7 weeks onsite in Austin, TX
80–100 hours/week for 10 weeks
Short-term contract
Hybrid location
full-time (90 hrs/week)

Gauntlet Fellow   $200,000+ Offers For Graduates $200,000+ Offers For Graduates 

Description

Gauntlet is a fully funded, selective 10-week fellowship for experienced engineers who want to accelerate their careers by proving they can build and ship production-grade AI systems under real-world pressure. Fellows ship weekly, work alongside experienced operators, and get direct exposure to founders, CTOs, and hiring partners.

In our most recent cohort, challengers secured 300+ first-round interviews with hiring partners. Our goal is for 100% of program graduates to receive offers from our partner network, with a minimum starting compensation of $200,000.

The program runs 10 weeks: 3 weeks remote, followed by 7 weeks onsite in Austin, Texas. Fellows should expect a high-intensity schedule (80–100 hours/week) designed to maximize learning speed, signal, and career outcomes.

Outcomes:

  • 10+ deployed AI applications shipped during the fellowship
  • Access to Gauntlet’s alumni + hiring partner network
  • Graduates receive $200,000+ job offers from hiring partners

What you will be doing

  • Ship production-ready AI applications every week on strict deadlines
  • Build with modern AI-first workflows (agents, tool use, evals, retrieval, deployment)
  • Collaborate and compete alongside top engineering talent in a high-feedback environment
  • Present work directly to CTOs, founders, and hiring partners
  • Translate real briefs into scoped, reliable, deployable systems

What you will NOT be doing

  • Spending weeks on theory, tutorials, or passive learning without shipping
  • Building demos that never face real usage or evaluation
  • Relying on credentials instead of measurable output
  • Working in low-intensity environments with flexible timelines

Candidate requirements

  • 3+ years of professional engineering experience (or equivalent ability)
  • Strong problem-solving ability, learning speed, and clear reasoning under pressure
  • High responsiveness to feedback and extreme execution intensity
  • Authorized to work in the U.S. without visa sponsorship
  • Willing to commit to 80–100 hour weeks and relocate to Austin for 7 weeks

Meet a successful candidate

Watch Interview
Fabiano Lucchese
Fabiano  |  SVP of Software Engineering
Brazil

Does your company encourage your natural creativity? This Brazilian engineering leader rediscovered his purpose after unleashing both his an...

Meet Fabiano

Applying for a role? Here’s what to expect.

Crossover's skill assessment process combines innovative AI power with decades of human research, to take the guesswork, human bias, and pointless filters out of recruiting high-performing teams.

Chat-style
screening interview.
STEP 1

Chat-style
screening interview.

Cognitive 
aptitude test.
STEP 2

Cognitive 
aptitude test.

Prove real-world 
job skills.
STEP 3

Prove real-world 
job skills.

Interview with the hiring manager.
STEP 4

Interview with the hiring manager.

Pass
proctored test.
STEP 5

Pass
proctored test.

Accept job offer.
STEP 6

Accept job offer.

Frequently asked questions

About Crossover

What you will learn

Phase 1: Remote (Weeks 1–3) — AI-First Engineering Foundations

  • AI-first development workflows (coding agents, MCP, real-time collaboration)
  • Retrieval-Augmented Generation (RAG), embeddings, and vector databases
  • Rapid project sprints focused on shipping under constraints

Phase 2: Onsite in Austin (Weeks 4–10) — Production AI at Scale

  • Agent systems, evals, verification, and observability (LangChain/LangSmith/LangFuse/CrewAI)
  • Enterprise-grade delivery: QA, reliability, and high-standards execution
  • Fine-tuning + deployment patterns (LoRA/QLoRA + production integration)
  • Multi-agent modernization of real-world codebases
  • Multimodal AI builds (image/video/voice) and scalable infrastructure (AWS/Azure)

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Why Crossover

Recruitment sucks. So we’re fixing it.

The Olympics of work

The Olympics of work

It’s super hard to qualify—extreme quality standards ensure every single team member is at the top of their game.

Premium pay for premium talent

Premium pay for premium talent

Over 50% of new hires double or triple their previous pay. Why? Because that’s what the best person in the world is worth.

Shortlist by skills, not bias

Shortlist by skills, not bias

We don’t care where you went to school, what color your hair is, or whether we can pronounce your name. Just prove you’ve got the skills.

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