Lynceus
Our Mission
Bringing ready-to-use models to market, with the ultimate goal of building the first Predictive Operating System for high value manufacturing !
Lynceus is developing the first predictive operating system (OS) designed for high-value manufacturing. Their platform utilizes manufacturing data and in-house process comprehension to forecast the performance of high-value products during in-line and end-of-line quality tests. This enables engineers to effectively manage manufacturing processes in real-time. By offering improvements in yield and added production capacity, Lynceus aims to provide significant benefits to their customers.
What we like about them
When a businessman with a vision and a scientist with a purpose join forces, they create Lynceus. Parisian based, the fast-rising startup was founded in 2020 by David Meyer and Guglielmo Montone. One objective: to make AI work in demanding industrial environments. One ambition: building the first predictive operating system for high-value manufacturing. They’re currently taking the semiconductor industry by storm with their expertise in the promising field of AI.
At Lynceus, the D in diversity is foundational: in their growing team of 20, people from 11 nationalities share their expertise and their enthusiasm to transform the world of business ops! And with AI only starting to unleash its power, working at Lynceus guarantees an exciting adventure.
But Lynceus knows that success lies in the whole spectrum of DE&I. With 40% of women in management, they’re committed to increasing the presence of women in their tech teams. They’re looking for some bold and talented women to embark on their journey to the stars and at 50inTech, we’re thrilled to welcome them into the community. So, if you want to join a young and vibrant team and build a high value future with Lynceus, don’t walk, run: they’re waiting for you!
– Caroline & the 50inTech team
Our Values
We Are Owners
We step up and get involved, commit and deliver. We seek maximal impact by fully understanding the goal of the project. We take pride in our personal accomplishments but align our actions to the team’s priorities.
We are Bias for Action
We take in the projects from start to finish with a vision and a plan. We believe in creativity, mindful speed and pragmatism.
We believe there’s always something to learn
When we don’t know, we raise our hands and ask. We seek exposure, engage people, and face the unexpected. Humbleness is the path to bettering ourselves, obstacles are food for creativity. Know your inner purpose but open yourself to the universe of others.
We Collaborate and Communicate
Teamwork is the only way. Remote working relationships demand keen communication: less is never more. We choose over-communicating rather than failing at understanding each other! We reach out, share achievements, failures and lessons. ‘The team’s success is my success.’
We Support and Respect each other
Whether it’s a teammate, a customer or initiatives, we’re supportive. Excellence is everyone’s goal and we help, each step of the way. Time is precious, we don’t waste ours and others but we’re here for each other with feedback and constructive ideas. We embrace differences and create an inclusive environment for all.
We Walk the Talk
Growth demands effort and commitment from us all. We stand by our values and preach by example. Being influential is walking the extra mile.
Our Diversity actions
Faire Career Path
- We use career grids to formalize career paths, give functional feedback and clear metrics for promotion and recognition.
- We have a competency matrix system in place that helps us assess skills available and skills needed in the team.
- We recently introduced performance management that evaluates employees both on performance and adequacy with Lynceus values. The process is comprehensive and transparent.
- Our managers are actively involved with our teams to explore new career opportunities within Lynceus.
- We have a buddy system to ease up the newcomers’ onboarding.
- Our onboarding process is structured, with HR and managers teaming up.
Equal Pay
- Equal pay between men and women is paramount at Lynceus.
- We do have salary grids, but due to the diversity of our employees’ locations, it isn’t transparent.
- We offer employees stock options as part of our compensation plan.
- We value pay equity. We proceed to salary reviews annually and we have implemented a method for determining compensation and addressing pay differences when necessary.
Work-life balance
- Remote and hybrid work are constitutive of Lynceus work model.
- We have a flexible work schedule structure based on trust and responsibility.
- Our employees have the flexibility to schedule their holidays.
- We offer a 3-months working abroad possibility.
- Our company’s culture supports paid maternity and paternity leave for parents.
- We accompany our teams with loss compassionate leave.
- We offer health insurance in all countries of residence of our employees.
DEI actions
- In case of need, Lynceus provides accessible support for DE&I related problems.
- DE&I awareness:
- Internal events and meetings on DE&I topics
- Gender inclusive facilities
- Inclusive language
- Inclusive leadership
- Our strategies for unbiased recruitment:
- Non-gendered job description
- Structured interviews
- Anonymous candidate screening
- Interview scoring/rating system
- Diverse recruitment team
- Building a diverse pipeline
- Mental health initiative:
- Workplace wellness surveys/check-in
- Private mental health support plan
- Priorities when recruiting: soft skills
- Junior/entry-level candidates hired: Yes
- Career change candidates hired: Yes
Diversity and inclusion ambitions for the next year
We’re proud of the diversity in our company and we want to protect the togetherness and openness at Lynceus. So far, we never had to implement DE&I policies because everything set place naturally. However, as Lynceus grows, we’re conscious that we must preserve our values and build structured guidelines. And in the coming year, we want to open our tech positions to more women and trigger a snowball effect: once women see other women in a company, they see that they’re welcome in areas that may have seemed too male-centric so far. We support women’s empowerment and we want to convey that message. This year, we commit to:
- Formalize a gender inclusion strategy
- Assign a team to take ownership of the strategy
- Set targets to achieve gender parity in tech roles
- Precisely monitor our DE&I metrics
Quote
“Be the one through whom change occurs. Never limit yourselves to what society limits you to and become the example that proves that women can be anything they choose, because we have a responsibility to create the world in which we want to see the next generation grow and evolve”
-Asmahe MAADI (VP Corporate Affairs & Finance of Lynceus)
Perks
- 25 vacation days plus RTTs (France based)
- Remote and flexible work
- 3-month work-from-anywhere each year
- €10 meal vouchers, 60% paid by Lynceus
- Private health insurance and mental health insurance
- Monthly work-from-home allowance
- Lynceus covers the cost for home office equipment
- Afterwork Thursdays for our Paris team members
- Grants for online events for remote get-togethers
- Transit card 50% reimbursed
Recruitment Process
Our recruitment process includes both technical and soft skills assessments, to ensure that candidates not only have the required expertise, but also fit well with the culture and values of Lynceus. The process may vary slightly depending on the role you’re applying for, but generally involves four steps:
- The screening Round focuses on cultural fit and communication skills. The candidate has a first appointment with the CEO or HR team to gauge whether they align with the company’s values and culture.
- The technical round lasts for one to one and a half hours.
- The behavior round: For engineering roles, the candidate meets with another team member from the engineering team to evaluate their future collaboration and team fit, while data scientists present their business skills and showcase their ability to contribute to the company’s goals.
- The final cultural fit round: In this last round, candidates meet with a co-founder (for engineering roles) or someone from the leadership team (for data scientists) to ensure their values and aspirations align with the company’s vision.
Relevant data
