How we hire.
We are not trying to impress you into joining. We are trying to give you accurate information so you can make a good decision about whether this is the right place for the work you want to do.
The process is designed to be direct, time-efficient, and honest in both directions.
Five steps, no surprises.
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Application
We read every application. We look at your background for evidence of the work being real: projects you built, problems you solved, systems you maintained. A polished CV matters less than a specific one. Tell us what you actually did, not what your team did.
What to include: concrete work, not job titles -
Screening call
Twenty minutes with someone from the team. We ask about your background, explain the role clearly, and answer your questions. The goal is mutual: we want to know if the role is a fit for you, not just whether you meet a checklist. You should come with questions too.
20 minutes · video or phone -
Skills or technical round
This step is tailored to the role. For engineering roles, it involves a problem relevant to the actual work - not contrived puzzles. For product, design, and other roles, it may be a case review or short exercise. We tell you the format in advance and keep it proportionate to the seniority of the role.
Format disclosed in advance -
Team conversation
You meet the people you would actually work with. This is a conversation, not a panel interrogation. The team wants to understand how you think and communicate, and you should be assessing whether these are people you want to work alongside. Candid questions from you are welcome.
45 to 60 minutes -
Offer
If the process goes well, you receive a written offer with the compensation, role scope, reporting structure, and start logistics clearly stated. We aim to get to an offer decision within five business days of the final stage. If the timeline shifts, we tell you.
Written offer · clear terms
What we look for.
Care about the work
The tell is usually in the details. People who care about what they build can explain why they made specific decisions, what they would do differently, and what they are still uncertain about. That kind of reflection is what we are listening for - not credentials.
Can take ownership
Ownership here means you see a piece of work through from definition to maintenance, not just delivery. We look for evidence of this in how you talk about past work: do you describe problems you identified independently, decisions you pushed back on, things you fixed after they shipped?
Communicates clearly
Clear communication is a skill, not a personality trait. In a distributed team building live products, the ability to describe a problem accurately, document a decision well, and flag a blocker early matters. We pay attention to how you communicate through the process itself.
What we don't do.
These are specific commitments about how the process runs. They exist because we have been on the other side of hiring processes that wasted time, gave no information, and showed no respect for the candidate's effort.
No trick questions
Questions in interviews have direct answers we are actually looking for. There are no hidden gotchas. If a question seems unusual, we explain why we are asking it.
No whiteboard puzzles for roles that don't need them
If the role doesn't involve algorithmic problem-solving day-to-day, we don't test it. Skills exercises are calibrated to what the work actually requires, at the level of seniority being hired for.
No ghosting after interviews
If you have completed any interview stage, you receive a response - regardless of the outcome. If we are not moving forward, we say so and we aim to do it within a week of the final stage.
Ready to apply?
See what is currently open across the five companies. Applications are reviewed by people, not screened by keyword matching.