Amplitude provides product intelligence tools to help companies build better products by understanding user behavior. Product, marketing, and growth teams use Amplitude to discover and share insights about user engagement, retention, and revenue.
Each team is asked to select, explain, and rank their top 8 values in order of importance.
Customer Comes First
We are so close to our customers that we consider them to be active members of our team.
Our users are involved in nearly every stage of product development. Every team at Amplitude has a dedicated group of customers who have agreed to provide feedback on the new products and features we’re building, and we speak to them at least once a week. We share design specs and user stories with our customers from the very beginning, and continue to get feedback throughout various iterations of an executed product. “Amplitude is the only company I’ve ever worked at where we know our customers by name and face.” (A direct quote from software engineer, Samantha Puth.)
We share unfiltered, real-time feedback from customers in our company-wide #customernotes Slack channel and also take every opportunity we can to work with customers in person. Twice a year, we invite and fly in various customers to [some destination] to spend time together face-to-face. Customers then sit on panels and share where they’d like to see Amplitude in 2, 5, 10 years and any pain points they’re currently facing. We also have customer panels at all of our hackathons and count on them to give out Customer Choice Awards. Lastly, we also host Partner Days where our customers come onsite to Amplitude’s office and sit with each of our pillars to ask questions in a roundtable.
The level to which we work with our customers is at an extreme, and we take it one step further because we ourselves are Amplitude users! (More on this below. 👇)
We practice bottom-up ownership and are empowered to own the problem, not the solution space.
Amplitude is organized into four pillars: Adoption, Data Management, Analytics, and Growth. Pillars reflect the company’s strategic objectives, cater to a specific persona, and each one is led by PM, designer, and an engineer. Together, this trifecta identifies the strategy, develops a roadmap, and creates smaller pods to focus on smaller problem areas for 3-6 months.
Pillars and pods are set up to be cross-functional, and as a result, can work autonomously. Product roadmaps are never handed down by leadership. Instead, we practice bottom-up ownership, which means the individuals who make up a given pod or pillar are fully responsible for owning their entire problem space.
Bottom-up ownership also means that teams/pods have the ability to say “no” to customers. When negotiating deals, potential customers sometimes ask us to build specific solutions for them. It is up to individual teams to identify the underlying problem, decide whether those feature requests are in fact the best solution for that problem, and outline appropriate next steps.
Before you even begin the onboarding process as a new hire, we ask you to do a Product Teardown. It’s the only time that you’ll be able to see Amplitude for the first time, and we take full advantage of this. (Although as Amplitude grows, there are fewer and fewer people who’ve never seen or used our product before!) Product Teardowns are exactly like they sound; you’ll be asked to use the product and call out every flaw and issue. It helps us get fresh eyes on something we’ve looked at for a long time, and for some, it serves as the beginning of their transformation into becoming a product thinker.
Regardless of your background, role, or team, everyone at Amplitude eventually develops a product mind. Simply from using Amplitude as a user and communicating so frequently with customers, you’ll learn to consider designs, UX/UI, and user stories in everything that you do. Your days of “just coding” are over! Everyone on the team is involved in brainstorming different solutions for their pod, even if you’ve never had previous experience with a product mindset. If you don’t have strong product opinions, you just need to use Amplitude a little bit more/longer.
We work with a sense of urgency, but without the unnecessary stress.
Generally speaking – across all of the different pillars and teams at Amplitude – we try not to tie ourselves to arbitrary deadlines. Instead, we build, continuously release, gather feedback early and often, pivot when needed, and retire work when it’s stable. When we’re getting close to a deadline, we’re not afraid to push it back. While we are in favor of building quickly, we don’t want it to be stupidly quick!
In 2019, our team started tracking a company-wide metric: number of features shipped. We got pushback from various teams, created a working group, and two weeks later pushed out a new iteration of that metric: number of bets taken. Not only is this an accurate demonstration of how quickly we iterate, but it also captures our mentality and how we orient ourselves at Amplitude. It encourages us to create learning opportunities as quickly and as often as possible, and removes any expectation to ship things perfectly the first time around.
Impressive Team Members
Humility is one of our three core values and it provides the foundation for everything else at Amplitude.
One of the best examples of humility comes from our CEO, Spenser. He recently pushed something without involving everyone’s input, and as soon as people spoke up to say that they didn’t feel heard, he fully acknowledged the mistake and worked to reach a consensus that everyone was happy with. For many of us, this set an important precedent to always make sure your peers feel heard and to speak up whenever you don’t feel like you were heard.
When it comes to hiring, we don’t over-index on any particular trait. “Well, except for maybe the ability to self-reflect” if you ask hiring managers like Ryan Kahn. “I’m most impressed by candidates who are introspective and can actually share weaknesses, not just weaknesses poorly disguised as strengths.” While technical skills are important, we also care about kindness, humility, and empathy.
When you join Amplitude, you’ll be exposed to all teams during your first month so that you know exactly how each team is integral to the company’s success. There are many moving parts and having empathy for the various roles in your organization leads to better collaboration and better outcomes.
Last, but certainly not least, we’re proud to work among people who are continually pushing themselves on both a personal and professional level. We have a yearly learning stipend, onsite career coaching, and mental health awareness workshops. There are also in-house coaches to help managers become the best managers possible. We know (from experience…) that people often leave and join jobs not because of the company, but because of managers, so we’re fully invested in getting this as right as possible.
There are so many wonderful people at Amplitude that you’ll be able to meet even if you don’t directly work with them – we have an array of employee resource groups (ERGs) that include everything from Product Queens (for women in product development) to Slow Running (for, well, slow runners) for you to find and connect with them.
As an analytics platform, data drives everything we do!
Our core philosophy is to use data to help us learn where to evolve our product. We use Amplitude to instrument everything (>1 trillion data points per month) we do and all of our teams focus on understanding user behavior and using it to influence our roadmaps. In short, we use our own product in order to build a better product. We rely on Amplitude to research what we should be working on, identify which customers to reach out to, validate hypotheses, and determine leading and lagging indicators as we build new features. When we find shortcomings in our own system, we invest in building it. In fact, we never use other tools to do the job. When we needed a scalable data-ingestion platform, we built it in-house.
Sometimes, what we build for our internal use ends up getting rolled out. For example, Period-over-Period Analysis was a feature we built for ourselves to compare this week’s data to last week’s and give us a look at percentage change over time. We eventually rolled this out as a free feature for all of our customers to use and it continues to be one of the most popular.
We strive for a culture of continuous learning.
One of our core engineering principles is “Ship Fast” and we build in small batches and deliver often. Changes are made in individual branches with continuous integration pipelines. New features can be controlled via feature flags and our deployment process allows us to push code at any time. Ownership of code is end-to-end, so individual developers are pushing code to production themselves and can do so at any time of day.
We are constantly thinking of ways to make it safer to push new code. We depend on feature flagging to push features rapidly and with confidence, and are continually revising our end-to-end testing to balance coverage without the need to rewrite tests with each push. We’ll also borrow inspiration from other monitoring tools (like PagerDuty) to build features for Amplitude.
Bonded by Love for Product
Our product and development teams live and breathe Amplitude.
We literally use Amplitude every single day to help us do our own jobs, which makes it really easy to feel proud of and love what we do. The positive feedback loop of building a product for customers that will help them build better products for their customers is so gratifying. Furthermore, we’re empowered to build features to make our product better rather than features that will make us money. Being able to say “no” to customers gives us true ownership over our product, and that type of agency both unifies and invigorates us!
Don’t worry if you’re not already a fan of Amplitude’s product – you will be soon enough! We invite everyone who’s interested in what we’re building or learning more about who we are to check out our open roles! We’re at an interesting stage right now, too. We have product-market fit, are well funded, and provide a tremendous amount of job stability/security. Not yet a public company, we still have a lot of potential and latitude, too.
Customer Comes First
Impressive Team Members
Bonded by Love for Product
45 Full-Stack Engineers
7 Product Managers
React, Node.js, Python, Java
The first part of the interview process is an initial 15-minute phone call for us to get to know you better. This is followed by a 60-minute technical call or take home challenge. Finally, you’ll come onsite for a four-hour, people-centric interview. We want you to meet as many members of the team as possible, which is why we build in time for a coffee break and lunch with the team.