Builder Team at Aula Education

Aula is a social learning platform built for education. Aula replaces emails and learning management systems (e.g. Moodle, Canvas, Blackboard, D2L) with digital infrastructure designed to encourage conversation and participation. A digital campus that complements an institution’s physical campus, Aula enables new ways to teach, learn, and create community.

Job Openings at Aula Education

Top Engineering Values

Each team is asked to select, explain, and rank their top 8 values in order of importance.
  • Actively Practices Inclusion

    Having a diverse and inclusive culture is essential to our success.

    We’re building a communication platform to improve education at universities and colleges. In order to build the best product for students who are in different fields of study, have different learning styles, and require different tools to facilitate their education, we need a diverse and inclusive team. Aula’s engineers represent 10 different countries. We believe it’s our duty to make everyone – regardless of their background, sexual orientation, faith or gender identity – feel welcome. Not only is this a key part of our ethos, but we also know that having a diverse and inclusive culture makes business sense, too.


    The first step to achieving this is to clearly define measurable objectives and key results (OKRs), which we share publicly and continuously evaluate. Everyone on our team has access to all information, and we believe this transparency is another important step to creating an inclusive culture. We also open source our employee handbook and our diversity and inclusion policy so that everyone, internal and external, can benefit. We recognize that this is a learning process, and we are all committed to unlearning inequality and invite team members to give us feedback on how we can improve.


    One of the many ways we prioritize inclusion is through our asynchronous interviews. All of our interviews are conducted over Slack and mirror how we really work on a day-to-day basis (we are, after all, a globally distributed team!). More importantly, asynchronous interviews remove a lot of the unnecessary stress that make some people underperform. As a result, we are better able to screen for underlying skills rather than the most visible proxies, like brand names on a CV, and we get to show candidates what it’s really like to work at Aula so that they can evaluate us, too.


    Our hiring goals are intertwined with our inclusion and diversity goals. While we allow everyone to apply, we have strict OKRs around our outbound recruitment strategy: which is only sent to underrepresented groups within Aula. We advertise our jobs broadly from remote channels like remoteok.io, to Ada’s list, Elpha, and Power to Fly, People of Color in Tech, Techqueria, and many other niche job boards/communities to foster a diverse talent inflow.

  • Continuous Feedback

    Being feedback-driven is what enables us to think not as one, but as many.

    Giving each other feedback is not just a competitive advantage, we believe it’s also a moral obligation. We aspire to give feedback not just to our managers and direct reports, but also to everyone around us (including ourselves). That’s why we have an open feedback calendar and encourage employees to take the initiative to seek and give honest feedback regularly. Simply drop your colleagues a calendar invite for a feedback session.


    We also have bi-weekly 1:1s dedicated to feedback and view prepping for them well in advance as an important commitment. Good feedback should be both caring and direct, which is why we have a specific feedback template (see below) that employees fill out prior to the 1:1.


    Our emphasis on always giving feedback influenced Aaliya Manji, chief of staff, to create a ‘Thanks of the Week’ section in our all-hands meeting doc. It was a great way for team members to recognize one another and further foster Aula’s culture of warm and caring relationships in a remote setting. Ultimately, taking the time to thoughtfully engage in feedback sessions garners respect from other team members and helps us all grow.


  • High Employee Retention

    We have had zero voluntary attrition on the engineering team.

    There are many factors keeping us happy at Aula. Not only is our work meaningful, but there is a remarkable sense of camaraderie on the team which is compounded by the fact that we’re distributed. While we are not seeing each other every day, face-to-face, we feel very connected to one another. You’ll be constantly reminded in your day-to-day work that you have an entire team of people behind you.


    Fredrik, a senior developer, explained in a post that it’s the culture at Aula that keeps him here. When we asked Guro, a tech lead at Aula, why he’s been at Aula for nearly three years, he said, “When I first joined Aula, there were only 5 people. The company had a really great culture and remote-friendly environment. Since then, we’ve grown a lot, but the same culture, care, and friendliness remains. I’ve never had a week without exciting and interesting challenges which are solved by great remote teamwork and I’m really looking forward to growing more with Aula in the years to come.”

  • Ideal for Parents

    All new parents are entitled to up to 52 weeks of leave.

    All employees are treated in the same way, regardless of their role in the birth of the child, or the matching process if adopting a child. All new parents are entitled to 14 weeks with 100% of usual pay, and longer if desired with scaled pay. You can read our parental leave policy in full here.


    There are many parents are Aula, and we’ve recently welcomed another #aulababy into our family! We are an incredibly parent-friendly team and support both employees and their families. For example, we supported one of our recent fathers with extra child care when his wife had a breast infection and they needed to be in and out of the hospital for three weeks. Life throws curve balls and you’ll always have the team behind you to help get through things.


    In the past, we’ve hired two women on our teams while they were pregnant, and on our builder team we have four proud fathers: Frederik (2), Guro (1), Farhan (1), Kyle (1). Below, our VP of Product and recent father, Kyle, on why he joined Aula. Excerpt below:

  • Fosters Psychological Safety

    We take self-care seriously.

    We reimburse 30 GBP / month for self-care activities like yoga or a headspace/calm account, and also have an internal space within Aula to promote self-care. While it’s important that each person have the tools and resources they need to practice self-care, it’s not something you’ll be doing on your own. We use Peakon to send our bi-weekly surveys and make sure that everyone is aware of how the rest of the team is feeling and doing. In fact, Rune wrote a blog post about this, airing out our dirty laundry. We continually score high (9/10) in trust, feedback, and belonging, and even display our engagement dashboard publicly. We know how important psychological wellness is in the classroom, and it’s no different on our team. Everyone at Aula has a voice, feels heard, and trusts their team members.


    Our Self-Care Space below:

  • Flexible Work Arrangements

    We ditched our office at 50 employees in April 2019 and are now a remote-first company.

    Our remote philosophy is about more than being office-less. We want our team members to have flexibility and autonomy, stop spending so much time commuting, and be able to live wherever they want to. Not only do we have flexibility in where we work, we also have flexible working hours instead of set working hours. So pick up your kids when you want to, sleep in, and walk your dog during lunch if that’s what you choose. We only care about the results of your work, not the number of hours you put in or when you put them in.


    As a remote company, we always choose asynchronous communication over synchronous communication and default to sharing information publicly rather than giving need-to-know access. We work with engineers in Pakistan, designers in Uruguay, and new parents in London who can't leave the house all day, and are open to hiring anyone living in any country. In many ways, we spend all of our energy to foster trust, belonging, learning, fun, and psychological safety in digital space – both for our digital classrooms and our own digital office.


    We also have company-wide retreats to make sure we get to spend time with one another face-to-face. (Our last one was in Bath, England!)

  • Product-Driven

    Aula is a social learning platform.

    Our mission is to enable all educators to engage all students. We’re living in a time where the demand for highly engaging-quality education is exploding, but the capacity to reach more people at a reasonable cost is not keeping up. We see this as one of the most pressing problems in education and are committed to solving it.


    Our solution sits between social technology and culture change amongst educators. Aula focuses on lowering the barriers between students and educators to interact (taking inspiration from social user experience on platforms like Slack and WhatsApp). By prioritizing engagement over process, we can combine social interfaces with the modularity of integration with other tools.


    Additionally, we proactively support educators based on their teaching needs. The impact of technology on student engagement is non-existent without cultural changes. We enable culture-change toward more active learning pedagogies by building tools and processes for curriculum design, educator support, and educator insights.


  • Bonded by Love for Product

    We are a team of super passionate impact-focused humans, who care deeply about the students and academics with whom we work.

    In our non-engineering teams, we employ a lot of former teachers. Many of us who have hopped on the Aula train have some kind of connection with education, whether we were previously teachers, teaching assistants at Uni, were personally frustrated with the technology used by universities, or were raised by parents who were teachers.


    We also ‘dog-food’ Aula internally, which means we use it as our internal communication tool (nope we don’t use Slack, apart from our a-sync hiring). We’re on the staging environment, so we get all the good things first, but also filter out all the bugs before it goes live at a partner institution.


Values

  • Actively Practices Inclusion
  • Continuous Feedback
  • High Employee Retention
  • Ideal for Parents
  • Fosters Psychological Safety
  • Flexible Work Arrangements
  • Product-Driven
  • Bonded by Love for Product

Company Properties

  • B2B
  • Technical Founder(s)
  • Remote-OK

Team Members

  • 1 CPO
  • 1 CTO
  • 12 Full-Stack Engineers
  • 1 Product Designer
  • 1 Product Manager
  • 3 Tech Leads
  • 1 UX Designer
  • 1 VP of Engineering
  • 1 VP of Product

Vacation Policy

You have 28 days of paid holiday per year, excluding bank holidays in your country.

Tech Stack

We use React and React Native for our frontends and Node.js for our backend, which is built around the microservices paradigm. Some services have been migrated to serverless logic, in order to have more concurrent users on Aula simultaneously.

In order to support this architecture, we use Docker and everything is deployed and managed on our AWS infrastructure which is defined by Terraform code. More details here!

Interview Process

We mostly do our interviews a-sync. Why?

1. It mirrors the way we work.

2. It's less stressful for you. Take your time to show us what you got. 🌴

3. It's flexible, so you can fit it into your daily life - something we value in our daily work.

4. Doing it in Slack enables you to make some friends along the way.

Learn more about our interview process for engineering.