Engineering at Jane

Jane Technologies, Inc. has developed the cannabis industry’s first real-time marketplace, where consumers can discover and order cannabis online. We believe in the cannabis industry’s ability to bring well-being, health, and love into this world, and it is our mission to bring confidence to the cannabis shopping experience.

Job Openings at Jane

Top Engineering Values

Each team is asked to select, explain, and rank their top 8 values in order of importance.
  • Bonded by Love for Product

    We each have a piece of this dream.

    Everyone at Jane feels very passionately about the positive effects cannabis can have on a person’s overall well-being. Our co-founder and CEO, Socrates, is a U.S. Army Veteran and had never tried cannabis until he left the Army. Cannabis helped Socrates find balance in his life, connect with his loved ones, and connect with himself. As he explored the medical market in California, he was stunned by how little transparency there was regarding the medicine that may or may not be available to him. It was easier for him to order a burrito than it was to order medicine that was invaluable to his health. This led to the ideation and creation of Jane. The rest is history.

    All of us at Jane, whether we consume cannabis or not, are bonded by the mission to transform the cannabis industry and help others. We’re creating a product that provides detailed analytics for retailers and manufacturers down to the SKU level, and has applications even beyond the cannabis industry. We can tell how products behave in each market, for example, how well an edible will sell in L.A. versus Santa Cruz versus Seattle, and dial it down even more to a specific timeframe, shop, and user demographic. Fun fact: when the vape news became big we noticed that baby boomers stopped buying vape products whereas millennials didn’t.

    We’re currently the e-commerce provider for 1 out of every 4 stores across the nation and our goal is to be in 1 out of 2 by 2021. We recently raised a $21M Series B and are growing our team accordingly!

  • EQ > IQ

    At the end of the day, business is all about people.

    We make a product for people. We have a company of people. If you can anticipate the needs of a customer, client, or teammate – that is worth its weight in gold.

    The cannabis industry in particular requires high EQ. Cannabis affects everyone differently and everyone has their own opinion on cannabis. It is our responsibility as a company within this space to understand, empathize, and continue to progress the cannabis space. Not everyone on our team consumes cannabis. We cover the spectrum: some team members consume cannabis daily, while others have never, which is more than okay! What’s important is that we all understand the market, the role our product plays in it, and are committed to Jane’s mission.

    Our team is close-knit (see Heavily Team-Oriented below) and we all share and celebrate our wins together. Having empathy on a team is really powerful. We believe any win from any person feels like a win for the entire group. It’s our strong emphasis on empathy that helps us lift each other up, and laud and applaud one another in an open and non-competitive way.

    We’ve passed on candidates who were technically strong but would be difficult to work with. People who feel above the team and that there’s a ‘right’ way of doing things (aka their way) won’t succeed at Jane. There has to be wiggle room, which is why we know we need the full context surrounding decisions. It’s important to collaborate to fully understand all factors at play, whether it’s a certain timeline, timeframe, resource constraints, or potential iterations in the future.

    At the end of the day, we’re working with humans and we feel that at a very deep level. As Abe, co-founder and CTO, says, “As a leader, I’ve learned to be a lot more vulnerable and focused on how I can best empower people to do their jobs. There has to be mutual respect, always.”

  • Creative + Innovative

    We love "impossible."

    We embrace the “impossible” as a chance to grow and be challenged. The harder the problem, the more confident we become in our technology and solution. We look at every problem as an opportunity to innovate and lead. We’ve been referred to as the Amazon of online weed shopping, but really we’re so much more. It might be more accurate to say we’re an Amazon-like experience, because on the backend we source from and support local businesses. We are transforming local brick-and-mortar stores into an online localized marketplace by directly integrating into the stores’ Point-Of-Sale systems, something that isn’t currently being done. We also have a patent for this technology, that is not specific to cannabis.

    While we have great product-market fit, given our unique positioning, our backend problems surrounding infrastructure and scalability are very interesting. We’re building an e-comm platform, review system for products and discovery, interactive maps for products in your area, and more.

    Cannabis discovery is more similar to finding music you like than wine. Some people may listen to house music and feel super focused, while others get revved up. With cannabis, how you experience things is unique to the individual. We’re using data to figure out how someone with your specific tastes and preferences for certain strains and products can be matched with others who share similar profiles. That way, if we know these strains worked for others like you, we can help you find new products you might enjoy, too.

  • Start-to-Finish Ownership

    We want you to leave your mark on the product.

    At Jane, we’re looking for a certain type of person – someone who feels ownership in what they do and takes the initiative to get things done. One great example of this is when Andy (a software engineer at the time and now a product manager) got fed up with how often we had issues with our deployments. Andy wasn’t sure if our tests were actually failing or if there was an issue with Capybara. He decided to explore Cypress on his own time, build it out, and developed tests that were more accurate. It’s this kind of ability to raise your hand and commit to delivering something you’re proud of that we’re looking for in every hire.

    Similarly, when Cody (one of our newest engineers) joined the team, he wasn’t afraid to take ownership. When he was ramping up, we assigned him several bugs and small features, which he paired with other team members on to get a full understanding of the issues we were facing. He spoke up about certain use cases and acceptance criteria not being what he was used to. But instead of saying, “I wish there was more structure here”, and then asking the PM to handle all project scoping, he took it upon himself to build a process that worked for him. He then met with the PM to collaboratively establish a workflow that met his needs and expectations. His proactivity led to systemic changes in how features are scoped and built.

    If you’re the type of person who doesn’t wait to be told, but rather takes initiative to solve problems and develop features you’re proud of, we’d love to meet you!

  • Continuous Feedback

    We’re obsessed with the process and love learning from our customers and our team members.

    Our design and development process is centered around two-week sprints where we deploy rapidly, learn from our users, and continually iterate. As a small team, time is everything to us – and we like to work efficiently and optimally. That means team members need to feel comfortable stating their opinions and openly debating any decision we make that they might disagree with. Everyone has a voice in this company. (It’s just a matter of surfacing what you believe to be true in a constructive and positive manner!)

    We gather feedback from our clients, end users, and analytics tools, and we’re focused on having researched business cases behind every decision we make. We want to hire people who have expertise in areas where our current team members do not. As our engineering team has grown, we’ve organically started to pair more. We’re not dogmatic about pairing in any way, and wouldn’t even say that we’ve cultivated a pairing culture, but our engineers naturally come together to review each other’s pull requests and work through problems together. As we continue to grow, we hope to move further and further away from silos.

  • Promotes from Within

    When you grow, we grow.

    You are a plank-holder in this company and we are invested in growing our own. Our ideal candidates are passionate about self-awareness and personal growth. Andy started as a full-stack engineer and has since been promoted to Product Manager, thanks to his drive to partake in new research and work on other projects (while still getting his primary work done).

    We want to work with great people who are excited about self-improvement both in their personal and professional lives. If we know someone has a certain interest or passion, we’ll do our best to make sure to involve them on a relevant feature or project. We are 100% bought-in and will always invest in the people who are bought-in, too.

  • Continuous Delivery

    On time. On target. Our word is bond.

    We work on sprints primarily around planning, but we push to production every day. We strive to efficiently prioritize the features in our development pipeline and deploy as quickly as possible. The quicker we have a feature out, the quicker we can start iterating to provide our users with the functionality they really want. That’s not to say we’re not pragmatic! We take test coverage seriously. Hundreds of thousands of end users depend on our app, so if a bug happens during checkout, we’re losing people real business.

    Still, we’re not fearful about deploying (and deploying quickly) because we trust our deployment process. Abe and Andy are always on-call and everyone else on the engineering team is on a weekly rotation. If you’re on-call, you’ll cycle in to help with our error alert feed. This helps expose everyone to different parts of the codebase, yet everyone has support should they need help figuring out an issue.

  • Heavily Team Oriented

    Good humans are core to our company.

    What distinguishes us at Jane is that we’re truly a cohesive team comprised of good humans. Some of us like to surf together (Pleasure Point is just half a mile down the road), play music together, and the list goes on. We also have a company-wide happy hour every six weeks. Our friendships extend beyond work, and we think that speaks to how bonded we feel as a team. It’s akin to being on a sports team really.

    We all have different lives and fully support one another. Some like to arrive at 8:30am while others arrive at 10:14am for our daily 10:15am standup. Some are regular cannabis consumers while others have never consumed it before in their life! Many people take a work-from-home day once a week, and we’re always open to flexible scheduling. (Need to pick your kid(s) up from school? Go for it!)

    We purposefully design our onsite interviews to be as human-centered as possible and we’ve gotten a lot of positive feedback: “That was unlike any onsite I’ve ever experienced!” is a common refrain. We have candidates meet with as many team members as possible, from engineering and design, to C-suite execs, to get a feel for what it’s really like to work here. The more exposure you have to the people at Jane, the better. After all, you’re not just interviewing for a job, you’re joining a team.

    At the end of the day, we all pitch in to get things done and feel collective ownership for what we’re building. All accomplishments are co-accomplishments. 🙌


  • Bonded by Love for Product
  • EQ > IQ
  • Creative + Innovative
  • Start-to-Finish Ownership
  • Continuous Feedback
  • Promotes from Within
  • Continuous Delivery
  • Heavily Team Oriented

Company Properties

  • B2B
  • B2C
  • Technical Founder(s)

Team Members

  • 1 Data Scientist
  • 6 Full-Stack Engineers
  • 2 Product Designers
  • 1 Product Manager (who was formerly an engineer)

Vacation Policy


Tech Stack

Backend: Ruby on Rails. Frontend: ReactJS + Typescript.

Interview Process

1. Initial phone interview

2. Technical interview with a team member

3. Video interview with CTO

4. Offline coding challenge

5. Final on-site interview with the team at our HQ