Engineering at Mode

Mode is building a world-class platform for data scientists, analysts, and everyone else who needs to ask and answer questions with data. Our product is an integral part of data science workflows at Lyft, Twitch, Shopify, and thousands of other data-savvy organizations.

Job Openings at Mode

Top Engineering Values

Each team is asked to select, explain, and rank their top 8 values in order of importance.
  • Safe Environment to Fail

    You can’t innovate if you’re afraid to fail.

    Our success rests on our ability to keep innovation alive at every level of the company. We know that the fastest way to suppress innovation is to make it unsafe to fail, which is why we’ve worked hard to ensure that everyone at Mode is able to take risks. We’ll try something out even if we’re not 100% sure it will succeed because we know that as long as we did the best we could to de-risk it, no one will shame us if it doesn’t work out. In everything we do, we have a “Shared Responsibility, Shared Risk” mentality.


    Making it safe to fail requires a blameless post-mortem process, and for that, we have After Action Reviews (AARs). During an AAR, we start with the assumption that everyone did the best they could with the information they had at the time. Participants focus on how to understand and improve the systems and processes that led to the failure, rather than who did what wrong. We use these meetings as opportunities to reinforce that Mode is a safe place to fail, build stronger safeguards against future failures, and bring the team closer together.

  • Actively Practices Inclusion

    Inclusion is top of mind in everything we do.

    We want to make sure everyone at Mode is included, even interview candidates. All of our processes are designed to be inclusive to all of us and guard against implicit biases. Below are just some of the ways in which Mode practices inclusion.


    Meetings:

    • Facilitators create intentional space is created for quiet folks to speak up.
    • Agendas are set ahead of time, so everyone is able to come to meetings prepared.
    • A designated note-taker ensures that there is a clear record so people can review outcomes later.
    • Note-taking duty is distributed equitably.

    Interviews:

    • All candidates get the same interview experience with a clear, specific set of criteria.
    • We require all interviewers to be trained in implicit bias.
    • Our interviews, as much as possible, attempt to simulate the things that come up in real, everyday work situations. We don’t ask people for esoteric trivia.

    Growth:

    • In addition to continuous feedback from their managers, Mode engineers receive quantitative and qualitative feedback using our performance framework once a quarter. Transparent performance evaluations are important for inclusion.
    • New engineering ICs get an “onboarding buddy”—a mentor and helper who can give context on the company and help answer questions that might come up.
    • Engineers work with their manager to set goals and create a personalized growth plan in areas that benefit both them and the team.

    Events:

    • Events are planned with everyone’s unique needs and situations kept in mind.
    • Company events don’t revolve around alcohol.
    • Company events almost always take place during working hours.
  • Fast-Paced Environment

    We are in an exciting and fast-paced market and love to ship.

    Data is in demand right now. In this high-growth market, we like to make decisions fast and learn along the way. As a result, we've created a fast-moving team that thinks about how to reduce time on feedback loops and delivery.


    To that end, our deployment pipeline moves quickly. We practice continuous deployment to our pre-production environment, work according to agile development principles, and promote the latest stable code to production at least once a day. To decouple deploys from releases, we make heavy use of feature flags.


    That said, a fast-paced environment doesn’t require burnout. On the contrary, we can only ship as fast as we need to with a well-rested, energetic, and happy team. Mode’s leadership team sees value in people maintaining their lives and interests beyond the office.

  • Team is Diverse

    Diversity will never be an “initiative” for us. It’s the fabric of our culture.

    Our team is strong because it’s diverse: the variety of perspectives at Mode results in more ideas to explore. Diversity at Mode comes in many forms, both visible and invisible, and we value both. Our engineering team has twice as many women and non-binary folks, and three times as many underrepresented minorities, as the average engineering team. Our executive team has more than four times as many women as the Silicon Valley average.


    Inclusion is one of our core values, and we don’t believe that it’s possible to have an inclusive team without diversity. Inevitably, homogeneous teams will fail to notice the ways in which they are not inclusive. No matter how good intentions are, there is no substitute for bringing together people from different backgrounds.


    Curious about our team? Get to know us by browsing our team page.

  • Open Communication

    Information should be available to everyone.

    Everyone at Mode has the resources at hand to answer questions or validate assumptions. After all, this is one of the core value propositions of the software we are building. Every team member is an owner of the company, so progress is reported frequently and transparently. This information is typically shared in the form of presentations about company financials and direction at our weekly all-hands meetings, as well as through reports that display core company metrics.


    After much thought and consideration, we (excitedly!) decided to begin hiring fully remote engineers in 2019. While we knew it wouldn’t be perfect at first, we have been thoughtful about supporting distributed team members. We've invested in state-of-the-art telecommunications hardware and software, now run meetings as if all attendees were remote, and make decisions in forums where remote members can participate.


    If you work out of our office in San Francisco, you’ll sit with your cross-functional team (product, design, engineering, and customer support). In that office, we have a quiet room for when you need a break from the open office layout and office pups who lovingly sit nearby.

  • Product-Driven

    Code is a tool, a means to an end.

    We are product-focused engineers who look at code first and foremost, as a tool that we can use to make a positive impact on the world. Code in a vacuum, or a product with no users, doesn’t have any impact. We’ve built a product-centric engineering organization for people who are driven by a desire to contribute to something larger than themselves. As a result, every engineer at Mode has a significant influence on our product. Having context for what we build allows us to have meaningful discussions about product tradeoffs, and sometimes even sales and marketing strategy.


    Our product-driven culture stems from Mode’s earliest days. Having worked on data teams at Facebook and Microsoft, our founders have had extensive experience in our product domain. They met at Yammer, where they collectively led sales, monetization, and product analytics. In 2013, they brought their vision and a team to life, and Mode was born. As our company and team has grown, more and more people have had a significant influence on that vision.


  • Promotes from Within

    Four out of our seven engineering managers were promoted internally.

    In general, we think companies under-invest in coaching, training, and growing people. There’s an enormous amount of untapped potential in people who have intrinsic intellectual curiosity and raw cognitive horsepower. We find those people, invest in them, and watch them grow at an incredible rate.


    As one of many examples, Bindu Mohan was hired as a Senior Engineer and was recently promoted to Staff Engineer. She is currently our only Staff Engineer, and that is the highest IC engineering level we have defined at Mode. We also support those who are interested in a managerial track. In engineering alone, four out of our seven people managers were promoted from within.


    We provide a $2,000 yearly educational stipend for folks to stretch themselves during their time at Mode, even if it means you’ll outgrow the role you were initially hired for. We also use our own version of Medium’s engineering performance framework, Snowflake, to make it crystal clear what career progression looks like for all engineers. Compensation bands are tied to titles and levels, and levels are determined by Snowflake points, which are completely transparent. If you want to know how you’re doing or how you can grow, we have no secrets.

  • Rapidly Growing Team

    Mode is positioned to become the next big thing.

    Mary Meeker recently said, “If it feels like we’re all drinking from a data firehose, it’s because we are.” Everyone has more data than they know what to do with. The world is increasingly aware that effective data use makes or breaks companies, and Mode is rapidly creating a world-class solution to that exact problem. We have a growing customer base, and we’re working on some incredibly innovative solutions to their problems, but there’s so much more we could do if we tackle more of them in parallel. That’s why we are hiring rapidly. In the next 12-18 months, we plan to roughly double our engineering team from 35 to 70.


    We raised a $23M Series C round in early 2019 in order to respond to ever-increasing market demand for what we’re building — a better way for businesses to leverage their data. We are hiring engineers across the board, both in San Francisco and remote, and encourage you to take a look at our open roles!

Values

  • Safe Environment to Fail
  • Actively Practices Inclusion
  • Fast-Paced Environment
  • Team is Diverse
  • Open Communication
  • Product-Driven
  • Promotes from Within
  • Rapidly Growing Team

Company Properties

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

Team Members

  • 15 Back-End Engineers (Applications & Services)
  • 2 Brand Designers
  • 4 DevOps Engineers
  • 13 Front-End Engineers
  • 5 Product Designers
  • 6 Product Managers

Vacation Policy

At Mode, we believe that taking time off for vacation and other personal needs is essential to the health and productivity of every employee. To this end we offer unlimited paid time off for all Mode Employees.

Tech Stack

Go 1.3, Rails 5.1, Ruby 2.6, Java 8, PostgreSQL 9.4, TypeScript 3.5, Angular 8, AWS

Interview Process

1. Intro call with recruiting team

2. Technical phone screen with someone from Engineering Leadership

3. On-site (in-person or remote)

4. References

5. Offer

Our interviews are intentionally designed so that candidates can share their strengths with our team. All our interviewers are trained in implicit bias and we follow a structured process so that candidates have a consistent experience and are given a fair chance. We’ve designed our process to attempt to simulate the things that come up in real, everyday work situations - we won’t ask you to solve esoteric puzzles or write perfect syntax on a whiteboard.