Engineering at The Mom Project

At The Mom Project, we’re committed to helping women remain active in the workforce in every stage of their journey, and we’re proud to work with employers who are committed to designing and supporting a better workplace. The core of our vision is to connect moms with economic opportunities that wouldn’t be reachable to them otherwise.

Job Openings at The Mom Project

Top Engineering Values

Each team is asked to select, explain, and rank their top 8 values in order of importance.
  • Work/Life Balance

    No one should have to choose between family and career.

    At The Mom Project, our mission is to build a better workplace for women, parents, and the businesses they support. To do this successfully, we believe in creating a healthy work/life balance where we can put ourselves and our families first while simultaneously having fulfilling careers. This means we look for smart, talented people who are willing to take on a large amount of responsibility and give them the trust to manage their schedules accordingly. For example, Yiota, our CTO, likes to take a lunchtime Pilates class and Rocki, our Chief People and Equity Officer, has time scheduled on her calendar daily to work on her passion project, writing a book. Employees can also take advantage of several stipends, such as a $500 annual health and wellness stipend (which can be used for things like gym memberships, meditation apps, new running shoes, etc) and an $80 monthly WFH stipend (for items you’d typically find in an office, ordering coffee, etc.). We also offer a subscription to Talkspace, a behavioral health therapy platform, at no cost for employees and their dependents.

    Ultimately, we lead with empathy and heart and strive to ensure high-quality work isn’t mutually exclusive with prioritizing your passions, hobbies, time with family, and other commitments.

  • Fast-Paced Environment

    We’re working to create a billion dollars worth of economic opportunity for moms.

    We have ambitious goals and it’ll take agility, flexibility, dedication, and hard work to reach them. While it has always been hard for new moms to reenter the workforce, the COVID-19 pandemic forced women to leave the workforce at a drastic rate. In 2020 alone, women globally lost more than 64 million jobs, costing them at least $800 billion in earnings. We’re working with a sense of urgency to dramatically change this landscape and rewrite the narrative. This means that we’re not afraid to rapidly iterate on our product and shift directions based on our learnings. While we work in quarterly planning cycles, we’ll adjust the roadmap whenever it makes sense and we find it adds more value to the business.

  • Rapidly Growing Team

    In the next six months we’re planning to double our team size (or even sooner, if possible).

    If the pandemic taught us anything, it’s that companies are becoming more willing to offer flexible job options, especially with many facing talent shortages. As more schools are reopening, it’s a good time for parents who left the workforce to look for jobs, which happily means more work for us as well. The engineering team currently has three subgroups: employee experience, infrastructure, and talent experience. As we continue to scale, we’re looking to add to these teams and eventually spin off new subgroups well.

    We recently raised a $80M Series C, which will help us accelerate significant investments in our products, offerings, and customer partnerships. In other words, we can’t hire fast enough, so if it sounds like a good fit, please reach out!

  • Team is Diverse

    We aspire to be a company that embraces multiple dimensions of diversity.

    When people think about us, they naturally think, “Oh, it’s a great place for moms to work.” And that’s true (see our very next value). But we’re not stopping there. We recognize the intersectionality of all women and the diversity of all types of people. To us, diversity is more than just race and gender, it’s about including veterans, the LBGTQ+ community, people of different cultural backgrounds, neurodiversity, and more. We want people from all walks of life to feel welcomed at The Mom Project and at its core, this means creating a culture that’s all about empathy and heart.

    Presently, we have five employee resource groups, as well as a diversity council and diversity training. We also just welcomed Rocki, our Chief People and Equity Officer, to the team and are excited to have her expertise as we grow. At the end of the day, we plan to lead with empathy and heart, to foster an environment where everyone feels included and that their voice is heard.

  • Ideal for Parents

    More than anyone, we understand that family comes first.

    As a company dedicated to fostering diversity, equity, and inclusion within the workforce – especially when it comes to parents – we walk the walk. We have benefits that are industry-groundbreaking. In addition to generous miscarriage leave and parental leave (12 weeks paid plus 4 weeks paid at 100% flex-time to ease return), we also offer Progyny family planning and fertility services, including adoption and surrogacy reimbursements. We even have pet insurance for those on our team who are pet parents.

    There’s the saying that it takes a village to raise a child, and we truly have that community feel at The Mom Project. Not only do we know each other’s kids’ names by heart, but we also are happy to see them on Zoom calls attending any of our meetings. You’ll always have someone who understands what you’re going through as a parent (from blowouts to driver’s ed) or who can share advice if you’re considering becoming one yourself. Whether you’re taking care of a newborn or a teenager, we are here to support you!

  • Flexible Work Arrangements

    We pride ourselves on having a flexible, remote-first approach.

    While we have several large concentrations of team members in places like Chicago, Portland (OR), and the Bay Area, our team members span the U.S. and we are remote-first. Working in different time zones helps ensure we have plenty of coverage and flexibility is baked into our culture. Outside of set team meetings, engineers can choose when and how to get their work done. Need to pick up or drop-off the kids from school? Go for it. Coaching afternoon soccer practice? We’re here for it. Nobody expects you to be green on Slack all of the time. Since we champion flexibility, a lot of our communication is done asynchronously and we make sure to record important meetings so team members can always stay in the loop.

  • Engages with Community

    We go above and beyond to serve our community.

    It’s safe to say we’re all bonded by the drive to create a more equitable, diverse, and inclusive community. Not only is this crucial for the platform we’re building, but it’s also important to us as individuals. We look for any opportunity to connect with the moms (and parents) we aspire to help and the companies that are excited about hiring them. In pre-pandemic times, we would host networking events for moms, and are looking forward to connecting again in-person when it’s safe to do so. Our online forums are also a great place for moms, parents, and allies to meet and support one another.

    We’re also dedicated to empowering and serving women of color with our non-profit, RISE. In addition to providing scholarships for upskilling certifications, we help over 10,000 women of color with job placements by harnessing the power of community and support systems. The RISE program hosts community events, provides professional support for optimizing resumes and LinkedIn profiles, interview prep, and much more. We dedicate a percentage of all of our clients revenue to RISE.

    Another way we engage with our community is through RALLY, a program that’s designed to give moms a space to connect for 1-on-1 advice on topics like resume writing or how to enter a certain field. Our RALLY session guides help maximize these sessions.

    While engineers might not interact with clients on a day-to-day basis, being able to empathize and understand their pain points it’s crucial for helping us build the best product possible.

  • Continuous Feedback

    Effective feedback is integral to our growth.

    We’re always looking for ways we can make both the product and ourselves better, and feedback plays a crucial role. New engineers who join the team can expect to collaborate closely with others on the PED team (product, engineering, and design) as well as the community and user research teams. It’s important that we make sure we’re not just giving regular feedback to one another, but that even if it’s critical, we’re always speaking to one another in a safe and effective way. To do so, we’ve brought in coaches to help us hone our communication and feedback skills.

    You don’t have to wait for 1:1s with your manager to share how things are going or thoughts you have for making our product better. We encourage everyone to speak up, and speak up often. Creating tight, effective feedback loops will help us continue to grow and learn together so we can build the strongest product possible. If you’d like to join a mission-driven startup, we’d love to hear from you!


  • Work/Life Balance
  • Fast-Paced Environment
  • Rapidly Growing Team
  • Team is Diverse
  • Ideal for Parents
  • Flexible Work Arrangements
  • Engages with Community
  • Continuous Feedback

Company Properties

  • B2B
  • B2C
  • Remote-OK

Team Members

  • 30 Engineers
  • 4 Product Designers
  • 12 Product Managers

Vacation Policy

20 work days (4 weeks) annually and employees can accrue up to 6 weeks with rollover days 9 designated holidays and 2 floating holidays

Tech Stack

Backend: Ruby on Rails, MySQL, Elasticsearch, Lambdas Frontend: React Infrastructure: AWS, Docker, Terraform CI: GitHub, Jenkins

Interview Process

We typically start the interview process with an intro call to learn more about each other.

We then move on to a short, time-boxed take-home exercise structured in a way to be representative of what a real project could look like.

We finish with a round of team interviews consisting of both technical and non-technical interviews.