Engineering Team at Rover

We’re your rainy-day-dog-walkers. Your every-day-belly-rubbers. Your middle-of-the-night-pee-breakers. Because we get it—your dog is family. And when you can’t be there, you can trust us keep your dog happy, healthy, and sweet as ever. But it’s not just about dog love. Rover is also an award-winning technology business committed to making pet care safe, easy, and affordable so that everyone can experience the unconditional love of a dog.

Job Openings at Rover

Top Engineering Values

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

    Devotion to each other as people is one of our core values.

    Yes, we work hard, but our families, personal emergencies, and life events trump business matters every time. There are no expectations of working crazy hours, and to ensure that we aren’t always forcing ourselves to choose between deadlines and life outside of work, we spend a lot of time making sure our sprint commitments are reasonable and well-scoped. Our office is incredibly dog-friendly (in fact, there are anywhere between 30-50 dogs at the office on any given day). As a result, we’re never too far removed from our loved ones. Finally, we host a wide variety of events including happy hours, ski trips, art classes, and wine tastings. We strive to be serious performers, but we don’t take ourselves too seriously and make sure to have fun too.

  • Fast-Paced Environment

    You will ship production code on your first day.

    The time between merging your code and deploying to production is typically an hour or less. We are on full continuous integration and our deployments are completely automated. We’re also proud to have little to no bureaucracy, and don’t spend time debating who’s responsible for what. With minimal overhead, a fast deployment process, and our team members sharing an attitude of “get it done,” we’re able to quickly iterate. As a result, engineers feel empowered at Rover. We’re given the ability to make changes and are free to work on large, interesting projects without people telling us to slow down. You can expect to spend most of your days writing code (80%), and while we do have a quality bar, it’s not so aggressive that you’ll feel burdened by it.

  • High Quality Code Base

    We have >90% unit test coverage.

    We keep a high bar for testing on our team. All new code is expected to be unit tested, we share an extensive focus on documentation, and code reviews are never rushed. Lonnon Foster explains that the very first step in a thorough code review is to read the tests that back it. “Not only does this insure there are tests, it gives a good overview of how the new code is intended to be used. Good tests serve as documentation for how their code is supposed to be used.” You can read more about our code review standards, and how it contributes to our high quality code base.

    All code goes through code review, is one practice. We have a culture of measuring everything, a culture of granular metrics to monitor the health of our system. We also try to make sure that teams have clearly defined areas of ownership. This ensures there are multiple people who are familiar with multiple parts of the code, and that there is always someone who can review your code if you’re making a change to a specific area. We try to have ownership scoped in such a way that no part of the code is not owned. AKA someone always owns that part.

  • Safe Environment to Fail

    We have granular monitoring in place to make it easy to see when bugs are shipped.

    Our production systems have failsafes in place to give our engineers peace of mind when deploying. Deployment rollbacks are easy (it’s just one click) and blameless. We use the 5 Whys when determining the cause of production issues. This process is about identifying the root cause for an issue rather than assigning blame. (Our 5 Whys is associated with our rollback, which is blameless.)

  • Rapidly Growing Team

    Our team is growing rapidly! We have ~50 engineers right now, and are looking to double in the next year.

    Our engineers are scaling our business in 11,000+ cities across the US and Canada, and we need help to do it. A service is booked on Rover every 4 seconds, and that’s the start of it. It’s an exciting time for Rover, and we need more engineering resources to maintain the same quality, while also expanding to additional cities and families.

    Our onboarding process is smooth and frictionless, which means that almost everyone ships code on their first day. We’ve made it so that your initial setup will take 4 hours or less, and include reading some documentation and running some scripts (very automated). Whether it’s fixing a simple bug or a database migration, people really do ship sprint work on their first day.

  • Start-to-Finish Ownership

    We want everyone in every department at Rover to take ownership of their work and push the boundaries of their skills.

    One way that we empower everyone to do this is through data literacy. When a program manager has to wait on an analyst to fetch data for them, it disempowers both the manager and the analyst. Neither party has autonomy over both the data and the decisions it’s driving and overall speed of decision-making is hindered. It’s a no-win situation. This is why we’ve created an environment where everyone has the tools and skills they need to explore the questions on their mind, and can immediately deep dive.

    One of our Data Engineering team’s main priorities is propagating this culture that’s steeped in data literacy. We’ve been training up more people with a basic analytics skill set (including knowledge of basic data and statistical methods, writing SQL queries, and using spreadsheets and reporting tools to make pivot tables and charts). You can read more about how Rover does Big Data to empower individuals at the company so that they can own projects end to end.

  • Cross-Department Collaboration

    All of our engineering teams do rotations with our Data/DevOps teams who we call the Jindos.

    We are a highly collaborative company and have done our best to remove barriers between teams and departments. One of the way we increase cross-pollination between our engineering teams is through a Jindos rotation, when members of each tech team spend two weeks with the Jindos. During the rotation, we participate with the Jindos on their current projects and go to their daily sprint meetings. We’re essentially embedded on the team for 2 weeks. It’s a great experience because it gives us an idea of what the Jindos work on, what their pain points are, and offers a more developer-oriented perspective. Additionally, it gives us the opportunity when we are not wearing our Jindos hats to better support them in case they are short on staff or otherwise require assistance from a developer.

    In discussing his experience in Jindos rotation, Albert Hopkins said, “I was able to offer my Python programming and packaging experience to a software project that they use and maintain. At the same time I was exposed to a host of tools and technologies that I was not aware of before, but I can now take with me in my day-to-day activities.”

  • Impressive Team Members

    We have great senior developers and mentors with various backgrounds.

    Some of our team members joined Rover from large companies like Microsoft and Google, and many others previously worked at smaller companies and startups. Our collective work experiences and backgrounds are advantageous, and we are constantly learning from one another. We also have the Rover Women’s Network. We are proud of our dedication to the advancement and inclusion of women in tech. Rover’s Women in Leadership speaker series brings female executives and entrepreneurs to Rover HQ to talk about their journeys to success.


  • Work/Life Balance
  • Fast-Paced Environment
  • High Quality Code Base
  • Safe Environment to Fail
  • Rapidly Growing Team
  • Start-to-Finish Ownership
  • Cross-Department Collaboration
  • Impressive Team Members

Company Properties

  • B2C
  • Technical Founder(s)

Team Members

  • 45 Full-Stack Engineers
  • 7 Product Managers

Vacation Policy

Family and life events will always trump business. We offer 4 weeks of paid time off annually, holiday pay, and the ability to earn a 5th week of PTO by using Rover. Work shouldn't get in the way of life. That's why we offer maternity leave (10 weeks fully paid and up to 7 weeks of STD at 60%) and paternity leave (10 weeks fully paid).

Tech Stack

Python, Django, React, Redux, MySQL, Postgres SQL

Interview Process

1 hour technical screen, code HW, onsite loop