I think most people would be happier if they had more flexibility to choose when and where they work. Sometimes that just means coming in late or leaving early without the hassle or guilt. For some, it means being able to work remotely for short periods of times.
In tech, it's common for companies to support flexible work arrangements, but it's definitely a spectrum. From flexible start times to fully remote companies, see how different engineering teams have built their culture around flexible working arrangements.
We have recently redefined our engineering career ladder to better support both management and individual contributor (IC) tracks, both of which go up to the director level. It’s common for engineers at other companies to equate career advancement and management, but we don’t see it that way. We don’t want people to think about a move into management as a promotion. At Stitch Fix, we see it as a lateral move and people on the management track should be genuinely interested in managing. We’ve taken our time to define a robust IC track that does not require you to be a manager, but still provides opportunities to climb up to a VP equivalent, which is as high up as out management track goes without being the CTO).
Both of our career paths highlight resourcefulness. We want engineers at Stitch Fix to be motivated and self-guided, which is why so many have been promoted during their time at the company. While there are many individuals we’d love to highlight, Rachel Bobbins is a great example of someone who has leveraged her skills to take on new challenges. We will not hand you a set of tasks and a backlog at Stitch Fix, but we will definitely provide ample support and opportunities for you to develop your career in the way that best suits you.
14 Open Positions
For strong individual contributors, this means demonstrating technical leadership by example, and providing invaluable coaching in pull request reviews. For developers on the people management track, this can mean having direct reports or being a squad lead for a couple sprints.
Ali Dinani was a co-op student intern who has risen to be our Director of Growth. During this journey, he finished school while working part-time at CareGuide, and then joined as a full-time engineer. In the last two years, he has taken on more responsibility and leadership. Charing Wong is currently our Director of Product, but started as an engineer shipping features, all while demonstrating mastery of product management. Lakhveer Jajj started with us right out of university, growing his technical skills, rising to be a Senior Engineer, and is now leading us through significant technical challenges as a Director of Engineering.
Learn more about our team!
We don’t believe there is one right way to grow your career, which is why we offer multiple tracks. The first is remaining an IC, but gaining technical experience in one or more areas (the path to becoming an architect). The second is a project lead, where you’re managing the results of a project (in other words managing the efforts of people, but not directly responsible for hiring), and the third is being a people manager.
Elevating our own people within the company is important to us, especially as we grow. For example, Jacob M was in research to begin with, and has moved from architect to people manager. At least four team members have been promoted to their first ever people management job. Others have stepped into people management roles and then transitioned back to IC because they realized that’s what they enjoyed the most. Our goal is to understand where you want to go and help you gain the exposure and experience to get there. We’ve had mechanical engineers who are interested in software apprentice on the software team, while others have moved into sub-specialties such as computer vision. Whether it’s working on a new project, traveling to a different client, or learning a new part of the stack, engineers can own their career growth here. If this sounds like a good fit, we’d love to hear from you!
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. Evan started as a Senior Engineer and has since been promoted to Lead Engineer within a year, thanks to his drive to tackle challenging problems and lead technical initiatives on the team. In Evan’s 3rd month at Jane he launched Jane’s product review feature, and has continued to impact the product and cannabis industry!
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.
Leading Software-Powered Freight Forwarder
San Francisco, Bellevue, Amsterdam, and Shenzhen
Most ideas and initiatives start from the ground up, and we regularly promote and empower those who exemplify our values. Take Will for example. When Will joined the engineering team in January 2016, he saw that despite all of the cargo we were moving around the world, we didn’t have a carbon offset program. Together with Susy from the business side, he drove Flexport's partnership with the Carbonfund.org Foundation. They built carbon emissions reporting and provided a way for our customers to sign up.
After that, he made it possible for Flexport to model and coordinate the allocation of cargo onto carrier ships. He wrote detailed design docs, mentored his teammates, and acted as the glue between product, business, and engineering. Will has since been promoted to Staff Engineer, Engineering Manager, and then made the switch to Product Management, where he is now a PM for the Ocean Automation Team.
53 Open Positions
We pride ourselves on making sure everyone is engaged in work that is both fulfilling and challenging. Whether you want to grow as an IC or move into people management, our goal is to understand where you want to go in your career and help you gain the exposure and experience to get there. This starts even before you join the team, since part of our interview process includes a discussion about your career trajectory so we can understand what is important to you and help set you up for success. We’ve had engineers move up who started as interns from bootcamps and others who changed industries entirely.
In addition to regular performance reviews every six months, we always look internally first to see if there’s a good fit before kicking off a new role. In fact, we have a company-wide goal to fill 25% of new roles with internal candidates, and just in the last six months we’ve filled 37% of our roles internally!
17 Open Positions
Our founder highly values folks who can start from the ground up, and wants to help others level-up their careers. Once we feel you are a great fit in your role and have a solid track record within the company, we prefer to promote from within. This gives our employees a quick path to leadership roles without all of the large company bureaucracy that often makes it hard to reach the top. For example, Joy started as the 3rd financial trainer in the company. She raised her hand to take on new projects and initiatives and was rewarded for her hard work – she’s now Head of Trainer Academy. As she puts it, “it’s often a myth that there’s a meritocracy in the workplace, but we really do have that here.”
And she’s not alone – Alicia’s career grew to Chief Operating Officer while Caitlin has become Chief Marketing Officer. There’s a huge opportunity for creative self-starters who want to set and own the trajectory for their career growth.
1 Open Positions
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 promoted to Staff Engineer. She was the first Staff Engineer, one of two, 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, three out of our six people managers were promoted from within.
47 Open Positions
Our general philosophy within engineering is to hire everyone as an individual contributor to gain the respect of the team and then quickly promote from within. All of our engineering leads started as individual contributors. Two great examples are Bronwyn Perry-Huston and Dom Scandinaro, who have moved up quickly into leadership roles at Cameo.
With the recent hire of our world class Chief People Officer, Melanie Steinbach, career laddering and performance tracking is top of mind as we continue to scale. New teams are being built frequently, which paves the way for internal mobility! If you’re looking for a place to make a big impact in your role, we are positioned to be a great fit.
14 Open Positions
We believe people are the most precious and valuable asset to any company, so it’s no surprise we’re deeply invested in the career growth of all Karateers. In fact, our name underscores this. A “caret” is a symbol (^) used to express exponents. In our case, the caret symbol represents the potential exponential growth of the people we hire and reminds us to walk the walk as a human-centered company. We want to create opportunities for people to grow, and when they do, create roles that can match that growth. During every review cycle we have an active dialogue about who on our team has demonstrated the skills necessary to move to the next level, and what special projects or initiatives we can give to folks to help them achieve their potential. There’s also a strong internal pipeline since many of our staff engineers, like Jason, started as contract interview engineers. Several senior engineers have been promoted from within and we have a path for ICs to develop who don’t want to manage people, while others started as software engineers and have transitioned to management.
Want to List Your Company?
Submit a team profile!
Select 8 Values
Contact me (Lynne 👋)
Qualify Your Values
Reach Thousands of Devs
Find Value-Aligned Candidates
Have Meaningful Initial Conversations
Don't Fill Roles, Hire Teammates
You can post as many job openings as you want.