People are internally, intrinsically motivated. You want to feel like you’re on a team all working towards a common goal and that you don’t want to let your teammates down. There an incredible sense of camaraderie at BuildZoom and we want to continue bringing on people who inspire us and can draw inspiration from us. On paper, our team members are incredibly impressive. Collectively, we have graduates from Ivy League and top 20 schools, MBAs from the best business schools, and years of experience working at large corporations, investment firms, and successful startups. Our expertise is recognized externally as well. For instance, Issi Romem (who we call our Economist in Residence) is frequently quoted and referenced by major publications like the Wall Street Journal or the New York Times. Aside from everyone having a high degree of cognitive ability, we are also a very emotionally intelligent group of people. We put a lot of emphasis on good communication and building relationships, both of which are musts for our future hires. You can read a little more about who we are or if you’d like to meet us, let us know.
We’ve toured the country playing music, performed SOC and ISO audits, and run professionally. We are a team of pet (and human) parents, entrepreneurs, and amateur bread bakers. While we’re proud of our collective personal and professional accomplishments, we believe what makes us most impressive is how each member of our team embodies Aptible’s company values.
We take our values seriously and are constantly blown away by the degree to which our team lives by them. As one of many examples, we measure commitments through company-wide OKRs that are then translated into OKRs at the team level. Those team level OKRs are then divided into weekly/sprint level goals. We hold each other accountable by having daily syncs, and as part of the larger Aptible organization, during our weekly all-hands meetings where we discuss how each team and the company are tracking towards our goals.
Everyone at Aptible loves the mutual support and camaraderie of a strong team that wins together. We measure our commitments carefully and hold each other accountable, which means we’re able to deliver more to our colleagues and customers in the long run. We fail often and early, and learn from it. We value and respect teaching as the best way to learn, and make time to share information openly. We think and talk a lot about how we can improve, and work hard at it. We ask “why?” a lot in order to understand root causes.
Enable immigrants to use their data to land on their feet
San Francisco, New York, or Remote (North America only)
We recognize that we are only as great as the sum of our parts and believe that every individual at Nova makes a meaningful contribution in knowledge, expertise, skill, personality, and/or perspective. We go above and beyond to find talent from diverse places. At Nova, you'll find people coming from not only top schools but also non-traditional backgrounds.
We’re on a mission to help immigrants gain representation in the financial sector, and no one understands the problem better than our founders. Loek (CTO), Misha (CEO), and Nicky (COO) met and started Nova while they were at Stanford. As immigrants themselves, they were excluded from the financial system in the U.S., which made it incredibly hard to do things like build credit and sign a lease. For all of us, working at Nova is more than a job. We fully believe in the mission, and many of us have also felt firsthand the pain points we are working to solve. As one example, Damira shares her story as a former lawyer and refugee, and why she’s at Nova.
Since Nova’s founding, we have assembled the best investors, advisors, and team to see it through. We have collective experience from Adobe, Bain, Carta, Credit Karma, Docker, Dropbox, Goldman Sachs, Google Ventures, Kiva, McKinsey, Zenefits & more.
As a Novan, you’ll be able to advance your career by connecting with experts and receiving mentorship through our amazing community of industry leaders and investors, including Y Combinator, First Round, General Catalyst, Index Ventures, NYCA, Moderne Ventures, Core Innovation Capital, CFSI, and SVAngel.
Our founder is Moxie Marlinspike and our technology - the Signal Protocol - has been adopted by WhatsApp (the largest messaging platform in the world), Facebook Messenger, and Google Allo. It protects a billion daily active users through WhatsApp alone.
We’re open to hiring people from a wide range of backgrounds. You don’t need any particular expertise in security or encryption. We’re looking for experienced designers and engineers with a passion for delivering simple, elegant and reliable software. Meet some of our current team members here:
Our engineering team is split between Kyiv, San Francisco, and New York, and each location is a hub of amazingly talented and dedicated people.
One of our youngest engineers has given 22 talks in five countries over the last three years about various frontend topics. In doing so, he has gradually overcome a childhood habit of stuttering. Other team members have completed Ironman competitions, marathons, and triathlons. One of our engineers is an international algorithm competition winner. And yet others paint, sing, rock-climb, rap, and dance hip-hop. Another one of our engineers is a former lawyer and teaches at Berkeley Law. One of our product managers is publishing a fiction novel, and yet another makes a mean tiramisu. Get to know some of us on GitHub.
We have an open culture of sharing and collaboration that encourages learning from one another. Engineers are readily available to help each other in a variety of ways, from our supportive #engineering Slack channel to our platform teams running live support on-call, to lunchtime conversations about an engineer’s latest vim revelation. We have thriving frontend and backend engineering groups with engineers who geek out over things like the finer points of site performance and the differing architectures for a data store. Participation happens at all levels, from our VP of engineering giving a tech talk on the architecture of Pac-Man to our new grads giving presentations to the engineering team about the refactor that they worked on. NerdWallet engineers lift each other up while continually raising the bar for themselves. We believe that we have an obligation to be better tomorrow than we were today.
Probabilistically, we are going to fail. It’s the hard, but very real, truth here in Silicon Valley. That’s why Alto wouldn’t have even started unless we positioned ourselves -- to the best of our abilities -- for success. Our investors have expertise in this field. Our engineering team has experience growing startups. Collectively, we’ve learned valuable lessons about what works and of course, from our many mistakes in the past, about what doesn’t. (One of which is putting “growing quickly” second to “growing wisely.")
Meet our Product Team!
Labor Automation Cloud Platform
New York, Toronto, and Lexington (just outside of Boston)
WorkMarket has been around for 7 years and has, especially for a New York-based tech company, kept a low profile. However, we have an incredibly strong and experienced team. (You are free to find us on Github/LinkedIn, and reach out! We have alumni from Google, Spotify, NYTimes, Aol, and many many others.) We focus on diversity and engineers from different ethnic backgrounds, gender and age to promote best thinking coming from different origins.
Our investor and board of directors roster is also impressive, including Fred Wilson of USV (our first investor/board member) and Seth Levine of Foundry Capital (our latest investor/board member). Accenture joined our latest round, and they have been a wonderful rubber stamp on the validity of our mission and have been excellent financial partners in our journey.
We expect to be amazed and inspired by every new person. We know from experience that this can happen in many different ways. However, the end result is always the same - the team feels disproportionately stronger with them on it. This is a big reason for why many of us joined Wove. Much of the team is made up of people who have worked together in the past, had extremely positive experiences doing so, and valued these experiences highly enough to follow each other here. Ten out of the 17 members of our current team know at least one other Wover from beyond the company.
This does not stop at our immediate team. We are similarly impressed by our investors, who are industry veterans with a wealth of experience, and frequently lean on them for guidance. We are a well-funded Series A startup that has raised $12mm.
We never hire someone based purely on their CV or accolades; our assessment process is designed to find people who are highly skilled, but also aligned with our values.
Most fashion companies don’t have true technical DNA. We, on the other hand, made this a priority from the very beginning, and it is our technical team that gives Thread a real edge over our competitors:
Other companies like to point to names on their board or executive team who came from prominent, public companies as a sign of the caliber of their workforce. We simply invite people to our offices. The caliber of people at Inntopia is exceptionally high. A recent remote hire, after meeting people in person for the first time, took a few minutes on the following company meeting to say how incredibly impressed he was by the concentration of talent in our ranks. Maybe some of us would be household names if we had sacrificed family and lifestyle in a charge to the top of the ladder, but we didn’t. We believe there are more important things and that allows us to gather incredibly talented individuals who feel the same way.
1 Open Positions
United by a single passion—to build better products—we were born to fit the current business climate. Our leadership team helped build the products for once-tiny startups that are now ruling the marketplace. At Connected, we’re using that knowledge to help companies focus on product, move fast, and deliver. Without any VC funding to speak of (we’re self-funded), we’ve grown to be over 150 people in under 4 years (doubling every year). Read more about our CEO Mike Stern and our VP of Engineering Damian McCabe. More bios available here.
To give an example, we can highlight Tony the latest person to the developer team. Tony has worked at a few startups before Peergrade, including another YC company. He has contributed to more than 100 open source projects and authored a book on tmux (The Tao of tmux). We believe more in great ambition than in a great CV, and value intelligent people with ideas. If you are really good at what you are doing, why should you come work at Peergrade? We would love to work with you, learn from what you know and help support you in shaping our product, our culture, our vision and our company. You would get a lot of freedom, we will never bug you down with any bureaucratic tasks and we would focus all of our effort on making you as effective as possible.
1 Open Positions
Our employees all have different work and life experiences. For example, Joy previously worked in advertising, while another trainer Crystal (a California to New York transplant) has a background in the education space. That said, we have one important thing in common: we all have a contagious passion for life and helping others.
While it wasn’t on purpose, we’re currently a 100% female team. We have plenty of male clients and aim to be inclusive of all walks of life so it’s top of mind to diversify.
Our culture is tight-knit and we want the engineering team and any new hires to be part of that. For example, on Shannon’s birthday all of our team members were at the gym until midnight celebrating because we have fun together and truly feel like a family. Upcoming team-building events will include a SoulCycle class, a mental health workshop, going to brunch, and having a Dirty Dancing viewing party followed by a cooking class. We’ll fly all of our remote team members out so they can join, too.
Meet us on our team page.
Working at YC means working with an incredibly smart, knowledgeable, and interesting group of individuals. The ability to learn with and from one another is likely one of the best perks about working at YC. Our partnership has deep expertise starting, growing, and running companies. To name a few, our CEO Michael Seibel was the founder of two YC companies: Justin.tv and Socialcam. Our CFO Kirsty can tell you anything you need to know about financing a company or fundraising. YC’s General Counsel Carolynn invented the SAFE, a convertible investment type that’s become an important part of startup investing. Paul Buchheit is the creator of Gmail. Ali Rowghani, the partner who runs our Continuity fund, was formerly the CFO of Pixar and COO of Twitter. The list goes on. We bring together a diversity of skills and experiences making YC a place where you can find inspiration every day from the people you work with.
Some software engineers at YC are former YC founders, and others have worked at startups before or are interested in starting one of their own one day. All of our current engineers are senior, but we’d gladly hire an engineer early in their career that’s eager to learn and develop their technical and product skills.
1 Open Positions
While some of our engineers studied computer science at schools like Yale, and have experience building products that have amassed millions of users at Twitter and Spotify, we’re mostly impressed by how interesting and diverse our team members are. There’s something very special about working with folks who are passionate about non-technical things, like improv, photography, and fitness to name a few. Our team members are at different stages of life (some of us are recent college grads, some of us are parents), but we all love using our hands to build something that is immediately visible and useable by our users.
All of us feel connected to our mission and genuinely want to help people. Even if you aren’t a homeowner yourself, it’s easy to understand how important and momentous buying a home is, and we wholeheartedly want to make the process better for everyone. While we are steadfast in our mission and work hard as an early stage startup, we’re also a compassionate group of people. We want to hire people who care about others, share our level of compassion, and also view working at Ribbon as more than just a job.
Angazans tend to be quietly impressive. You’d never guess that we’ve built deep sea exploration robots, designed the Tesla UI, helped scale Yahoo 14x, developed the Linux kernel, won juried photography competitions, established Grameen’s Kenya operations, or were named to Forbes’ “30 under 30” list.
In fact, typing out that list felt painfully and distinctly non-Angazan, and we’d be just as happy never to do it again. Angazans come from a broad base of backgrounds, but the common theme that binds us is our shared desire to apply our depth of experience towards helping lift people out of poverty. Most Angazans have the ability and privilege to choose from a variety of professional options based on the past efforts we’ve put into our careers, but the only thing you’ll hear us talking about is how we can solve the problems in front of us.
We have been lucky to surround ourselves with great individuals. Everyone on our team is exceptionally talented in their respective fields, and this statement extends to our advisors. From an operating perspective, each person has been at small startups and seen success (acquisitions) to building bigger companies.
1 Open Positions
We look for people who share our cultural values as well as our aptitude for building product.
We clearly acknowledge that trajectory is more important than state, taking bets on those who want to learn and grow over those who reckon they have it all figured out. When you take this approach, valuing growth mindset and self direction, you assemble teams that are not only impressive in their current state, but also impressive in their trajectory. Over the long term, teams that are introspective, eager to learn, and want to continually improve can grow their abilities in almost limitless ways.
We’ve gathered a group of impressive folks from top companies like Facebook, Google, Palantir, Quora, and Dropbox. Everyone on our team is committed to teaching and learning from one another, whether it’s in a formal manager or mentor capacity or just as a curious peer. We believe that every member of our team is either the best or has the potential to be the best in the world at what they do. You can meet a few of our team members and learn why people choose to continue their career at Asana on our blog.
Our co founders went through Y Combinator in 2014 and are well known in the blockchain space. You can learn more about our CEO Muneeb (Twitter, Medium, Github), and meet the rest of the team on our About Page. We are also grateful to have the confidence of investors like Union Square Ventures, Lux Capital, Shana Fisher, and Naval Ravikant.
Our leaders have deep domain knowledge, have founded multi-million dollar startups, and have often managed teams handling hundreds of millions of dollars in assets. They’ve mastered the logistics industry and know how to lead us down the right path.
Our engineers come from a variety of backgrounds, and we take special pride in that. We have seasoned engineers from the large, successful tech companies, who bring industry best practices and high standards. We also have product-minded ex-founders, brilliant newcomers, and more. We love having a diverse group on our team, and hope you’re the next to join us!
15 Open Positions
We’re currently a small, distributed team of 9 and have raised a $4M Series A, focused on empowering everyone to build the Internet. If this excites you in any way, you should reach out. Here’s who we are:
Kaizen is a Japanese term for continuous improvement. We fully embody kaizen and at every level, work to achieve small incremental changes in processes (as a team, as individuals, in our product) in order to improve efficiency and quality.
This commitment to improvement and bettering ourselves is what differentiates us from others. The reality is that most things decay and get worse over time. Organizations, products, and even people trend towards mediocrity over time due to inertia. We at Universe believe that with effort, process, and care, we can actually become better overtime. We as individuals want to get better every week, so that our product gets better every week. We want our individual contributors to get better every week so that our team gets better every week.
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