Engineering teams with impressive team members

When we polled our team, this was the number one voted value.

At Lumafield, we’re humbled to work with incredibly smart and talented people who are willing to share their knowledge. Folks on our team come from smaller startups as well as places like Google and Pixar. One of our mechanical engineers has previous experience working on software that’s similar to what we’re trying to build, while another engineer previously came from The New York Times. We are constantly learning from one another and view our varied backgrounds and perspectives as assets.

As a smaller team, we’re thoughtful about the team members we bring on and look for stellar engineers to help build the best product possible. This doesn’t necessarily mean coming from a big name company or university – at the end of the day we’re looking for people who are motivated and hard-working. As we continue to grow, we plan to build more junior talent, too.

Our team members have amassed decades of combined coding experience.

We are a team of pet (and human) parents, entrepreneurs, avid hang gliders, 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. We are committed to building a team of drivers, fostering high talent density by:

• Ensuring our compensation policy fairly and generously rewards the value that each team member brings to Aptible
• Investing in team feedback skills and building an environment encouraging of consistent feedback and learning
• Providing context, not control, by empowering team members with all the necessary information for their role, and eliminating as many unnecessary rules and organizational barriers as possible

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.

Sphinx was founded by engineers and technologists with deep experience across commercial and defense technology.

Our founders and early team members bring a vast amount of industry experience. Co-founders Hunter (CEO) and Sebastien (VP of Eng) were early members of the US Digital Service and senior employees of the Department of Defense (DoD) working to modernize DoD Technology programs, like GPS. As a team, we’d like to think that we’re the best at what we do, but we’re also humble and eager to share our knowledge. This means that having previous experience in the space is not a prerequisite! In fact, we’re actively looking for talented individuals with different backgrounds and viewpoints regardless of what stage in their career they’re at. We don’t care about your pedigree and aren’t looking for a certain company name or university on your resume. Instead, we want folks who are motivated to make themselves better. If you’re the type of person who loves teaching yourself new things, you’ll fit in well here.

We’re transforming access to crypto.

Co-founders Chandan and Jon started CoinTracker in 2017, when they were trying to track their hobby crypto investments and couldn't find a good platform to do so. “We literally had 15+ wallets, exchanges, and a Google Sheet trying to keep track of all of our transactions. It was a disaster,” says Chandan. “We added formulas, Google app scripts, and eventually it took two minutes for the page to even load. We knew we had to build something better.” It was a problem that extended not just to those casually investing in crypto, but also to more serious investors. Chandan and Jon wrote a post on reddit about how they quit their jobs at Google to focus on solving this problem by building a best-in-class product. Before that, Jon built and scaled TextNow from zero to 200 million downloads.

Another impressive team member is Shehan, our Head of Tax Strategy. He’s one of the few CPAs in the country who is an operator and expert on cryptocurrency taxes. Shehan was excited about establishing himself as a leader in the field and building a public image for himself and crypto taxes – and we’ve encouraged him every step of the way. He operates like an entrepreneur within the company, and his passion has led to great results. For instance, you can check out several of his articles on our blog, or find him on Twitter, where he’s built a dedicated following. He’s also taken the initiative and successfully landed some critical partnerships for us, including this deal with Wolters Kluwer (the largest tax professional software provider in the world), to help tax practitioners better serve cryptocurrency clients.

While a person’s pedigree and resume aren’t what impress us most, it’s worth mentioning that several of our team members are seasoned in building companies from the ground up. We’re humbled to work alongside folks who were early employees at Coinbase (#2), Kik (#2), Zapier (#17), and other great companies like Airbnb, Apple, Google, and Shopify.

NerdWallet engineers have both the depth and breadth necessary to develop complex technical solutions in their own domain while understanding the broader context into which those solutions fit.

Pragmatism is highly valued in our engineering org. For instance, knowing when to build versus buy. We research and think carefully about when to use libraries, frameworks, and external partners and when to invest our time to build our own. We compare options, knowing that for all non-trivial problems there likely exist multiple solutions, and that not all solutions are created equal. Being pragmatic is key. By utilizing technology that is built and maintained by other people, we can focus on what we do best: building in-house solutions to help our users gain clarity for all of their financial decisions.

While NerdWallet has grown in size, we maintain that we are still “One Engineering Team.” We spent nearly 6 months openly brainstorming, discussing, and collaborating to crystallize our engineering values and culture. This is just one aspect of how we stay unified as we scale.

We are proud to have an open culture of sharing and collaboration. We are constantly 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.

At WorkOS, you’ll always have someone to learn from. Our team members are former founders, executives, and open source contributors.

While having the most amazing resume is not what impresses us at WorkOS, it's worth mentioning that several of our team members are former founders and executives. Our current team members have started companies in the past, and many go on to start companies together after their time at WorkOS.

We're proud to work alongside folks who came from Dropbox, OpenTable, Microsoft, DocuSign, LaunchDarkly, Airtable, Kickstarter, and Acorns. Many of them also made significant contributions to open source projects, which is something that we care about a lot.

You’ll feel both challenged and supported by the talented programmers that are working here. When something falls below the mark, we have the courage to speak up and say, “It’s not quite there yet.” At WorkOS, good enough is not good enough.

Employees tend to hide their side projects and entrepreneurial aspirations from their employer. Not at Brex.

A sizable portion of Brex’s employees are former founders and seasoned executives. We are incredibly proud to attract and support individuals who have ambitions beyond “just having a job.” No matter what your future career goals are, we do our best to support you in developing the skills you want and giving you the opportunities you need to progress. Not only have many of our current team members started companies in the past, but many go on to start companies together after their time at Brex. For example, Lydia Han went on to start ModernLoop after her experience as a PM at Brex. Similarly, Abiel Gutierrez left to start his own company, Comun, which is building a bank for Latino households in the U.S. Your colleagues are YC alums, experienced fintech executives, and future founders – this may very well be where you find your co-founders. In fact, Gwen Brinsmead joined a startup founded by two former Brex employees as head of design and part of the founding team. Both current and former Brexers invest in these companies as well!

We are most impressed by the diversity amongst our colleagues. We believe the best people come from all backgrounds and locations. We are a remote-first company that hires across time zones and countries (Canada, USA, Brazil, and Israel currently) making sure we optimize for skill and talent instead of location. As Diana Poon, a senior engineering manager says, “When assessing talent during interviews, we don’t look through colored lenses. There are people on my team with non-traditional backgrounds who are contributing just as much as those who went to prestigious schools, and it’s the strongest EPD team I’ve ever worked with.” Whether it’s via employee resource groups (ERGs), the mentorship program, or your day-to-day work, you’ll be exposed to so many kind and talented people who are always willing to share their expertise, lend technical help, or just act as a sounding board.

Many of us have fun, diverse passions outside of the office, too, such as coaching hockey and teaching high schoolers how to code. And a huge percentage of the company (including our founders!) is working in a country they didn’t grow up in! As a result, we put a strong emphasis on immigration support. In addition to sponsoring visas, we’re also planning partnerships with organizations focused on DEI such as Latinas in Tech and Women in Tech.

Not only are people experts at what they do – they also want to learn more.

When Peter Hames (co-founder and CEO) had insomnia, he had trouble getting anything other than medication to help him. However, after reading Dr. Colin Espie’s book on cognitive behavioral therapy (CBT) for insomnia, he realized non-drug alternatives could help not only him but also millions of others. Peter partnered with Dr. Espie and thus Big Health was born.

While we have a lot of brain power here — people have PhDs, come from big name companies, and also smaller startups — the things we all have in common is that we’re driven by the shared mission to effect lasting change in the mental health space with digital therapeutics. “There’s the constant feeling that I’m in good company and trust that everyone is doing what they need to do,” says Jerome Thibaud, our director of engineering.

We’ll never be satisfied with the status quo and are always looking for ways to better ourselves and our product. If that resonates with you, don’t hesitate to reach out!

We’ve built a team that helps one another thrive.

At Qualia, we’re committed to ensuring engineers feel both challenged and supported. Not only are our engineers talented programmers with unique backgrounds, but they are also incredibly accomplished and humble people with a wide variety of interests. The team is made up of former founders (Razvan Popa), engineering leaders (Alla Rozenfeld), and developers from all types of backgrounds and industries. As an example, in addition to our three technical co-founders, Jack Lukic, the creator of Semantic UI, is our VP of Design.

We aim to foster an environment that encourages curiosity, learning, and mentorship. In addition to interactive onboarding tutorials (featuring a gravity simulation and security challenges) to help new hires get up to speed, we also have engineers give educational talks every Thursday on any topic of their choosing. We’ve learned about everything from Kolmogorov complexity theory to models of existential risk, and, more recently, the art (and mathematics) of origami!

You’ll work closely with people who know the industry well and are happy to share their knowledge.

We feel lucky to have a unique team comprised of former and future founders. Team members have raised venture funds, started and raised money for their own companies, been involved in acquisitions and IPOs, worked at early-stage startups that have become massive companies … the list goes on. While these credentials certainly aren’t required, it’s an added benefit that you’ll get to work closely with people who have a deep understanding of the industry and are excited to share their knowledge.

You can get to know our team members more here. If you’re hungry for ownership and looking to develop a career in the early-stage startup ecosystem, we’d love to hear from you!

We’re a diverse group of individuals living across the globe.

While we’re lucky to work with talented folks, we don’t look for certain brand or university names on your resume. To us, diversity of thought is the most important, since that’s what leads to innovation. The current engineering team has a wide range of experience. Folks have come from government and finance sectors in Latin America, worked on microservices development, transaction processing, and data pipeline work. Some are skilled in Java, while others are proficient in Scala. We are constantly learning from one another and as a relatively flat org, we value everyone’s ideas and voices.

Location shouldn’t be a barrier to joining our team – we’re always looking for the best talent. Leapfin engineers live all over the world including places like California, Canada, India, and Argentina. In fact, very few of us are in the Bay Area anymore. We were remote-friendly before the pandemic, and we’ve made it work so well that we’ve actually decided to toss the office altogether and be fully distributed. Feel free to work wherever you’re the happiest and most productive!

Humility is one of our three core values and it provides the foundation for everything else at Amplitude.

One of the best examples of humility comes from our CEO, Spenser. He recently pushed something without involving everyone’s input, and as soon as people spoke up to say that they didn’t feel heard, he fully acknowledged the mistake and worked to reach a consensus that everyone was happy with. For many of us, this set an important precedent to always make sure your peers feel heard and to speak up whenever you don’t feel like you were heard.

When it comes to hiring, we don’t over-index on any particular trait. “Well, except for maybe the ability to self-reflect” if you ask hiring managers like Ryan Kahn. “I’m most impressed by candidates who are introspective and can actually share weaknesses, not just weaknesses poorly disguised as strengths.” While technical skills are important, we also care about kindness, humility, and empathy.

When you join Amplitude, you’ll be exposed to all teams during your first month so that you know exactly how each team is integral to the company’s success. There are many moving parts and having empathy for the various roles in your organization leads to better collaboration and better outcomes.

Last, but certainly not least, we’re proud to work among people who are continually pushing themselves on both a personal and professional level. We have a yearly learning stipend, onsite career coaching, and mental health awareness workshops. There are also in-house coaches to help managers become the best managers possible. We know (from experience…) that people often leave and join jobs not because of the company, but because of managers, so we’re fully invested in getting this as right as possible.

There are so many wonderful people at Amplitude that you’ll be able to meet even if you don’t directly work with them – we have an array of employee resource groups (ERGs) that include everything from Product Queens (for women in product development) to Slow Running (for, well, slow runners) for you to find and connect with them.

We’re building an impressive team of experienced technologists.

We feel lucky to work with a diverse set of team members who are mission-driven, humble, and always willing to share knowledge and learn from one another. Some people on the team come from large companies, while others have experience in smaller startups or are self-taught. We also have folks who switched industries entirely and others with backgrounds in the liberal arts (one of our senior software engineers has a master’s in writing). What’s more, our CEO, Christopher Himes, comes from Salesforce and Fair Trade and has the perfect background to lead a company at the intersection of tech and social good. Since we recently started hiring remotely, we’re able to expand our talent pool even more, and would love to hear from you!

We all come from diverse backgrounds and are hustlers.

Our employees all have different work and life experiences. For example, Joy previously worked in advertising, while our other Head of Trainer Development, Crystal, has a background in the education space. That said, we have one important thing in common: we all have a strong passion for life and helping others.

Diversity is paramount to our success as a team, and we hope to continue learning from each teammate's unique life experience as we grow. Our culture is tight-knit and we want the engineering team and any new hires to be part of that. For example, recent events included themed virtual happy hours, Netflix watch parties, and stipends for events by location. Last year, we flew all of our remote employees to NY to join us in HQ for a holiday party at the office. We hope that once the world returns to business as usual we can enjoy future events together as well.

Meet us on our team page!

Work horses, not show horses

Angazans tend to be quietly impressive. You’d never guess that we’ve built autonomous robots, designed the Tesla UI, helped scale Yahoo 14x, contributed to the Linux kernel, established Grameen’s Kenya operations, or been 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 we're all bound together by our shared goal. Angazans all join Angaza for the same reason. Most Angazans have the ability and privilege to choose from a variety of professional options, but the only thing you’ll hear us talking about is how we can solve the problems in front of us.

While many of us have deep experience in the real estate industry, we also welcome people who are entirely new to the space.

Our CEO, Barrie, was a founding member of a successful business (that is actually one of Sibi’s customers today) buying and managing over tens of thousands of homes in 18+ markets. In his role there, he wanted to more easily manage assets by ensuring that each home was identical (i.e. same tile flooring, appliances, etc.). However, he quickly realized that big-box suppliers carry regional inventory, and there wasn’t an effective route to buy directly from manufacturers. Thus, Sibi was born, a direct-to-manufacturer tech platform.

Our technology eliminates gatekeepers and enables direct-to-manufacturing relationships. Sibi views the property address as its true customer and understands the importance of the data that is attached to a specific address (warranties, building materials, appliances, paint, etc.) and makes that data accessible to help inform smarter decision-making.

Everything we do here is intentional and we have a strong vision for what we’re building and how we’re executing – down to every new hire we make. For example, Barrie wasn’t going to settle for just any CTO. After two years of courting, he finally convinced Olu to join the team. “What impresses me most about this team is we’re great at hiring people whose strengths complement the existing team’s skills, experiences, and backgrounds.”

Sibi is 100% self-funded and it’s safe to say we all have a voice and seat at the table. We’re very conscious about not creating an echo chamber. We look for folks who have different backgrounds, experiences, and viewpoints, following the example of David Goggins to “Be uncommon amongst uncommon people.”

Having diverse experiences makes us a stronger team.

One of our senior frontend engineers, Lauren, was an opera singer and voice teacher before going to bootcamp and pivoting to tech. Stacie, our marketing platforms team lead, worked in social media and has a communications degree. And Joy, one of our business operations associates, majored in ancient history (and business) in college. In fact, an informal poll of the engineering org showed we’re roughly 50-50 when it comes to having a CS degree. Everyone at Zapier is always willing to dig in and learn something new, whether it’s a backend engineer dabbling in the frontend or vice versa. As we grow, we’re looking for people who share that mentality and bring diverse skills, experiences, and viewpoints.

We are a small team, but a very experienced one.

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.

Our Team:

• Rohit Prakash - Co-founder and CEO and previously co-founder and CEO @ Townsquared, MD/PhD @ Stanford
• Miwa Ikemiya - Co-founder and Chief Design Officer and previously Chief Design Officer @ Townsquared, Researcher @ Microsoft Research
• Russell Taga - Head of engineering and previously engineering director @ Fitbit, COO @ Coin (acquired by Fitbit), VP of engineering @ HotelTonight (acquired by Airbnb)
• David Fant - Software engineer and previously co-founder of multiple startups including Just Football (acquired), Apple WWDC Scholar
• Jeremy Shimko - Software engineer and previously founder of Cloudline Media, software engineer @ Reaction Commerce

Our Advisors:

• Mike Sippey - Former VP Product at Twitter
• Scott Cook - Founder of Intuit

Our Team was on the founding team at DoorDash – a $50 billion dollar company.

Our team was part of the founding team at DoorDash and CAVA. We’ve got several early DoorDash team members, as well as former execs from Momofuku, and engineers from Segment. That said, experience in the food tech industry isn’t a prerequisite to join the team and we’re open to many different kinds of backgrounds. Even more than expertise, we value first principles thinkers who won’t be constrained by convention. We also value multidisciplinary backgrounds, since the problems we solve are heavily multifaceted. In fact, several of the engineers on our team graduated from bootcamps and previously came from math, biotech, real estate, or psychology fields. This is a one-of-a-kind team to join for someone with an interdisciplinary background, who eventually wants to found a company themselves. You’ll receive mentorship and direct access to founders while experiencing first-hand what it's like to own a critical business function. If you’re passionate about helping local restaurants thrive, we encourage you to reach out.

Every team member is a superstar.

One of the best things about working at Gordian is the people (you can meet the team here). Our colleagues bring out the best in us every day and we’re always learning from each other. We don’t care about pedigrees or certain credentials on your resume and instead seek out people who are highly motivated, have terrific problem-solving aptitude, and are great communicators. Here are just a few of our incredible team members and why they decided to join the team:

• Kevin (Software Engineer). “I joined Gordian because I was excited about the team approach to planning (I very much aligned with the Two Weeks Two Slow blog post), the focus on numbers and growth, and the proven ability of the team to achieve impressive success. From the get-go, I was given large projects to plan and execute on. I'm currently building out an entirely new ancillary product with a handful of team members across engineering, integration, and sales. The ability to spin up an entirely new line of revenue in weeks, and with a small part of the team, highlights how fast we move and execute. Since we have so many things going on, it can often feel like I'm sprinting from place to place, making sure I'm working on the highest priority item. But from my experience, it's usually a good sign for a startup when you're resource-constrained!” Fun fact: Kevin is an avid reader and shares his book notes here.
• Edith (Integration Operations Lead). “I joined Gordian because I was so excited by the energy, drive, and mission of the team. One project I've loved – that encompasses the spirit of ownership – is working with an engineer on our team to build and launch an automatic check-in product for one of our partners. This included creating a proposal for the product, determining a commercial model, understanding our partner's requirements, and working with a designer on mockups.” Fun fact: Edith loves to cook and is always exploring new recipes.
• Eduardo (Software Engineer). “At Gordian, I get to work with some of the smartest people I’ve known to solve fun and complex problems. I’m currently focused on Sprout, Gordian’s start-up within the start-up. I’ve had the chance to wear many hats and work on software, sales, operations, and marketing. I knew I wanted to join a fast-growing, results-oriented, and flexible company and I remember thinking in my interview with [co-founders] Stephen and Joe, ‘This is it! This is the place!’ I wasn’t wrong.” Fun fact: Eduardo previously founded Poster House, a wall art e-commerce website that is on track to do $1M in revenue this year.

If you’re excited about joining a fast-moving team that places a high premium on ownership, freedom, and impact – we want to hear from you!

Impressive in more ways than one.

We are backed by some of the most influential investors and highly respected VCs in the world. We have a smart, sharp set of advisors who are deeply engaged in seeing us succeed. Insofar as our team, some of us have worked at the great tech giants and influential disruptors, while many others have joined us from taking an off-the-beaten path or after running their own things.

Take Justin, our lead web engineer – before becoming an engineer he was a 2nd grade teacher. Or Chris, another one of our iOS engineers – he plays a seemingly infinite number of instruments! Molly, our senior brand designer, formerly worked at a boutique book binder and still practices the art of bookbinding by hand. Daniel, our product designer, is creating a series of sculptural art and just dropped his newest single on Spotify. Campbell, Joe’s executive assistant, designs wildly oversized pillows in the shape of hands.

More than any number of external factors though, all of us are here to build something special and enduring. The bottom line is that you’ll be joining an incredible group of people with an incredibly broad range of backgrounds and interests. Every single person has something to share with one another.

Here’s the full team:

• Joe (founder/CEO)
• Ryan (CTO)
• Peter (iOS engineer)
• Steve (designer)
• Chris (iOS engineer)
• Coy (backend engineer)
• Hiten (operations)
• Braley (support lead)
• Marcus (engineering lead)
• Justin (web engineer lead)
• Paul (strategy and operations lead)
• Ellen (backend/API engineer)
• Victor (iOS lead)
• Isis (iOS engineer)
• Courtney (iOS engineer)
• Ian (backend engineer)
• Jeff (backend engineer)
• Daniel (product designer)
• Molly (senior brand designer)
• Allison (growth marketing)
• Melissa (people lead)
• Marya (people ops manager)
• Nicki (social media manager)
• Corrine (web engineer)
• Campbell (executive assistant)
• Gina (senior support specialist)
• Braden (support specialist / engineering intern)
• Joey (support specialist)
• Nicole (support specialist)
• Shian (support specialist)
• Dan (creative marketer)
• Dani (senior iOS engineer)
• Dan (product producer)
• Colin (design lead)

We are proud of our collective experience and, most importantly, how committed we all are to our company’s four core values (SEEK):

• Superlative – We believe in doing our work to the highest degree of quality. The products that we create should elicit an emotional response that is unmatched.
• Exploration – We believe that the best work is indistinguishable from play. What we don’t know inspires us; curiosity fuels us. We are a tiny spaceship explorating an infinite future. To navigate to success, we ask good questions. We learn by doing.
• Empowerment – We believe that humans can change the world for the better. Our job is to equip people with the technical, creative, and economic tools to do it. Trust great people. Give them ownership. Assume good intent. Dream big.
• Kaizen (Continuous Improvement) – We believe in iterative, continuous improvement over sweeping action and big central plans. Compounded growth over long periods of time yields outsized results. Everything is a draft, a work-in-progress.

You can read more about how our core values are expressed in the contents of any of our job descriptions as they tend to be featured front and center!

Every single employee at Repeat is a piece of the puzzle to success.

When we selected the values for our profile, Impressive Team Members had unanimous support. If you ask any of us why we love working here, you’ll likely get the same answer: the people (you can meet the team here). As Benton puts it, “What impresses me most about the team is how humble and collaborative everyone is. Working on new integrations to close major deals can be stressful or exciting, and we always make it exciting!”

We believe in hiring the right people for the right job at the right time and aren’t looking for a certain university or brand name on your resume. Folks on the team hail from big companies like Stripe and Meta as well as smaller startups and we have a mix of backgrounds on the team. In addition to traditional CS degrees, academic backgrounds include mathematics and psychology.

As we grow, we’re looking for people who are excited to tackle interesting problems such as enhancing product recommendation logic, shipping a public Shopify app, and using data science to identify consumer behavior insights. If you’re equally thrilled about transforming how brands engage repeat customers, don’t hesitate to get in touch!