For a long time, Algolia strived to maintain a flat organization to promote ownership and give people the room to drive major features. As we grew, we started needing middle management to operate efficiently and have promoted many engineers to be leads. Our team is ~40 engineers and we’re organized into 11 squads: Infrastructure, Developer Experience, Intelligence, Web, Visibility, Instant Search, Analytics, Discovery, Index, Instant Search for Mobile, and Search API. We promote our engineering leads from within and also fully support people to make lateral moves. Everyone has the ability to transfer to a different squad. We’ve also had people at the company change roles. For instance, Nicolas was previously a solutions engineer and later transitioned into his current role as a product manager.
15 Open Positions
Many of our engineers go through a bootcamp which allows them to meet different teams, build relationships with different people, and get a taste for what’s going on at the company. The bootcamp is also designed to provide proper training. You’ll learn our testing methodology, our release processes, version control, and start answering tickets to get familiarized with our code base. Having this foundation makes it easy for people to change teams later down the road. You can move from a provider team to a research team, or even between product and infrastructure. Ultimately, there is a tremendous amount of fluidity between teams at Flatiron and we’ve structured our on-boarding program to ensure easy changes in the future.
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