The mobile team is hiring like crazy. We launched our first native mobile apps just last year (April of 2016) and we’ll need a lot more help to accomplish what’s ahead. As we hire, the plan is to do two things:
In early 2017, we moved into a much larger office and are looking forward to growing into it. (And for the record, we’re hiring all engineers -- not just mobile ones.)
17 Open Positions
Our product and business have grown by an order of magnitude over the same time period. That growth has left its mark on our culture - Braze is an exciting place to work where you’ll see real growth and work on the hard scaling problems that come with that.
We are currently a 25-person company and plan to double our headcount in the coming year. It is a very special and exciting time to join Eden. This next chapter for us will let you see exactly how a company scales and orchestrates several moving parts. Eden is building a marketplace for the office and a suite of software so that people can run their offices more efficiently, which in turn creates an incredible amount of surface area. We will be entering new cities and building a number of new products including a ticketing service for office managers and Native apps for our Wizards, service workers, and clients (just to name a few). We are looking for full-stack engineers who want to build this company with us. If you want to learn more, shoot us an email!
1 Open Positions
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.
17 Open Positions
We are focusing on making the right hires. We see every new team member as a high-impact player in a long-term project. We expect new team members to be pretty self sufficient in a period of 1-2 months. We provide clear guidance, feedback, and KPIs at a high level, but there is little day-to-day managerial oversight. Our team members need to be solutions providers.
In terms of actual work, our front-end team is focused on building a beautiful consumer-facing browser. Our next Product Manager hire will take on responsibility from our co-founders in driving innovation and usability of our product. These are high level and high visibility projects. If you’re interested in learning more, reach out to Gina.
Our large team is quickly expanding, which means that there are endless opportunities for people to grow both upwards and laterally. We expect that many engineers will carve out their own paths. We’re doing a lot today, but we have even bigger plans and are currently hiring to support both the current and new initiatives that will support our growth this year and beyond.
We should mention that Stitch Fix has a culture of recruiting, and it is everyone’s job to hire great people. We don’t outsource recruiting to recruiting, and hiring managers are never the only people to making the final hiring decision. We leverage cross-functional partners and dynamic interviews to fully assess talent, and treat the candidate experience and client experience with the same importance. We hope that you’ll reach out if you’re interested in learning more about being an engineer at Stitch Fix.
The software team has also grown a lot. In fact, our team didn't exist before February, and now we're approximately a third of the overall headcount, and hiring fast! In the next 12-18 months, we're hoping to more than double the team again - at that point the software team alone will be bigger than the entire company was at the start of the year.
This rapid growth is tricky, but very necessary given the scope of what we want to achieve. We need people covering everything from hardware all the way up to frontend, and everything in between.
However, we're still a small company, and we're very much interested in finding people who fit rather than filling seats. We'd rather take the time to hire correctly than hire a team of people who aren't passionate and skilled at what they do.
There's always more to do than people to do it, so our responsibilities shift regularly. We can guarantee what you're doing now will not be what you're doing in six months to a year! That means there's a wealth of possibilities to shape your role and your journey, and gain new skills or responsibility. There's also opportunities to shape the team itself, and how we organise ourselves, as well as how we grow.
We have a strong vision for how Samsara is going to make a huge impact. We’re building an IoT platform that aims to be the monitoring and control plane for physical infrastructure. We are starting with specific applications, nailing those markets, and then expanding the scope. You can see this strategy unfold already: we started with fleet and temperature monitoring and have now expanded into industrial machine health and power monitoring. We’re continuing to heavily invest in growing the product line and feature set to reach new markets.
Today, Samsara sensors help utilities like your local water district to run more efficiently, enable college campuses to save energy, and make transportation and shipping safer and more reliable. Do you want to join a growing team that is making a real impact and solving challenging problems?
15 Open Positions
In the past year we have doubled the size of our team, and we plan to double again this year. We want to be at 80+ in product and engineering by the end of 2018. This includes engineers, product managers, designers, and engineering managers. We have just begun to revolutionize our industry and need many more people to help execute on that vision. We want to grow beyond being a stage in the hiring funnel and start driving the hiring funnel. There is still a lot of work to do and we need great people to reach our ambitious goals. If you’re interested, learn more about our interview process and reach out if you’d like to apply!
13 Open Positions
We’ll be looking to at least double the eng team in the next few months, and to continue growing rapidly from there. Right now we’re in the middle of a complete app redesign - we’ve had a lot more customer feedback and decided to redesign the app’s workflow - that will remain the biggest project for at least a few months. We’ll also need a lot of help with scaling the backend integration systems as the volume of calls that we’re processing continues to grow.
Since then, we’ve expanded our product to help small businesses create communities with HR and empower them to provide benefits like health insurance or 401(k) retirement plans to their teams, and we’re still just getting started!
We plan to hire about 100 engineers over the next year. We’re hiring in San Francisco and Denver, and we’re open to remote work. Check out our CTO’s take on how his role has changed as the team has and continues to grow.
17 Open Positions
Our projects range from new customer features, warehouse routing optimization algorithms, creating React components for our styling system, and a lot more! We’re looking for talented engineers and data folks in all areas -- from consumer-facing, to internal styling and operations. Email Lana Herzig at: firstname.lastname@example.org if you’re interested!
Jiameng joined EF having researched around the technology for 2 years and met Jesse, who went out to find the market and customers who really need the product. We realised that we’re in a race against time to build the best product possible, because of that we’ve been raising and hiring quickly.
We’re building our team from the 2 co-founders to a founding team of 12-15 people by the end of 2018, each of whom will be responsible for core aspects of our product, meaning you’ll see new faces almost everyone month!
As we take on more custom software projects, we have fewer developers to work on our own software products and want to ensure that there are enough resources to support both sides of our business. We are growing quickly and new hires will work on our own software products first like Staff Squared or Fundipedia, where they can learn our software development and software project management practices while demonstrating their strengths and skills. Once a new developer has settled in, we then put them into teams for custom software projects for our customers and externally facing products.
We’re growing existing teams as well as creating new ones. A lot of our current teams need help scaling and growing to reach new goals. Simultaneously, there are teams being built as a result of new partnerships. We have millions of users on Box and never run out of new initiatives, features, or directions to take our product. If you’re interested in learning more about the various teams that are hiring at Box, we’d be happy to tell you everything you want to know!
14 Open Positions
Our revenue has more than doubled YoY and we closed Series B funding in May 2018, so we’re ready to make some major tech investments on our product and speed our expansion into new markets. We try to add a couple of new engineering team members every month, ensuring we always have people bringing new ideas and perspectives but we also have continuity and everyone can quickly become and remain productive. New team members join existing teams, get a structured onboarding and are invited to contribute immediately (new team members frequently leave our onboarding materials better than they found them; raise our game by introducing new tools, packages, or practices within their first month or two; and our single most significant technology investment of 2018 is being proposed, defined, and lead by three people who have all joined within the last year). Our organization is still flat, but there will also be new leadership opportunities as we grow.
We’ve tripled the size of the engineering team at Postmates in the last year from 40 to 120 engineers. Looking at our Growth team specifically, we’ve grown from 7 to 12 engineers in just the last month. We hope to be at 30 by the end of 2017.
Postmates scaled up from a small startup and previously was very design-focused. In the beginning, we invested in things that sometimes didn’t have much impact on overall business growth and a lot of the direction was top down. The Growth team was born from the company’s maturity as we identify what is the most important to the entire company, prove it out, and then push the entire company in that direction.
It’s been an exciting 2+ years so far! In the summer of 2017, we rebranded and raised our Series B, which has put a number of projects in motion, and we need help to do it all. As a new Alto Engineer, you can help us expand to beyond SoCal and build our systems that will support multiple locations. If you’re a mobile developer, you can build our mobile app from scratch in React native, making our customers’ on-the-go experience seamless. Finally, we will be making a number of changes and additions to our Fertility product. Whether you enjoy frontend, backend, or fullstack work, you can help us take a holistic look at the Fertility patient experience and build any feature(s) that improve it, including changes to internal tools, the patient app, or the provider dashboard. If you’re curious about who we are, where we’re going, or how you might fit into our Pharmaly, feel free to reach out!
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