Engineering teams that are rapidly growing

We hired over 130 people in 2022, ending the year at 500+ employees.

While scale is important, we also place a high emphasis on a great candidate experience and are transparent about what you can expect throughout our process.

At LaunchDarkly, our goal is to change the way every software engineering team deploys their code. We are assembling an unstoppable team of talented people and that begins with a great candidate experience. The first call is with our Talent team, followed by a brief conversation with one of our engineering leaders (or product or design leaders, respectively). Our goal is to learn more about you, your interests, and your skills. And we want to give you the opportunity to discover if LaunchDarkly is right for you.

If you are an engineer applying for an individual contributor role, the next step is a short coding project. This helps us understand how you approach problems as a developer. And it allows you to see the types of challenges our engineers work on day to day. The project you complete will serve as the basis for later steps in the interview.

We then proceed to a virtual onsite interview consisting of:

1. Two verbal technical interviews, covering your background and a system design challenge.
2. A review and extension of your coding project, in which an engineer will review your challenge with you and discuss your implementation. Then you’ll be asked to extend your solution to take on some new requirements.
3. A Values interview, in which we discuss our company and our team values and the values that are important to you in your work.

We’ve built our interviewing process to assess candidates holistically. Once we decide to make an offer, we match the candidate to the team (or squad, as we like to call them) that best matches their interests and the team’s needs. Squads are typically six to eight engineers and each squad works closely with a product manager, product designer, and engineering manager to achieve a distinct mission. We always make sure each of our squads have a mix of senior and junior talent and encourage movement to different squads so engineers can be exposed to different projects and technologies.

You’ll work closely with folks from every other department. We look for people who will thrive working as part of a collaborative, high-performing team. We feel strongly that teams do it better.

We’re scaling teams across the board.

Companies of all sizes (including a few Fortune 500s) are drawn to the simple developer experience and the flexibility offered by our API-first approach. Over the past year, we’ve introduced numerous features that make it easier to onboard and authenticate users, including SMS, email, and WhatsApp one-time passcodes as well as embeddable magic links, and OAuth logins – but that’s just the beginning. There’s clear product market fit and we raised a $90M Series B in November 2021. In 2022, we grew from ~20 to ~70 people and even moved offices to a beautiful new space to accommodate our rapid growth. We’re continuing to hire for key roles in engineering, product, and ops, so definitely check out our open roles!

We’re looking for people who are passionate about the space and making an impact.

When it comes to interviewing, a lot of teams are in a rowboat. There are leaks in their process and they’re plugging the holes with their fingers, which means they can’t steer the boat and remain stagnant. At Karat, we’re working to completely overhaul the interview process for the better by getting at the root issue. To follow the same analogy, we’re not a manual boat, but rather one that built an engine, so even if there are leaks and we’re plugging them, the boat will still move forward. While the global pandemic underscored the need for better virtual hiring, companies are also able to quickly see the value of Karat’s platform. “They may start with a trial pack of interviews or focus on one role, but contracts only tend to grow from there as companies see how our hiring process yields a more diverse, equitable, and efficient process,” says TK.

The code you write will directly impact the hiring and fairness of the industry. As we scale, we’re building out new services such as making the user experience more self-service, creating more customization, and ensuring communications through our platform are tailored to each companies’ voice. We’re looking for folks who are excited about tackling these challenges and share our vision of eliminating inconsistent interviews and restrictive screening processes.

In addition to our full-time engineers building the Karat platform, we also have a separate team of freelance interview engineers (IVEs), who use the platform and Karat questions to conduct the technical interviews. Sometimes we also hire full-time engineers who started as freelance interview engineers (see Promotes From Within below). We’re currently a full-time team of roughly 250 and have hired around 26 employees in the last six months. We closed a $110M Series C in October 2021 (with a $1.1B valuation)! If you’re excited about the long-standing impact we can have if we fulfill our goals, we’d love to hear from you!

We’ve found clear product-market fit and are growing accordingly.

Since launching in 2020, we’ve expanded to over a thousand truck stops nationwide. Millions of truckers operate in the United States, but while the trucking industry is economically large, truckers themselves are typically underserved by technology. Customers are adapting to our new platform quickly, and we’re investing in growing our team to remain the leader in this space.

Currently, Mudflap is used by one out of four truckers in the United States and processes $2 billion in annual payment volume. Our revenue and product development are directly connected, which means that we are continuously investing back into our services and our people. We’ve raised $75 million so far and plan to double the size of our team in the next year!

We’re intentional about growth.

After some early lessons from our last companies (like an office we barely used), we’ve been very judicious with our spending. By keeping the team small until now, we were able to validate customer problems in tight iteration loops. We’ve talked to dozens of companies, ranging from fast-growing startups with a few hundred employees to Fortune 500 companies with tens of thousands of employees, who are all experiencing the same problems at different scales.

We’re excited to tackle these challenges, build platforms that will enable us to solve increasingly complex problems, and grow a team of passionate folx to do it. Over the next few months, we’re planning to hire infrastructure engineers, product engineers, and designers. If that sounds like you, we’d love to hear from you!

We’re on a breakout trajectory and hiring accordingly.

The cryptocurrency market has gone from zero to $2T in the last decade, and it’s on a trajectory to cross $10T in the next decade. Our user base and revenue are on a breakout trajectory – we’re 15x year-over-year in net revenue! We are growing our team from 8 to 50 this year, and are looking for the most talented people who share our values and mission.

We believe it’s an incredible time to transform the crypto landscape and make a significant impact. If our mission, product and culture resonate with you, don’t hesitate to reach out!