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:
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.
18 Open Positions
Not only has the rise of influencers changed the landscape of fame, but technology has enabled celebrities of all kinds to reach more fans every day. Our growth is a combination of a new and rapidly growing market, and we’re excited to be pioneers in this uncharted territory.
All of this growth has created a ton of opportunity to be a mentor, manager, and founding member of a new company. We’re spinning up entirely new teams and also need engineers to help us scale to millions of users, build out search and discovery on Cameo, and improve our UI and video performance as we’ve started to reach the limits of what React Native can do. If you want to learn more or get in touch, please reach out to Mara at [email protected] or Alex at [email protected] You can also check out this podcast where our CEO, Steven, talks about where Cameo is headed.
14 Open Positions
Continuous integration and delivery platform
Distributed across the US, Canada, Ireland, UK, Germany, Japan
Developer productivity and developer tooling is a fast-moving and fast-growing market. Every company is a software company, and every team needs to be able to deliver with confidence in a world where software development is becoming increasingly complex.
We’re in the process of doubling our engineering team, with the goal of getting to 240 in the next nine months. New hires will span a variety of teams. Some many join existing teams, others will join newly created teams (with a mix of new folks and people who have been with us for a while), or new managers sometimes build out their teams themselves when they join. For the most part, we create new teams by adding new hires to existing teams, then splitting. In some cases (like Growth engineering), teams can primarily be new hires, building new services from scratch.
We have an extensive onboarding program in place to support new hires and set you up for success from day one. In fact, there’s even a group of managers and engineers from across the organization driving an initiative to support new teams by putting together specific programs and trainings for new hires. Currently, the onboarding process includes company-wide CircleCI University (CCIU) training, Engineering onboarding, team-specific onboarding, and a Circle Up learning platform.
Regardless of what team you’re on, you’ll collaborate closely with existing teammates, which is why we discuss team missions, goals and projects during the interview process. If this sounds like a good fit, we’d love to hear from you!
18 Open Positions
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 110 and have hired around 34 employees in the last six months, with a goal of growing to ~300 by 2023. If you’re excited about the long-standing impact we can have if we fulfill our goals, we’d love to hear from you!
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.
14 Open Positions
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!
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!
10 Open Positions
Payroll, Benefits, and HR for Modern Companies
San Francisco, Denver, New York City, or Remote
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.
18 Open Positions
52 Open Positions
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!
Mary Meeker recently said, “If it feels like we’re all drinking from a data firehose, it’s because we are.” Everyone has more data than they know what to do with. The world is increasingly aware that effective data use makes or breaks companies, and Mode is rapidly creating a world-class solution to that exact problem. We have a growing customer base, and we’re working on some incredibly innovative solutions to their problems, but there’s so much more we could do if we tackle more of them in parallel.
We raised a $33M Series D round mid 2020 in order to respond to ever-increasing market demand for what we’re building — a better way for businesses to leverage their data. We are hiring engineers across the board, both in San Francisco and remote, and encourage you to take a look at our open roles!
47 Open Positions
It’s safe to say we do remote work really well, and have built a culture of trust and transparency. Ever since our second team member joined in 2012, average employee retention has been 95%. This remained true in 2019 and 2020 as well, when we grew our team from 56 to 118. As we look to hire even more people by the end of the year, we believe this high level of retention only underscores our commitment to seeing our company values in action. Here’s why you should join us:
If you’d like to learn more, we encourage you to apply!
We recently wrapped up a thorough customer discovery phase, making the product and our market fit clearly defined. In the past few quarters our go-to-market sales and marketing velocity has picked up rapidly. We’re also planning another fundraising round when we hit a repeatable go-to-market process, which is coming soon. We’re focusing on productizing the existing features in 2021, and improving them for UX and scalability. In short, we’re growing fast and planning to double our overall headcount each year. As we build out our three engineering teams (Product Development, Professional Services, and DevSecOps) we’re always looking for technical roles (and are currently hiring for a Tech Lead and Full-Stack Engineer).
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