Recruiting software should be better. So we’re building it.
Every person here does the work of ten, because we refuse to do work software should do. We build the company the same way we build the product: high trust, high standards, real ownership from day one. If that sounds exhausting, it is. If it sounds like the only way you’d want to work, keep reading.
The roles we’re hiring for.
These come straight from the Recruiting Platform we build. When a role opens or closes, this list updates itself. No stale copy, no second list to keep in sync.
Nothing here a fit? write us anyway and tell us the one outcome you’d own in your first month.
What we run on.
We move fast and keep score honestly. Wins get doubled down on. Losses get cut without a funeral. Nobody protects an idea because it was theirs. This is the operating model, not a poster on the wall.
Built, not bolted
We build things natively or we don’t build them. No duct-tape features, no demo theater, no shortcut that becomes someone’s problem in six months. Product, code, marketing, company.
Trust is the product
Every decision passes one filter: does this earn trust or spend it? Explainable scores. No training on candidate data. No dark patterns. If we have to hide how it works, we don’t ship it.
Extreme ownership
If it touched your hands, you own the outcome, not the effort. When something breaks, the first question is “what did I miss,” never “who do I blame.” Authority to fix, and the result either way.
Plan an unfair fight
If you’re in a fair fight, you didn’t plan the mission. We don’t out-muscle incumbents, we out-prepare them. Know the customer better. Build the thing they can’t bolt on.
Automate the grind
Humans are for judgment, taste, and customers. Software is for everything else. Done a manual task twice? The third time is building the automation. Busywork is a bug, and we fix bugs.
Embrace the grind
We automate grind work, never the grinding. Companies don’t win on their best week. They win by stacking good days for years while everyone else gets bored. Nobody’s coming to save us.
Spend like it’s yours
Because it is. Every AI call, API hit, and subscription earns its place or gets cut. Cost discipline isn’t about being cheap. It’s what lets a small team outlast funded competitors lighting money on fire.
Diversity in council, unity in command
Argue hard before the decision. Bring the data and the uncomfortable take. Then the call gets made and we all row the same way. Relitigating decided things is how slow companies stay slow.
World class, measured honestly
World class is the bar for everything that leaves the building. Verified claims, real numbers, named sources, finished work. No vanity metrics. The truth is the only data worth having.
This isn’t for everyone. On purpose.
This isn’t a judgment, it’s a fit question. Plenty of great people belong at big companies. They just don’t belong here yet.
- You’d rather build the automation than complain about the task.
- You bring numbers to arguments.
- You’d take ownership of an outcome over a title.
- You think most software in our industry is embarrassing, and you take that personally.
- You need process as a security blanket.
- You want to be told exactly what to do.
- You confuse activity with progress.
- You think “that’s how it’s always been done” is an answer.
What you actually get. No pitch.
We’re not going to sell you on foosball. Here’s the real trade: more ownership and less overhead than anywhere you’ve worked.
How hiring works here.
You always know where you stand. You move through the same pipeline our customers use, and we keep it honest at every step.
Write us a paragraph
Skip the cover letter. Tell us what you’d ship in your first week and why this problem grabs you. One human reads every submission.
about 15 min · youA real conversation
Not a trivia quiz. A straight talk about the work, the trade-offs, and what you want out of it.
45 min · videoPaid build day
A scoped, real problem, paid at your rate. You see how we work, we see how you think. No unpaid take-homes.
1 day · paidA fast decision
References, a straight talk about comp and equity, and a clear yes or no. We tell you either way, with real reasons.
48h · decisionDon’t see your role? Write us anyway.
If you’d rather build the automation than complain about the task, we want the intro. Skip the cover letter. Tell us the one outcome you’d own in your first month.