How we hire
The key principles
Listen more than talk
Hiring is not about selling. It is about understanding values, motivations, and potential alignment.
Red flags
Small technical or cultural misalignment signals are followed up and clarified in later stages.
Green flags
We look for communication quality, collaboration style, and evidence that a candidate can thrive in this environment.
The stages
- Introduction call
- Take-home challenge
- Technical interview
- Cultural interview
- Meet the founders
- Reference calls
- Offer
1. Introduction call
Candidate meets the hiring manager or role owner. The goal is clarity on fit and next steps, not deep technical assessment.
2. Take-home challenge
Async assessment, typically returned in 3–5 days depending on role. Candidates can ask questions in a shared Slack channel.
- Review submissions within 3 working days.
- Proactively check for blockers.
- Clarify constraints when needed.
3. Technical interview
Deep dive into technical skill and collaboration through take-home review, teamwork discussion, and role-relevant technical questions.
4. Cultural interview
Designed to evaluate mutual fit. The structure is conversational to build trust and gather honest responses.
5. Meet the founders
A chance for candidates to understand company vision, culture, and team direction directly from founders.
6. Reference calls
Usually at least two references: one manager/supervisor and one peer/colleague.
7. Offer
Final conversation covering compensation, stock options, and benefits.