Hiring Process

Philosophy

We hire for signal, not credentials. We don’t care where you went to school or which big-name company you worked at. We care about what you can do, how you think, and whether you’ll thrive in our environment.

Every hire should raise the bar. If we’re not confident someone will be a strong addition, we don’t extend an offer - regardless of how urgently we need to fill the role.

The Process

1. Application Review

We review every application. We look for:

• Evidence of relevant skills (projects, open source, writing, work history)
• Clear communication in the application itself
• Alignment with what we’re building

2. Intro Call (30 min)

A casual conversation to assess mutual fit. We explain what we’re building and what the role involves. You tell us about your experience and what you’re looking for. No trick questions.

3. Technical Assessment

Format depends on the role:

• Engineering - A take-home project (2-4 hours, realistic scope) or a pair-programming session. We never ask whiteboard algorithm puzzles.
• Non-engineering - A relevant work sample or case study exercise.

We pay for take-home exercises that exceed 3 hours.

4. Team Interviews (2-3 sessions)

Meet the people you’d work with. These cover:

• Technical depth in your area
• Collaboration and communication style
• How you approach ambiguity and make trade-offs
• Culture fit (do our values resonate?)

5. Decision

The hiring manager makes the final call with input from all interviewers. We aim to give a decision within 48 hours of the final interview.

What We Value in Candidates

• Ownership mentality - You don’t wait to be told what to do
• Clear communication - You can explain complex ideas simply
• Intellectual honesty - You know what you know and what you don’t
• Shipping track record - You’ve built and delivered real things
• Curiosity about AI - You’re genuinely interested in the space we’re in