Map every dollar with us.
Engineers, designers, and FinOps experts. Salary bands public, equity refreshed annually, hiring process under three weeks. We are small enough that your fingerprints will be on every release.
- Salary bands public
- 0.05–1.5% equity bands
- < 3-week hiring loop
- 32 days PTO + sabbatical
Why here
What you actually get on day one.
You will own a real surface.
There is no orphaned code at this team size. Whatever you build, you also operate. Every engineer owns at least one production service end to end — from migration to on-call.
We ship instead of we plan to ship.
Median time from a customer bug report to a fix in production is 26 hours. We do not freeze on Fridays. The whole team can deploy to prod, including design and product.
Remote-first, async-first, written-first.
No 9 a.m. standups. Most decisions live in shared docs with explicit owners and decision dates. We meet on purpose, not by default. Two-week travel weeks twice a year for the in-person work.
Boring tech, on purpose.
Postgres, Redis, Go, TypeScript, Next.js, Kubernetes, ClickHouse for analytics. We adopt new tools when they earn it, not because they trend. Your last job's knowledge will transfer.
Open roles
No open roles right now.
We hire when the right person appears, not by quarterly headcount plan. The talent pool stays open year-round — we read every message and reach out when something opens that matches your background.
Talent pool is always open.
One short email. CV optional. We respond within three business days.
Process
Five steps. Three weeks. No surprises.
Every step has a published time budget. If we miss one, we tell you why before you have to chase us.
Step 01 · Day 0
Apply
CV plus a few sentences on what you have built. No cover letter required. We read every application within 3 business days.
Step 02 · Day 5–7 · 45 min
Hiring-manager call
Video call with the hiring manager. About the role, your last few years, what you would want to work on. Zero technical screen here.
Step 03 · Day 7–14 · ~3 hrs
Take-home or pairing
A take-home you can do over a weekend, or a 90-minute live pairing session — your choice. We pay €200 for completed take-homes either way.
Step 04 · Day 14–18 · half day
Onsite (or virtual onsite)
Three conversations: a deep technical one, a system-design one, and a values one with two team members you will work with.
Step 05 · Day 18–21
Decision and offer
Decision within 48 hours of the onsite. If we offer, we send a written package with band justification and equity math. We expect you to take a week to decide.
We do not whiteboard algorithms. We do not ask you to invert a binary tree on a phone call. The take-home is a slice of a real problem we worked on last quarter.
Comp + benefits
The numbers, not the buzzwords.
We do not say “competitive” or “unlimited vacation”. Here is what is on the table, exactly as it appears in the offer letter.
- Equity bands0.05–1.5%
- Vesting4y · 1y cliff
- PTPC window10 years
- Salary reviewTwice / year
- Equity refreshAnnually
Equity, refreshed annually.
Initial grants vest 4 years with a 1-year cliff. Top performers get a refresh grant every year, not just at promotion. Bands published per role.
32 days PTO + sabbatical.
32 paid days off per year on top of public holidays. After four years you get a fully paid 6-week sabbatical — we cover travel up to €5K.
€2,500 / yr learning budget.
Books, courses, conferences, certifications. No pre-approval as long as it is plausibly job-related. Conference speaking is paid time, not vacation.
Hardware you actually like.
M-series MacBook Pro plus a €1,500 home-office budget for desk, chair, and monitor. Replaced every three years on request.
Help us name every dollar.
No formal openings posted right now — the talent pool stays open year-round. If the team sounds like home, write to us. We hire around great people more often than the other way around.