Working here

We are 24 people. That number is going to grow slowly, and we would rather explain why than pretend it is a growth-stage rocket.

What it is actually like

Small enough that you will talk to customers in your first month whether or not that is your job. Small enough that there is no one to hand a half-finished thing to. If you like a defined lane and a clear handoff, you would be frustrated here, and we would rather you know that now than in month three.

We are in Denver, in an office, three days a week. We tried fully remote for a year. It worked for the people who had already built relationships and did not work for anyone who joined during it, so we changed our minds in public rather than defend the original decision.

How we hire

No take-home longer than two hours, and we pay for it. No whiteboard algorithms — nothing we do resembles reversing a tree under observation. You will spend most of the process looking at a real problem from our actual backlog with someone who works on it.

We tell you the salary band in the first conversation. If we cannot agree on the band, neither of us has lost a week.

Open roles

• Detection engineer — the behavioural side of script monitoring. You would own the question of what counts as a change worth waking someone up for.
• Solutions engineer — onboarding retailers, mostly during the nine months of the year that are not peak season.
• Technical writer — our docs are better than our marketing and we intend to keep that true.

The honest part

Our on-call is real. Retail peak season is genuinely demanding and the last two weeks of November are not a good time to take a holiday. We pay for on-call, we keep rotations small enough to be survivable, and we say this on the careers page rather than in week two.