Team and Culture · Published July 31, 2026
How We Hire
Not puzzle counts, not buzzwords on a CV. Three things matter.
In a small team a bad hire is expensive; it takes half a year to absorb. After interviewing over a hundred people, we narrowed our criteria to three and simplified the process accordingly.
Three criteria
They have actually built things. Pick one feature they owned end to end; the details must survive probing. Builders describe detours and trade-offs; others only conclusions.
They want to understand the problem. They ask about unclear requirements instead of coding first, and rework after launch is visibly lower.
They collaborate. A strong engineer who makes the team miserable damages a small team more than they contribute.
The interview process
Round one covers project history, listening for detail and decisions, with no algorithm puzzles.
Round two is a small take-home: a realistic mini feature over two days, with full freedom to search and ask.
Round three is a conversation with future teammates. Once skills clear the bar, this step weighs heavily.
Fewer criteria mean more consistent execution. Hold these three lines and the team's floor is guaranteed.
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