Our interview process is designed to understand how you think, lead, and work with others. We are not looking for a perfect match against every requirement. We are looking for evidence that you can build a high-performing engineering organisation in a complex, high-stakes domain.
The process has four main stages.
You’ll work with one of our engineers on a small technical exercise. We are not assessing memorised syntax or speed under pressure. We are interested in how you reason, how you collaborate, how you use tests to guide your work, how you learn from documentation or tools, and how you communicate while solving an unfamiliar problem.
You’ll walk us through a real system you have worked on and had meaningful architectural influence over. We’ll ask you to describe the problem, the constraints, the operational characteristics, the design choices you made, and how the system evolved over time.
You’ll work through a set of realistic management scenarios: production incidents, conflicting priorities, delivery pressure, and career development.
There are no single correct answers. We are looking for how you diagnose situations, how you create alignment, and how you help teams learn. This stage is intended to understand your management style, your operating principles, and your ability to lead through complexity.
We’ll discuss examples from your past work that relate to how we operate: ownership, ambition, honesty, adaptability, and kindness. We’re proud of our operating principles and they are published on the internet.
Finally, we believe hiring is a two-way process. Just as we’ll reference-check candidates before making a final offer, we encourage you to reference-check us by chatting to team members you haven’t yet met. Ask anything. We’ll answer with Concrete Honesty.
Once interviews are done, we’ll move quickly to a decision, and we’re always happy to give feedback at any stage.