We’re building something different
We are growing rapidly and in search of top talent. Our laser-focused approach on finding the right people for our team sets us a part. We have open roles across our business including roles in Development, Product, Sales and Marketing.
We hire dreamer-doers who
strive for excellence
At Engine, talent density is everything. We shape the future of Engine one amazing hire at a time and our commitment to excellence is reflected in our approach to talent acquisition.
We are looking for drivers to join our passionate team.
How we hire
Back-channel references
Yup, you read that right. Back-channels happen all the time because they add real value. Back-channel references allow us to gather a more comprehensive understanding of a candidate’s professional background, work ethic, and cultural alignment. By speaking with former colleagues and industry connections, we gain insights that are often missed in traditional reference checking. We understand the importance of confidentiality in a search and refrain from contacting individuals at a person’s current employer.
Skills assessment
Skills assessments play a key role in our hiring process by giving candidates a chance to bring their actual output and capabilities to life. This ensures that their skills are tightly aligned with what is needed to succeed in the role. Our means of completing the skills assessment varies depending on the position and could be any of the following: cognitive assessment, presentation, technical test, portfolio review, etc.
Bar raiser
All Leadership as well as some high-level C roles, include a bar-raiser interview. This interview stage is assessing just that: Does this candidate raise the bar in terms of performance and DNA for the team that they would be joining? The bar-raiser interviewer is conducted by a person from a department outside of the department that the role being interviewed for is in, enabling more focus on the ability to execute, culture elevation, and boundary-pushing qualities.
