We build teams of versatile people, where age, gender, and years of experience don’t define your place — skills do. We look for exceptional minds who hold themselves to a high standard and bring others along with them.
Hiring is a two-way decision. That's why our hiring process is designed to be transparent, practical, and respectful of your time. Steps may vary depending on the product you'll be working on and the specific role. Every stage has a clear purpose and a set timeline. Usually, our process consists of the following:
Step 1. Intro call with a recruiter
A conversation to learn more about Readdle: our culture, our products, and the role itself. We’ll cover the key points of your experience and what you’re looking for. Most importantly, this is your chance to ask questions. Whether you're curious about the team, our ways of working, or what success looks like in the role, we're happy to answer.
Step 2. Technical interview
This is run by your future manager or a close teammate. The focus is your hard skills. You'll also get a realistic look at the team's daily work, tools, and challenges.
Step 3. Whiteboard or Test Assignment
This stage is about day-to-day work — you get a genuine feel for the role and the team, not just a theoretical interview.
For engineering roles, the whiteboard typically involves 2–3 stages built around real-life cases. You work through tasks independently with occasional check-ins, followed by an informal team introduction and a final discussion. We want to understand how you approach problems, make decisions, and communicate your thinking.
For design, marketing, and QA roles, there’s usually a take-home assignment followed by a panel presentation to the team. This isn’t just about the output, it’s a chance to walk us through your approach, and hear feedback from both sides. We want to understand your reasoning, the trade-offs you considered, and the decisions you made along the way. You'll also receive the opportunity to discuss different approaches with the team.
For customer support roles, you’ll review real user emails and draft responses, giving you a feel for the team’s tone and pace. This gives you a realistic preview of the role while allowing us to understand how you solve problems and communicate with customers.
We believe great results are a team effort. You won’t find a separate bar-raising round or cultural fit interview at Readdle. Our values alignment matters just as much to us as technical expertise.
Behavioural questions are included into every stage, which gives multiple people a rounded view and makes for a more objective decision in the end.
We evaluate together, not separately
Step 4. CEO interview (for some roles)
Depending on the role, there might be an additional interview with Readdle’s CEO - а conversation about the bigger picture, where the company is headed, how your role contributes to that vision, and any questions you may have about our strategy, culture, or long-term direction.
Step 5. The offer
If we’ve reached this point together, we believe it’s a match! The whole process is designed to give you a realistic picture of the team, the work, and Readdle overall; so when you get here, you can make a confident, considered decision.
If we haven't met yet, but our approach to hiring, our products, and our values resonate with you, check out our open roles at readdle.com/careers or send your CV to hr@readdle.com.
See you at the interview!
