Hiring is a two-way decision.

Of course, we want to find exceptional people who will help build the future of Readdle. But it's just as important that every candidate gets an honest picture of the team, the work, and the company before making such an important career decision.

That's why our hiring process is designed to be transparent, practical, and respectful of your time. Every stage has a clear purpose, and whenever possible, we try to recreate the kind of work you'll actually be doing—not surprise you with abstract interview puzzles or unnecessary rounds.

We build teams of versatile people, where age, gender, and years of experience don't define your place—skills, curiosity, and the ability to grow do. We look for people who set a high bar for themselves and help those around them do the same.

From the first conversation to an offer, most hiring processes take between two and four weeks. The exact steps may vary depending on the product team and role, but they generally look like this.

Step 1. Intro call with a recruiter

Our first conversation is all about getting to know each other.

You'll learn more about Readdle, our products, our culture, and the role you're applying for. We'll also discuss your background, career goals, and what you're looking for in your next opportunity.

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

Next, you'll meet your future manager or someone you'll work closely with every day.

The goal isn't simply to verify technical knowledge. We want to understand how you approach problems, make decisions, and communicate your thinking. You'll also get a realistic look at the team's day-to-day work, tools, and challenges.

We believe interviews should help both sides decide whether the role is the right fit.

Step 3. Practical assessment

Rather than relying on trick questions, we prefer practical exercises that reflect real work.

The format depends on the role.

Engineering

Engineering candidates usually complete a collaborative whiteboard exercise consisting of two or three real-world scenarios. You'll solve practical problems independently while occasionally discussing your progress with the interviewer. The process finishes with an informal introduction to the team and a final discussion.

The goal isn't perfection. We're interested in how you think, communicate, and solve problems together.

Design, Marketing, and QA

For design, marketing, and quality assurance roles, there's typically a take-home assignment followed by a presentation to the team.

This isn't only about the final result. We want to understand your reasoning, the trade-offs you considered, and the decisions you made along the way. You'll also receive feedback and have the opportunity to discuss different approaches with the team.

Customer Support

Customer Support candidates work with real customer conversations. You'll review user emails, prepare responses, and experience the pace and communication style of the team.

This gives you a realistic preview of the role while allowing us to understand how you solve problems and communicate with customers.

We evaluate together, not separately

One thing that often surprises candidates is what doesn't exist in our hiring process.

There's no separate "culture fit" interview.

There's no standalone "bar-raiser" round.

Instead, behavioral and values-based conversations are woven naturally into every stage of the process. Different interviewers see different aspects of how you work, which helps us make a more balanced and objective decision.

We believe outstanding products are built by teams, not individuals. Technical excellence matters—but so do collaboration, ownership, curiosity, and the willingness to help others succeed.

Step 4. CEO interview (for some roles)

For certain positions, there may be an additional conversation with Readdle's CEO.

This isn't another technical interview. Instead, it's an opportunity to discuss the bigger picture: where Readdle is heading, 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 stage together, we believe there's a strong match.

By now, you've met the people you'll work with, experienced the kind of challenges you'll solve, and had plenty of opportunities to ask questions.

That's intentional.

We want you to accept an offer because you understand exactly what you're joining—not because you were persuaded by an interview.

We'd love to meet you

Whether you're an engineer, designer, marketer, QA specialist, customer support professional, or another kind of builder, we're always looking for people who care deeply about creating products millions of people use every day.

If our approach to hiring, our products, and our values resonate with you, we'd love to hear from you.

Browse our open positions at readdle.com/careers or send your CV to hr@readdle.com.

See you at the interview.