Ofertas de empleo para Marketing y Negocio en Barcelona

• Nivel de experiencia---
• Tipo de contratoA tiempo completo
• Publicada21 abr.

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Luxe Talent, an international recruitment and training firm specializing in Executive & Middle Management positions in the Fashion, Luxury, Retail, Catering, Hospitality and FMCG sectors, is looking for a Business Development Director, to join and covering Spain, Portugal, and Italy markets based in Barcelona for an iternational beauty company.

• Key Responsibilities as a Business Development Director:
• Lead generation, client meetings, and closing deals with a hunger to win
• Expanding our presence both in-store and online, ensuring winning strategies
• Managing budgets to achieve profitable growth targets
• Building and maintaining strong client relationships that drive winning results
• Collaborating with internal teams to maximize business growth opportunities
  
  

Requirements:

Requirements:

• Proven experience in business development within the health & beauty sector
• Strong understanding of key regional retailers
• High-energy, fearless negotiation and communication skills
• A proactive, results-driven approach with a passion for beauty products and a hunger to win
• Fluency in Spanish & English; additional languages are a plus

• Flexibilidad horariaSí
• Nivel de experiencia---
• Tipo de contratoA tiempo completo
• Publicada21 abr.

Teletrabajo .

Buscamos un/a especialista en formación con experiencia en diseño, gestión e implementación de acciones formativas para una reconocida empresa en su sector con oficinas en el Baix Llobregat.

La persona seleccionada se integrará en el área de Formación, participando activamente en la detección de necesidades, planificación, ejecución y evaluación de programas formativos adaptados a entornos de alto volumen y objetivos exigentes.

Perfil:

• Formación universitaria o técnica en Psicología, Pedagogía, RRHH, Formación, ADE o similar.
• Experiencia mínima de 3 a 5 años como especialista de formación.
• Conocimiento de metodologías de formación para colectivos operativos y comerciales.
• Experiencia en diseño e implantación de planes formativos y detección de necesidades formativas consensuadas con los diferentes managers..
• Profesional habituado al manejo herramientas de formación virtual y digital.
• Habilidades de comunicación, dinamización y gestión de grupos.
• Orientación a las personas y al cliente interno.
• Capacidad de adaptación a entornos dinámicos.
• Organización y planificación.
• Análisis y síntesis.
• Orientación a resultados y cumplimiento de plazos.

Se ofrece:

• Incorporación a un proyecto estable y en crecimiento.
• Oportunidad de formar parte de una empresa sólida y referente en su sector.
• Ambiente dinámico y equipo colaborativo.
• Contrato indefinido, horario flexible y teletrabajo.

• Nivel de experiencia---
• Tipo de contratoA tiempo completo
• Publicada20 abr.

. TSQL Cloud Coumputing Salesforce

Desde nuestra división de Marketing Digital, estamos buscando un/a Junior Marketing Automation Specialist para incorporarse directamente en cliente final del sector digital, ubicado en Barcelona.

RESPONSABILIDADES

• Apoyar en la creación y ejecución de campañas de comunicación omnicanal (email, WhatsApp y push), asegurando su correcta implementación técnica.
• Construir campañas de email end-to-end, incluyendo maquetación, personalización dinámica (AMPScript), segmentación de audiencias mediante SQL y activación en herramientas como Journey Builder y Automation Studio.
• Actualizar y optimizar campañas existentes, identificando mejoras en rendimiento y personalización.
• Dar soporte en la segmentación de audiencias y análisis de datos para mejorar la relevancia de las comunicaciones.
• Colaborar en la creación y actualización de landing pages.
• Detectar y resolver incidencias técnicas relacionadas con campañas o automatizaciones.
• Documentar procesos, configuraciones y flujos de trabajo dentro de la plataforma.
• Apoyar en tareas operativas del equipo como mantenimiento de la herramienta y gestión del backlog.

SE REQUIERE

• Interés por el ecosistema MarTech, automatización de marketing o herramientas CRM.
• Experiencia previa (académica o profesional) con plataformas de marketing automation (Salesforce Marketing Cloud, HubSpot, Braze, Marketo o similares).
• Nivel alto de inglés (mínimo C1).
• Alta atención al detalle y capacidad de organización.
• Buenas habilidades analíticas y de resolución de problemas.
• Capacidad para gestionar múltiples tareas en entornos dinámicos.
• Motivación por aprender herramientas técnicas y lenguajes como SQL o AMPScript.
• Capacidad para trabajar en entornos internacionales.

VALORABLE

• Conocimientos básicos de SQL, AMPScript o lenguajes similares.
• Experiencia previa (prácticas o 1 año) en marketing digital, CRM o automatización.
• Conocimiento de entornos eCommerce o gestión de contenidos web.
• Experiencia con personalización de campañas o métricas de entregabilidad.

¿QUÉ OFRECEMOS?

• Contrato indefinido directamente con cliente final.
• Modalidad híbrida.
• Formación continua y acompañamiento para el desarrollo de habilidades técnicas en automatización y CRM.
• Seguro médico bonificado y descuentos corporativos.
• Entorno internacional, dinámico y colaborativo.
• Oportunidades reales de crecimiento y desarrollo profesional.
• Proyecto estable en una compañía con fuerte presencia global.

• Nivel de experiencia---
• Tipo de contratoA tiempo completo
• Publicada20 abr.

Ventas Inglés Desarrollo empresarial SaaS Empresas Marketing entrante Campañas Contratación de personal Rendimiento de ventas Prospectos Fintech Word

The Mission: Why Dolfin?

Most C-level executives believe their sales compensation spreadsheets are "good enough." They are wrong. Manual processes are leaking up to 20% in potential sales performance due to a lack of transparency and "shadow accounting" by reps.

Your job isn't to ask what keeps them up at night. Your job is to tell them what should be keeping them up at night. You will challenge the status quo, showing VPs of Sales and Finance how outdated commission structures are stifling their growth and how Dolfin’s AI-powered automation turns compensation from a back-office headache into a strategic revenue driver.

What we need from you

• Commercial Teaching: You don't just "pitch." You provide unique perspectives on the market that help prospects navigate alternatives they hadn't considered.
• 
  
• Constructive Tension: You are comfortable calling a VP or C-level executive and leading a debate. You don't shy away from the word "No"; you use it as a starting point to reframe their thinking.
• Tailoring for Resonance: You understand that a CFO cares about accuracy and audit trails, while a VP of Sales cares about rep motivation. You can pivot your message instantly to speak their specific economic language.
• Taking Control: You are a self-starter who takes ownership of the lead-to-opportunity process. You push for commitment and aren't afraid to discuss the "cost of inaction."

Your Core Responsibilities

• Global Prospecting: Execute high-volume outbound campaigns in English, targeting mid-to-enterprise companies across international markets.
• Building Rapport via Insight: Move beyond small talk. Build instant credibility with senior stakeholders by demonstrating a deep understanding of their business challenges.
• Mastering the Cold Call: You have a hunger to learn and master the art of the "Challenger" call: interrupting the prospect’s day with a value-driven insight that they cannot afford to ignore.
• Pipeline Architecture: Work closely with the founding team to refine our outbound engine, ensuring a steady flow of high-quality "reframed" opportunities.

Qualifications

• Fluent English: You must be able to navigate complex, high-stakes business conversations with native-level proficiency.
• The "Challenger" Mindset: You are naturally curious, assertive, and driven by the desire to become an expert in the SaaS and Fintech space.
• Resilience: You view "cold calling" not as a chore, but as a theater for testing insights and winning debates.
• Growth Hunger: You want to be part of a fast-growing startup (Dolfin) where your input directly shapes the product and the company’s trajectory.

Why Join Dolfin?

You will:

• Speak daily with VPs and C-level executives across international markets
• Learn how to control high-stakes conversations within 30-60 days
• Build a pipeline from scratch and see direct impact on revenue
• Work directly with the founders and influence product direction

And yes, you'll see your performance and earnings in real time.

• Nivel de experiencia---
• Tipo de contratoA tiempo completo
• Publicada20 abr.

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Your Tasks

• Strategic and operational management of the brand — Collaborate in the definition of the category's strategy and in the development of 360° plans adapted to the dermocosmetic environment. Support the implementation and monitoring of campaigns, activations and launches, ensuring execution aligned with brand objectives and the needs of the different sales channels.
• Innovation and go-to-market plans — Participate in the development of go-to-market plans for new products and support for existing portfolios, coordinating with the trade marketing, sales, supply chain, communication and medical marketing teams. Track milestones, timings, and materials needed to ensure a proper launch at the point of sale and at all touchpoints with customers and consumers. Likewise, to support the local adaptation of artworks, ensuring the correct adaptation of the global master to the requirements of the Spanish market and coordinating the necessary validations with global, legal and other country teams.
• Market analysis and brand performance — Analyze category and brand behavior in the Spanish dermocosmetics market, including market share, weighted distribution, pricing, competition, and trends. Prepare periodic reports and collaborate in the preparation of monthly forecasts to facilitate the Brand Manager's decision-making.
• Operational management and transversal support — Provide support in internal processes with supply chain, regulatory, commercial teams, communication team and medical visit team. Prepare and adapt communication and launch materials for transversal teams. Coordinate approvals, shipments, samples and other operational tasks necessary for the operation of the marketing area.
• Agency and supplier relations — Collaborate in coordination with external agencies (creative, digital), ensuring the correct delivery of materials, compliance with timings, and alignment with brand guidelines. Support in the management of briefings, project monitoring and deliverable control.
  
  

Your Profile

• University education — Be in the last year of a bachelor's or master's degree and be able to sign a full-time curricular internship agreement (35–40 hours/week ) with a minimum duration of 6 months.
• Be native Spanish speakers and have a high level of English.
• Student of Marketing, Sales, Business Administration, Management or related areas.
• Strong interest in the dermocosmetics sector and the beauty environment.
• Positive attitude, desire to learn and ability to solve problems autonomously.
• Motivation to develop in a multinational company in the sector, such as Beiersdorf.
• Highly analytical and proactive profile, with the ability to work with data and draw relevant conclusions.
• Initiative, dynamism and ability to function in changing environments.
  
  

Send your CV's in English!

At Beiersdorf, we want to help people feel good about their skin – and our commitment goes far beyond caring for skin. For 140 years, we have developed innovative skin and body care products for well-known brands such as NIVEA, Eucerin, La Prairie, Hansaplast, and Labello. We act according to our purpose, WE CARE BEYOND SKIN, and take responsibility for our consumers, our employees, the environment and society.

Behind every brand, every product and every accomplishment are our more than 20,000 employees. It is for them that we live an inclusive culture of respect and trust that is strongly aligned with our values – CARE, COURAGE, SIMPLICITY and TRUST. We also embrace diversity by valuing the uniqueness of each individual and being committed to equal opportunities for all.

• Nivel de experiencia---
• Tipo de contratoA tiempo completo
• Publicada19 abr.

Teletrabajo . Salesforce Office

After a successful transformation phase, 2026 marks a new chapter for Partoo: acceleration.

We are a solid, profitable and growing European scale-up with a clear ambition: to become the reference platform for local customer experience for multi-location businesses.

Our mission is simple: help businesses manage their online visibility, conversations and local customer relationships through an all-in-one platform, built mobile-first and AI-first. Here, innovation is meaningful, impact is tangible and success is built collectively.

Joining the adventure means contributing to an ambitious, sustainable project with strong international growth.

TEAM 💚You will join the Sales department (~35 people), whose mission is to drive sustainable growth by supporting strategic accounts through complex, high-impact sales cycles.

Your BDR team is composed of 6 people (including 5 BDRs). The team's role is to develop Partoo's business by identifying and securing the best opportunities, working closely with the Account Executive team.

You will report directly to Luciano Buscemi, Team Leader Italy, Iberia & Portugal.

MISSIONS 🔥

• Proactively reach out to prospects across various channels (cold calls, emails, LinkedIn) to book qualified meetings with key decision-makers (Marketing Directors, Digital Managers, Customer Experience Heads) - approx. 150 calls/week, with a target of minimum 4 meetings booked
• Work hand-in-hand with Account Executives to identify target prospect lists, key personas, the right contacts to approach, and the most relevant messaging.
• Collaborate closely with the Marketing team to align on campaigns, share field insights and participate in joint initiatives that strengthen pipeline generation
• Conduct in-depth research on each account and contact to personalise your outreach based on the account's history, the contact's profile, and their business challenges
• Contribute to building and growing the sales pipeline through creative initiatives, and help shape an exceptional team culture
• Nurture relationships with leads through personalised follow-ups and cadences (Lemlist) to increase engagement with Partoo's solutions
• Hit monthly targets for new opportunity creation
  
  

Experiences & Skills 💼

• You have a first successful experience in B2B sales development, outbound prospecting or a similar hunting role
• You are a natural communicator with strong persuasion and active listening skills
• You are resilient, goal-driven and thrive in a fast-paced, target-oriented environment
• You are curious and structured: you enjoy researching prospects and tailoring your approach
• You are comfortable with CRM tools and sales automation platforms
• Fluent English - required (our internal working language)
• Experience prospecting the Spanish market is a strong plus
• Languages: Native Spanish speaker - this is a must
• Location / remote policy scope: Barcelona - 1-2 days remote per week
• Tools / Software: Salesforce (CRM)
• LinkedIn Sales Navigator (research)
• Lemlist (cadences, emailing & data enrichment)
• Ringover (calls)
  
  

HIRING PROCESS 🎭

• First Interview (30 min) — Talent Acquisition
• Hiring Manager Interview (30 min) — Luciano Buscemi, Team Leader Italy, Iberia & Portugal
• Role Play (45 min) — with a Senior BDR
• Take-home Business Case, presented during the following step
• Business Case Debrief — with Head of Global Business Development
• Final Interview — with Head of Talent & CRO
  
  

As part of our recruitment process at Partoo, at least one step takes place in our office in Barcelona, to meet our teams in person.

Compensation 💸

• Proposed Package : 42-45K€
• Our salary grids are built using Figures, based on an internally defined career path with a strong focus on equity across teams
• A 360° feedback review is conducted every quarter with your manager, complemented by an annual compensation review based on performance and behaviour
  
  

Work Environment & Benefits 🎁

• Eco-friendly offices in Barcelona, accessible for people with disabilities
• Committed company: B-Corp certified, internal groups like Women@Partoo, 2 volunteering days/year
• Health & well-being: health insurance, mental health support with Moka.care, gym partnership with Urban Sports
• Meal vouchers via UP Spain
• Sustainable mobility allowance (processed through payroll)
• Flexibility: 2 days of remote work per week + additional remote weeks after probation
• Team life: seminars, team events, sports challenges, yoga, cooking workshops and more
• Collective life: Company retreats, events and shared moments such as card tournaments, sports challenges, yoga sessions, cooking workshops. Whatever your interests, you will find a group that suits you, and we actively encourage inclusive initiatives so everyone can connect and share.
• To go further: These elements are complemented in our Culture Book, which covers our culture, rituals, career paths and internal practices. Feel free to consult it.
  
  

At equal skills, this position is open to people with disabilities or equivalent status, in accordance with Article L5212-13 of the French Labor Code.

Partoo is actively committed to the employment of people with disabilities, notably through dedicated actions and its Disability ERG, and more broadly operates as a company with strong environmental, social and inclusion commitments. Partoo is B Corp certified.

As part of our recruitment process, personal data is processed in compliance with GDPR, within a secure environment aligned with ISO 27001 requirements.

• Nivel de experiencia---
• Tipo de contratoA tiempo completo
• Publicada19 abr.

. Office

Do you have the strategic and operational leadership to drive profitable growth?

Join the ASSA ABLOY Alcea team, in Barcelona, Spain and enjoy a collaborative culture that empowers you to build a career you'll be proud of.

What You Would Do As Our Business Unit Manager

Reporting to senior leadership, you will be fully accountable for the overall performance, profitability, and sustainable growth of the business unit, with end to end responsibility for commercial, operational, and financial results (P&L).

In a business focused on technical installations and security systems integration, you will ensure field execution - project delivery, installation quality, productivity, and safety - directly translates into strong financial KPIs, customer satisfaction, and long term success.

Leading, developing, and inspiring multidisciplinary teams across sales, project management, field operations, engineering, and service to achieve company goals while fostering a culture of safety, collaboration, and continuous improvement.

Owning the full P&L, driving revenue growth and margin improvement, building and executing annual business plans, budgets, and forecasts, actively managing working capital and cash collection, and identifying risks early with clear mitigation actions.

Ensuring operational excellence and compliant field execution - on time, on budget, to scope and quality - optimising productivity, resource allocation, and subcontractor performance while maintaining high customer satisfaction.

Coordinating pricing, marketing, and offering profitability; promoting the company's products, services, and solutions; extending relationships with customers and local/regional key accounts; and representing the business at external events.

Establishing and monitoring KPIs to improve delivery performance and cost control, including project margin and cost variance, installation productivity and efficiency, schedule adherence, quality/rework/warranty, and Health, Safety & Environment (HSE) performance; working closely with PMs, Operations Managers, and Field Supervisors to remove bottlenecks.

The Skills And Experience You Need

We are looking for someone who:

Brings proven senior leadership with full P&L ownership in project based businesses such as technical installations, systems integration, or security systems, with a track record of improving project margins, operational efficiency, and delivery performance.

Holds a Bachelor's degree in Business, Engineering, Finance, or a related field (MBA or equivalent preferred), and demonstrates strong analytical, problem solving, and data driven decision making skills.

Has deep experience managing field operations and project execution with clear financial accountability, promoting a strong safety culture and ensuring compliance with HSE regulations, local laws, and company standards.

Demonstrates strong commercial acumen and value based selling in complex solution environments; experience in Critical Infrastructure sectors (transportation, energy, telecom, utilities, oil & gas) is a strong advantage.

Communicates effectively at all levels and with key stakeholders, partners, and vendors; is proficient in MS Office with exposure to CRM/ERP systems; is fluent in English and Spanish (written and spoken); and is willing to travel frequently.

What We Offer

Benefits

We're passionate about providing amazing opportunities and benefits, so you can continue and progress a lifelong career with us – here's what we have to offer:

Learning and career development opportunities, from online learning to leadership programs and skills enhancement.

A competitive salary and incentive scheme, aligned to performance and impact.

A collaborative, inclusive culture where safety, innovation, and customer focus guide how we work.

We review applications regularly, so don't wait

We are building diverse, inclusive teams, and encourage applications from everyone who can see themselves working with us.

Just set up your profile and apply here.

To make sure your personal data is safe, we don't look at any applications sent by email or post.

If you have any questions about the role or the process, contact Giulia Virde at ******.

Let's create a safer and more open world - together!

To find out more about us, visit .

We are the ASSA ABLOY Group

Our people have made us the global leader in access solutions.

In return, we open doors for them wherever they go.

With nearly 63,000 colleagues in more than 70 different countries, we help billions of people experience a more open world.

Our innovations make all sorts of spaces – physical and virtual – safer, more secure, and easier to access.

As an employer, we value results – not titles, or backgrounds.

We empower our people to build their career around their aspirations and our ambitions – supporting them with regular feedback, training, and development opportunities.

Our colleagues think broadly about where they can make the most impact, and we encourage them to grow their role locally, regionally, or even internationally.

As we welcome new people on board, it's important to us to have diverse, inclusive teams, and we value different perspectives and experiences.

#J-*****-Ljbffr

• Nivel de experiencia---
• Tipo de contratoA tiempo completo
• Publicada19 abr.

Teletrabajo . Fintech

About Unlimit

Unlimit is a global fintech ecosystem built to eliminate financial borders holding businesses back. The company provides the extensive infrastructure needed to scale globally, integrating payment processing, multi-currency business accounts, BaaS and crypto gateways into a single, intelligent platform.

Across 17 offices globally, Unlimit bridges hyper-local expertise with a high-capacity financial network, giving companies the agility to expand across regions with operational confidence and speed. Driving the evolution of payments, Unlimit is transforming its infrastructure from human-operated fintech into AI-native financial infrastructure — where APIs are consumed by machines, integrations are negotiated by agents, and systems evolve continuously through intelligent automation. Our next users are not only humans. They are AI agents acting on behalf of humans and businesses.

Unlimit serves more than the needs of businesses today; we are building the nervous system for a borderless global economy.

Join Unlimit Team now!

Unlimit is an equal opportunity employer. We believe passionately that employing a diverse workforce is central to our success. We make recruiting decisions based on your experience and skills. We welcome applications from all members of society irrespective of age, sex, disability, sexual orientation, race, religion or belief.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

• Nivel de experiencia---
• Tipo de contratoA tiempo completo
• Publicada18 abr.

Teletrabajo . React Node.js GraphQL TypeScript QA Redis LESS Office

Hi 👋 I’m Colin, Director of Engineering, Europe. How do you feel about software engineers writing product specs, making product decisions, and not breaking down projects into individual tickets? If that sounds exciting (even if a bit scary), read on because I’m looking for an engineering manager to help us build a different type of engineering team and culture at Ashby.

To start, why do we need to be different? Time and again, I have witnessed engineers knowing what needs to be done yet being unable to get things done because of “the process” or because “more data is needed.” Some of the most effective projects have been skunkworks projects, where engineers have taken total ownership of a problem and driven it to completion. I want to normalize that at Ashby.

When we think about how these processes came about, we realize they carry a pessimistic mindset. They box people into smaller roles to minimize the chance of not meeting a certain standard. At Ashby. we’re building an environment that is optimistic about what engineers can own and achieve and embraces the innovative engineers (and frankly, often stays out of their way).

To accomplish this, our engineering leaders need to think deeply about individual performance, process, and culture - not running sprint planning or driving product and technical decisions. You’ll focus on building your team, their skills to thrive with the ownership they’re given, and an environment that empowers them to do their best work consistently, with little distraction. For junior EMs we try to stay within 6 direct reports. This enables them to spend time with our teams observing, correcting, praising, and, yes, coding. We like our managers to be hands-on while also making sure they’re not on the critical path.

We’ve already gathered an experienced, talented, and collaborative team of 25+ engineers. You’ll help me manage the growing team of engineers in Europe.

In Addition To Working With Engineers You’ll Also Get To Work On Projects Yourselves. Some Examples Of Work Our Engineering Leaders Have Done

• Provide feedback on product and technical specs to help engineers identify where to cut scope or improve quality. You don’t make the final decisions, but you’ll influence and coach ICs to reach the right ones.
• Grow engineers to the point where they can take large, loosely defined projects, and deliver them with little intervention. They still ask for help when needed - the difference is that they’re driving.
• Jump into our systems and code to debug a customer issue, ship a small bug fix, or improve our developer experience. Engineering leaders at Ashby are great engineers and enjoy keeping their skills up-to-date (while staying off the critical path).
• Improve how we generate and simulate data in demo accounts. It’s a project off the critical path, but it helps you keep up-to-date on our codebase while immensely impacting the business, from Engineering to QA to Sales.
  
  

Why be a manager?

I had two experiences early in my career that set me on my path. I had a great manager who asked tonnes of questions about the decisions I was making and coached me without me realizing it. And I had a terrible manager - being told to work harder after a week of 3am finishes was not what I needed as a young engineer. The stark difference between these two experiences motivated me to become a manager: I wanted every engineer I worked with to have the support I had in the best case.

Since then, as I’ve learned more, I’ve realized that I love the kind of problems I get to solve as a manager. Deeply complex problems with long-term impact both on the company and on people’s lives. One of my proudest achievements is creating a fully transparent pay system, and on the day it was revealed, everybody was happy with it. Nobody stormed out. By spending time thinking deeply about everybody’s pay and ensuring the mechanics of promotion were clear, I put the team in a place where they could see a peer was paid more than them, and it not be a problem.

Despite all this, I love being technical. I sometimes indulge myself and spend a morning writing some code to improve tests or provide better abstractions. If I couldn’t be a manager, I’d be super happy to be an IC.

I’m looking for someone who is passionate. Passionate about both management and being technical. Someone who spots a pattern amongst their team, figures out a better way for us to operate, and then builds the automation that powers it. I introduced a new process that enables engineers to merge 30% of PRs without a human review beforehand. I also built the automation that approves these PRs. I also built that automation with abstractions that make it easy for the engineers to improve the automation themselves.

It can be hard to find seasoned engineering leaders who haven’t succumbed to the status quo in some way or another. We're committed to giving all our people a total and utter lack of terrible managers, and that means we're willing to take a chance on someone early in their leadership journey who's courageous, principled, and has the drive to build themselves into a great leader who can say “Yah I know everyone is doing that, but we won't because...”

Why You Should or Shouldn’t Apply

Engineering Leadership Comes In Many Flavors, Not All Of Which Fit Our Model. I Thought I’d Outline Some Things I’m Looking For To Help You Decide If This Fits What You’re Looking For

• You love being technical and can hold in-depth conversations with direct reports from infra to backend to frontend.
• You enjoy management problems. We want people who get excited about driving people to be their best, giving difficult feedback, and building systems that make this easier
• You hold your team to a high standard and don’t shy away from getting into the details and giving feedback, even to the best folks on your team.
• You are an excellent and empathetic communicator. Facilitating change at both an individual and organization level requires understanding how to navigate the beliefs, opinions, and past experiences of engineers and figuring out how to both convince them of a new way of doing things while also leaving yourself open to feedback.
• You know what exceptional engineers look like. You’ve thought deeply about what makes them tick, how to recruit them, and how to grow folks into them. I want to see depth here, the industry often regurgitates a vanilla description, but the reality is more nuanced.
• You’re good at thinking about product, business, and maybe even design, but you’re not interested in calling the shots and are more interested in building a team that can make the best decisions without you.
• You thrive in high-trust, high-autonomy environments. We're a young startup where leaders wear multiple hats, and you'll build your own (high-speed) on-ramp through developing strong feedback loops.
  
  

Put Another Way, You Shouldn’t Apply If

• You don’t enjoy coding or don’t find time to stay up-to-date on technology.
• You’ve gotten into management because it was the only growth path available
• You want to make all the product decisions instead of empowering your team to make those calls.
• You're happy with a team of engineers that are predominantly early-career, mid-career, or don't thrive with ownership or autonomy. With enough guardrails, the team can get things done.
• A staff or principal engineer to you is someone who spends most of their time project managing or doing architecture reviews.
• You’re not optimistic or convinced that we can build a large engineering team that functions differently than the status quo. You think, at some size, common processes need to be implemented to ensure consistent product delivery (e.g., sprint planning, product managers writing in-depth specifications). You might not say it out loud, but you think, at some size, compromises have to be made for the sake of hiring numbers.
  
  

What We’re Building

Talent teams aspire to build a hiring process that identifies great candidates, moves them quickly through the interview process, and provides an excellent experience for the candidate. To accomplish this, recruiters perform thousands of daily tasks to coordinate and relay information between candidates, interviewers, and hiring managers. Teams struggle to keep up!

Scheduling a final round is an excellent example of our customers' challenges. A recruiter needs to collect availability from the candidate, identify potential interviewers, perform “Calendar Tetris” to find who is available to interview the candidate, schedule on the earliest date possible, and perform any last-minute adjustments as availability changes. They must perform this while considering the interview load on each individual and whether interviewers need to be trained and shadowing others. 🥵

Ashby provides talent teams with intelligent and powerful software that provides insights into where they’re failing and automates or simplifies many of the tasks they’re underwater with. We put a lot of effort into designing products that are approachable to beginners but mastered and extended by power users. In many ways, spreadsheets set the bar here.

We have many customers, great revenue growth, years of runway, and amazing investors like YCombinator, Elad Gil, and Lachy Groom. I’ll share more once we meet.

Engineering Culture

Our engineering culture is motivated by Abhik and Benji’s (our co-founders) belief that a small talented team, given the right environment, can build high-quality software fast (and work regular hours!).

Collaboration is Natural, Communication is Deliberate

Our engineering team (and the team at large) consists of lifelong learners who are humble and kind (meet them here!). These attributes create an environment where collaboration happens naturally (we filter for it in interviews). We combine this with research, prototyping, and written proposals to see around corners and get feedback from the team across time zones. Focus time is something that we hold sacred, and, with thoughtful and deliberate communication, engineers can focus 36h out of a 40h work week (Abhik wrote about it here). Even managers can rely on getting consistent time (and support to make, if necessary) to focus and do creative work without the demand of constant meetings.

Increase Leverage, not Team Size

We Built Ashby With The Quality, Breadth, And Depth That Many Customers Would Expect From Much Larger Teams Over Larger Time Scales. We’ve Done This Through Investment In

• Great developer tooling. Our CI/CD takes ~10m, and we deploy at least 5x a day. Everyone on the team has contributed to developer experience 💪🏾
• Building blocks to create powerful and customizable products fast. At the core of Ashby is a set of common components (analytics modeling and query language, policy engine, workflow engine, design system) which we are constantly improving. Each improvement to a common component cascades throughout our app (short video on it here).
  
  

And a Demo Of One Of These Building Blocks

Here’s an impromptu quote from Arjun in our company Slack of what it’s like to build a feature at Ashby:

Give Engineers Ownership & Autonomy

We, as engineers, find clever ways to solve problems, which amplifies when we deeply understand the problem. All of us in technical leadership did our best work as engineers when we had a deep understanding of the end-user and the business and ownership over the solution. Our engineering culture reflects this experience: engineers own projects end-to-end, from speaking with users to writing product specs to UX design. These are skills that we often don’t get to practice as engineers, and, as a manager at Ashby, you’ll provide mentorship and feedback to engineers to ensure they are successful when delivering projects.

Put Effort into Diversity

Diverse teams drive innovation and better outcomes. As the father of two young girls, I want to see them grow up in a world where all industries are open and welcoming to everyone, regardless of race, gender, or preferences. Helping to build a more diverse team at Ashby is my way of contributing to this change.

Today, 26% of engineers at Ashby are from underrepresented groups. It’s not great, and we are taking conscious steps to improve, like sourcing diverse candidates, providing generous paid family leave, no leetcode interviews, and more.

Interview Process

At Ashby, Our Team And Interview Process Want To Help You Show Your Best Self. We’ll Dive Into Past Projects And Simulate Working Together. Our Interview Process Is Six Interviews In The Following Order

• Intro Call (30m) - Discuss your application questions, align on the responsibilities of the role, and answer questions about Ashby.
• Past Experience Deep Dive (1h) - Discuss your past experience as an engineering leader.
• Technical Screen (1h) - Add a feature back to Ashby. You'll spend most of your time understanding a specific part of our codebase and write less than 15 lines of code.
• Coffee Chat with VP of Engineering (1h) - Spend time with our VP of Engineering and get to know each other.
• Meet the Team (2h) - At this point, the engineering leadership team is excited about you and you'll meet our CEO, Engineers, Product Managers, and some other folks on the team.
  
  

I will be your main point of contact and prepare you for interviews. If we don’t give an offer, we’ll provide feedback!

Technology Stack

I’m sharing our tech stack with the caveat that we don’t require previous experience: TypeScript (frontend & backend), Node.js, React, Apollo GraphQL, Postgres, Redis.

Benefits

• Competitive salary and equity.
• 10-year exercise window for stock options. You shouldn’t feel pressure to purchase stock options if you leave Ashby —do it when you feel financially comfortable.
• Unlimited PTO with four weeks recommended per year. Expect “Vacation?” in our one-on-one agenda until you start taking it 😅.
• Generous equipment, software, and office furniture budget. Get what you need to be happy and productive!
• $100/month education budget with more expensive items (like conferences) covered with manager approval.
  
  

Ashby’s success hinges on hiring great people and creating an environment where we can be happy, feel challenged, and do our best work. We’re being deliberate about building that environment from the ground up. I hope that excites you enough to apply.

Ashby provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities.