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Recruitment process

Six stages. No bait-and-switch.

Transparency is a core value, so it had to start with how we hire. Here is exactly what joining daily.dev looks like. Every stage, who you’ll meet, how long it takes.

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Our charter

Four commitments we make to every candidate.

No tricks

No brain-teasers, no riddles.

We are not interested in whether you can solve a riddle under pressure. We are interested in whether you can do the actual job.

Time-boxed

Reasonable time commitment.

Total interview time is 4 to 6 hours, scheduled around your week so it never feels like a second job. We never ask for unpaid project work.

Real peers

Meet the team, not a panel.

The people who interview you are the people you will actually work with. They have skin in the game.

Honest pay

Transparent compensation.

We share the compensation range for the role on the first call, not after the offer. No bait-and-switch.

The process

From application to offer in days, not weeks.

  1. 01

    Application review

    ~30 min

    Who: Hiring manager + recruiting partner

    A real person on our team reads every application, usually inside the same week. If your background looks like a strong fit for the role, we move forward. If not, you get a one-line decline. No ghosting, no automated form letter.

  2. 02

    Intro call

    30 min

    Who: Recruiting partner or hiring manager

    A short, low-pressure conversation: who you are, what excites you about this role, what you want out of your next move. We share a candid picture of the team, the product, and the trade-offs of working here. You should leave with enough information to decide whether to keep going.

  3. 03

    Domain conversation

    60 to 90 min

    Who: Two future peers

    A working session focused on the actual problems the role solves. For engineers this often means a system design or live debugging exercise drawn from real product surfaces. For designers, a product critique. For content roles, a writing exercise. We share the prompt in advance so you can show up prepared.

  4. 04

    Take-home (paid, optional)

    45 min

    Who: Reviewed by two engineers / designers

    For some roles we offer a paid take-home as a substitute for whiteboard interviews. Time-boxed at 4 hours. We pay your hourly rate. You keep ownership of what you build. We use the conversation about the take-home to inform the next round, not as a pass/fail.

  5. 05

    Values & culture

    45 min

    Who: Founder or department lead

    A conversation, not an interrogation. We ask how you handle ambiguity, disagreement, and ownership. We tell you what working remotely with us actually looks like on a Tuesday afternoon. The goal is for both sides to spot deal-breakers before either of us makes a decision.

  6. 06

    Decision & offer

    30 min

    Who: Hiring manager + founder

    We commit to a decision in days, not weeks — usually inside the same week as the final interview. If it’s a yes, you receive a written offer with the full compensation breakdown, equity grant details, and notes on what we want you to focus on in your first 90 days. If it’s a no, you get specific, useful feedback.

Honest answers

What candidates want to know.

The three questions every candidate emails us before applying. Answered up front, so you can decide with both eyes open.

Visas & geography

Do you sponsor visas? Do you hire from any country?

We are remote-first and hire across 8 countries today. Whether we can hire you in your country depends on whether we can legally pay and tax you there. The recruiter on the first call gives you a definitive answer for your specific case.

Compensation

What does the comp package look like?

Cash plus meaningful equity. Specific ranges depend on the role and your location. We share the band on the first call, before you invest any time in the rest of the process.

Decisions

How quickly do you make decisions?

Application reviews go out the same week we receive them. Final decisions follow within days of the last conversation, not weeks. If something slips, the recruiter on your case tells you why and when to expect news.

Process questions

What candidates ask before applying.

Timeline, paid take-homes, feedback, and what we actually evaluate.

Frequently Asked Questions

Days, not weeks. We aim to wrap end-to-end inside a single focused stretch and commit to a final decision in the same week as the last conversation.

Like the way we work?

Use the product we built. See if you’d want to ship it.

Sixty seconds to a personalised feed. If our taste matches yours, the rest of the process probably will too.

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