What we look for when we hire

We hire one person every six to eight months, on average. The pace is slow on purpose. A focused team cannot afford a wrong hire, the group is too small for one person to be invisible, and the work is too high-touch for a wrong hire to be easily routed around.

Patterns that get a candidate to interview: shipped public work we can read, an opinion about a thing they own (a stack choice, a workflow, a writing decision), and the ability to disagree with us on the call without making it personal. We look for craft, not credentials.

Patterns that do not: a long résumé with no public artifacts, a portfolio of agency work where the candidate's specific contribution is unclear, and the kind of self-presentation that uses "we" when "I" would be honest.

If you have shipped something you are proud of and you would like to ship more, we are always reading the inbox.