What's the hiring process

The key principles

Listen more than we talk

When we hire at Resend, we like to listen more than we talk, seeking to understand the candidate. Our goal is to understand the candidate's values, motivations, and potential.

We want to understand what excites you, and what matters to you, and whether that aligns with the way we build software.

Red flags

We are careful to spot signals that suggest misalignment, either technically or culturally. Even a small signal is enough for us to clarify it in the next steps. We understand that Resend may not be a match for how some candidates like to work, or some candidates may not be a match for Resend.

Green flags

We also look for positive indicators that someone will thrive here. The way you communicate, the way you work, and what motivates you.

The stages

Our hiring pipeline is designed to be thorough but respectful of everyone's time.

Here are the stages:

1. Recruiting Call: Introductions to Resend and the Candidate
2. Hiring Lead Interview: Deep dive into background, skills and collaboration
3. Technical Stages (2): Series of two stages to assess technical skills and execution
4. Cultural Interview: Values and alignment
5. Meet the Founders: Vision, culture, and company
6. Reference Calls: Background conversations with peers
7. Offer: Compensation and benefits

1. Recruiting Call

Initially, Recruiting will schedule a call to chat through your experience and what you're looking for next in a new role. They will also cover the interview process, location hiring requirements and compensation.

The goal is not depth but clarity around your interests and, logistically, whether proceeding makes sense.

Structure:

• Quick introductions
• Understand what you are looking for, what excites you, and your previous experience
• Answer any questions you may have about Resend
• Cover interview logistics

2. Hiring Lead Interview

Next, you'll have a call with the Hiring Lead. The Hiring Lead is a team member at Resend who is taking lead on hiring for this position, and usually is the Manager or a Squad Technical Lead.

This is a moment to meet a role peer, to learn more about each other, and to hear each other's journey.

Structure:

• Quick introductions
• Understand more about your technical experience, how you like to work and how you'd like to continue growing in your career
• Answer any questions you may have about the role or team at Resend

3. Technical Stages (2)

The technical stages help us work through scenarios and tasks similar to what you'd own at Resend, to see how you think, approach solutions, execute your ideas and communicate the bigger picture.

Typically, technical stages have two parts: a take-home challenge followed by a technical discussion interview, or a series of two technical discussion interviews.

We understand that you might have personal things, work-related things, or other applications. Typically, we ask for submissions or can schedule these interviews within 3-5 days depending on the role and task.

Candidates working on take-home challenges are invited to a shared Slack channel with the Resend team to ask questions.

4. Cultural Interview

The culture step of the interview process exists to make sure that regardless of skill, this person fits and contributes to the Resend culture in a positive way and that Resend is the right culture match for them, too.

There is no exact script by design, it should feel natural. If trust is not built with the candidate, they won't lower their guard to give honest thoughts. The questions are designed to break the mold of traditional interviews so the candidate has to think.

This interview is 2 parts for the Candidate: 30 minutes with our COO or Chief of Staff, and 45 minutes with 3 additional peers from different teams.

5. Meet the Founders

Candidates chat with any founders they have not previously met in the process and have the opportunity to know more about Resend.

This is a great opportunity to ask about the company, the team, and the culture.

6. Reference Calls

We will reach out to your references to get a better understanding of your work history and how to best support your success.

Typically, we ask for at least two references, one being a manager or supervisor, and the other being a peer or colleague.

7. Offer

We wrap it up with an offer call and discuss the final details.

This is the time to discuss salary, stock options, and benefits.