How we hire

The key principles

👂 Listen more than talk

Hiring is not about selling — it's about understanding. Our goal is to understand the candidate's values, motivations, and potential.

We want to understand what excites you, what matters to you. And see if 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 make sure we clarify them in the next steps.

🟢 Green flags

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

The stages

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

Here are the stages:

1. Screening Call — Introductions
2. Take-Home Challenge — Async assessment
3. Technical Interview — Deep dive into skills and collaboration
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. Screening

This is a moment for us to meet, to learn more about each other, to hear each other's journey.

The goal is not depth but clarity on whether proceeding makes sense.

Structure:

• Quick introductions
• Listen carefully how you work
• Understand what you are looking for, what excites you
• Answer any question you may have

2. Take Home Challenge

This part takes time, so we want to be respectful to everyone's time. We understand that you might have personal things, work related things, or other applications.

The goal here is to understand not only how you think, but how you execute.

• Be responsive: Candidates should never feel ghosted.
• Follow up proactively: Check if you have questions or blockers.
• Support: Be ready to clarify the problem or constraints if needed.

3. Technical Interview

This is a moment to dive deep into your technical skills and collaboration.

Depending on the role, we might include more team members in the interview.

Structure:

• Take Home Challenge Questions
• Teamwork and Collaboration
• Technical 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: 30 minutes with our COO or Chief of Staff and 45-60 minutes with 3 additional team members.

5. Meet the Founders

Chat with our founders 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 base salary, stock options, and benefits.