CloudFlare - San Francisco, CA and London, UK: VISA
CloudFlare is building the next generation network edge, in the cloud, for security, performance, monitoring, and control of web traffic.
We started the year at ~128 and are looking to double in size in 2015. Still early enough to make a difference, but we're now big enough that the difference you make will affect a large number of customers on day one, including Hacker News, Reddit, Stack Exchange, basically every bitcoin or torrent site ever, and 2M more.
We're engineering driven, and have been great at solving hard engineering challenges (we've got nginx core team, some deep kernel tap knowledge, and insane levels of performance optimization up and down the stack), but we're hiring across the company:
In addition to always looking for great systems engineers, SREs, and network engineers, we're particularly interested in exceptionally strong web front end developers, Postgres database expertise, and enterprise sales/sales engineers.
I got a few interviews and the recruiters used special web-apps for the process and even then they didn't think about getting back and tell me it's done.
And why should they? They get paid for good hires, not for telling the bad ones they aren't needed.
We probably need more comments like the one of devnull42 to raise awareness.
This wasn't "not telling the bad one that wasn't needed" -- it was "reviewer (who is our engineering manager for that department) liked him, and put notes to that effect in his file, and the next step is supposed to be in-house recruiter following up to do the next interviews". The in-house recruiter didn't get the note, and there was no internal feedback loop to say it had been stalled. We actually hired a (great) engineer on the data team after he followed up on a post like this months ago; I'm aware the process is broken, and we're trying to improve it.)
We use jobscore. I really wish we used lever.co to track this stuff instead.
On the teams where I am more involved in hiring (i.e. not SRE), we separately track candidates after initial screening using Jira (which we use for everything else), so people don't get dropped.
I've sent an email (about 3 weeks ago) regarding the possibility of a summer placement to one your employees, been told that he/she put me into the "recruiting system" but unfortunately had no reply since. Any reason as to why that is?
CloudFlare is building the next generation network edge, in the cloud, for security, performance, monitoring, and control of web traffic.
We started the year at ~128 and are looking to double in size in 2015. Still early enough to make a difference, but we're now big enough that the difference you make will affect a large number of customers on day one, including Hacker News, Reddit, Stack Exchange, basically every bitcoin or torrent site ever, and 2M more.
We're engineering driven, and have been great at solving hard engineering challenges (we've got nginx core team, some deep kernel tap knowledge, and insane levels of performance optimization up and down the stack), but we're hiring across the company:
In addition to always looking for great systems engineers, SREs, and network engineers, we're particularly interested in exceptionally strong web front end developers, Postgres database expertise, and enterprise sales/sales engineers.
https://www.cloudflare.com/join-our-team
Things we particularly value are a drive to complete projects, deep technical curiosity, and an interest in fixing the Internet.