Do the best work of your career.
We are building a studio for people who want their judgement to be visible and their craft to be useful.
Senior work,
visible judgement.
We hire experienced practitioners and give them the context to make real decisions. No timesheet theatre, no layers of approval between an engineer and a sensible choice, and no expectation that you defend an estimate you did not make.
We are remote-first and asynchronous by default, with written decisions and recorded walkthroughs rather than a calendar full of status meetings.
- Five or more years doing the thing, not managing it
- A habit of writing decisions down
- Comfort saying the honest answer is smaller than the brief
- Care about the states nobody demos
- Interest in the business problem, not just the ticket
No open roles today
We hire when a specific engagement needs a specific person, and we keep good conversations warm in between. Send work you are proud of and a note about what you would rather be doing.
The conditions,
stated plainly.
Written down because a studio that will not describe its working conditions in public is telling you something about them.
Remote-first, genuinely
The company was distributed from week one, so nothing important happens in a room you are not in. Written decisions and recorded walkthroughs are the default; live time is reserved for the things that actually need a conversation.
Four-day delivery weeks
Fridays hold demos, review and learning rather than new scope. It is not a perk, it is how we stop delivery pressure eating the work that keeps quality from decaying.
Senior pay, no equity theatre
Salaries are benchmarked to the top quartile for the role and reviewed annually. We do not offer notional equity in place of cash, and we publish the band before the first conversation.
Craft budget and time to use it
A conference and learning budget, plus paid time in the calendar to spend it. Reading time that only exists in a policy document is not a benefit.
No timesheet theatre
We track engagement effort at a level useful for forecasting and nothing finer. Nobody defends an estimate they did not make.
Work you can point at
You will be named on the work, quoted in the case study and credited in the handover. Anonymous delivery is a good way to lose good people.
Five shapes of
senior practitioner.
Titles matter less than the work. If your experience sits across two of these, that is usually a recommendation rather than a problem.
- Senior full-stack engineers who are comfortable owning a build end to end
- Product designers who can hold a design system and a hard conversation at the same time
- Platform engineers who enjoy performance, accessibility and the boring parts of hosting
- Commerce specialists who have survived at least one migration weekend
- Content architects who can restructure four hundred pages without losing rankings
Four steps, about two weeks.
A written exchange
You send work you are proud of and a note about what you would rather be doing. We reply with a specific reaction to it — not an acknowledgement from a system.
A conversation about a real problem
Sixty minutes on an anonymised engagement we actually ran, including the part we got wrong. We are listening for how you reason when the answer is not clean.
A paid piece of work
Half a day, paid at our standard rate, on something scoped and realistic. No take-home marathons, no unpaid speculative work, no puzzle that has nothing to do with the job.
A decision, with reasons
Yes or no within a week, with the reasoning either way. Candidates who get a no often get an introduction to someone who is hiring for the thing they were strongest at.
Questions candidates ask.
Not currently, and we would rather say so than run a process that wastes your time. Our model has no bench to learn on: every person is client-facing from week one, which is unfair to someone still building the judgement it requires. When we can support that properly, we will say so here first.
Anywhere with four hours of overlap with either New York or London. We contract through an employer of record in most countries, so a move does not need to become an HR project.
Yes, at our standard day rate, invoiced or paid however suits you. Asking senior practitioners for free speculative work is a strong signal about how a company treats time, and we would rather send the opposite one.
You lead a workstream inside an engagement in month one, and you lead an engagement by around month six. The rate is set by evidence rather than tenure — several people have led sooner and nobody has been pushed to before they were ready.
Yes. We hire when a specific engagement needs a specific person, and the shortlist is usually made of conversations that started months earlier. Good notes stay warm.
Ready to make the next move obvious?
Bring us the hard thing. We will bring a point of view, a senior team and a clear next step.