In a job market overwhelmed by AI-generated noise, we're building the most human recruiting team in tech. Join us in finding exceptional talent and shaping the future of our company.
The job market is wild now—AI-generated résumés, bot applications, and noise everywhere. We embrace this reality and use AI responsibly to accelerate human connection, not replace it. In an era that feels less human every day, we fight to be the most human company in tech.
We compete with Google, Apple, and Meta for elite talent. Recruiters here are not back office—you're strategic operators solving the most difficult challenge in the company. This role determines whether we out-execute companies 100x our size.
We're unapologetically selective because every hire shapes our future. When AI generates thousands of applicants, your role becomes critical: cut through the noise, find genuine signal, protect our culture. Every hire is a bet on the future—your job ensures we always make the right one.
You're not selling vague promises or questionable startups. You represent a profitable, founder-led SaaS business powering secure file operations for over 4,000 global brands. In a world of hype and instability, our story is refreshingly real.
Top performers have more options than ever—and more noise. We focus on being genuinely great, not performatively great. Recruiting here isn't about filling seats. It's showing exceptional people why this is where they can do the best work of their career.
We've invested in building the most unique screening and interviewing system, and by joining our team, you'll get to become a part of it—finding the thinkers and doers who will raise the bar.
Our recruiters use agents to scan public artifacts — repos, weekend projects, agent libraries, technical writing — and surface candidates who’ve already crossed the AI-leverage threshold. We don’t post and pray; we identify the people who’ve already built what we’d ask them to build here.
Resumés are noise now. We screen on what a candidate has built, what they’ve shipped this month, which agent platforms live in their actual workflow. The first conversation is about a thing they made, not a school they attended.
We don’t let candidates use AI in interviews. We don’t need to interview Claude — we’ve already hired Claude. What we need to know is what makes you special as a driver of Claude: the judgment, the taste, the operator instincts no model can fake. The only way we see that is by interviewing the person, not the stack they brought with them.
If you’ve been recruiting for “10 years of experience” at every other shop, this won’t feel like recruiting. It’ll feel like scouting.
4,000+ organizations — every Fortune 500 industry, every regulated vertical, every fast-scaling enterprise where secure file transfer is mission-critical. The product moves petabytes daily through hundreds of millions of API calls. The deals close, the support tickets matter, the engineering decisions ship at scale.
Kevin Bombino still runs the company he founded in 2009. We build for the long term — and the math works, which is how we stay number one in revenue per employee in our category.
The bar to get in is high, and it stays high after you're in. We pay above market because the people we hire are above market — and we say no to a lot of strong candidates because raising the bar matters more than filling a seat. Your first week here, the room will feel different.
