Work with a team that values growth, transparency, and the freedom to do your best work. We’re not your typical 9-to-5 company, and we’re looking for people who want something different.
This isn’t a buzzword. Everyone has access to all company information: financials, salaries, contracts, decision-making processes, customer details and planning.
You’ll know exactly how the company is doing, what everyone earns and why decisions are made.
We run on sociocracy and Teal principles. No managers. No top-down decisions. You work in circles (teams) where everyone has a voice, and decisions are made by those closest to the work
You’ll be expected to set your own path, propose solutions, and take initiative. It’s liberating, but it requires personal leadership and comfort with responsibility.
We don’t mind you starting a bit later or going to pick up your kid(s). Your productivity speaks for itself. Work when you’re most effective. Take breaks when you need them. What matters is delivering great work for customers and the team.
We’ve been fully remote for nearly a decade, so we know how to make it work. You choose where you’re most productive: home, coworking space, or somewhere else entirely. We sync through Slack, Zoom, GitHub, and other tools, and meet in person 1-2 times a year for multi-day retreats where we bond, strategize, and go deeper as a team.
Instead of a single rigid job description, you’ll hold multiple roles based on your skills, passions, and what the company needs. This allows organic evolution of both you and the organization. One month you might focus more on customer work, the next on internal tooling or content creation. Your “job” is the collection of roles you choose to fill. It shifts as you grow.
We take hiring seriously. We want to get to know you, and we want you to truly understand what working here is like. Here’s what to expect:
Based on your answers to our screening questions, we evaluate authenticity, relevance, and quality to decide if we’ll invite you to the first conversation.
We review your application for relevant experience, strong communication skills, and alignment with our team’s needs.
A video call with our HR partner. Introductions, overview of the hiring process, and a first sense of the vibe for both of us.
You’ll talk with colleagues from the hiring circle and other circles you’d work with. This is a conversation, not an interrogation. Ask your questions. Get a real feel for the culture.
We do background checks to ensure we’re not bringing in bad actors (and our security policy requires it). Please don’t take it personally.
In the final stage, we discuss any outstanding details and co-create (yes, together) a compensation proposal. More on this below.
We share the proposal with the Skyscrapers team for their consideration. If they’re on board, you are too.
🎉 Welcome to the team! 🎉
Money matters. It needs to be right and fair so you don’t worry about it and can focus on doing great work. Only then can you grow and contribute fully. We have quite a unique approach to compensation.
At Skyscrapers, compensation is fully transparent. Everyone knows what everyone else earns, including Frederik. We discuss finances openly: revenue, runway, profitability, constraints.
We co-create your offer. In the final hiring conversation, we’ll lay it all out: our current compensation model, what everyone makes, what we think you’ll contribute, our financial constraints. We’ll be open, honest, and vulnerable.
Then it’s your turn. We expect the same from you: what you need, what you think is fair, what your constraints are.
Together, we build a proposal that works for both sides. Then we share it with the team for input.
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