Careers
Hiring deliberately, not quickly
We are a young company hiring deliberately. That means fewer roles, more care in each one, and real influence over how the company works for the people who join early.
Culture
What working here is actually like
Written plainly. If any of this does not appeal, that is useful information for both of us.
Senior by default, junior by intention
Most roles are for experienced engineers. Where we hire early-career people, we do it with a real mentoring commitment rather than as cheap capacity.
Remote-first, genuinely
Written communication, asynchronous decisions and recorded context. Meetings are for discussion, not status.
Time to do it properly
Estimates include testing, documentation and review. If they do not, we have estimated wrong and we fix the estimate rather than the working hours.
Learning is part of the work
Dedicated time for study and internal technical sessions, because the alternative is a team whose skills quietly expire.
Values
The same values we hold with clients
They are not a separate internal document. If we would not say it to a client, we will not say it to each other.
Say the difficult thing early
If a deadline is unrealistic, an approach is wrong, or a feature should be cut, we say so while it is still cheap to act on. Comfortable silence is the most expensive thing in a project.
Working software over status reports
Every week you get an environment you can open and use. Progress is demonstrated, not described.
Build for the team that inherits it
We write code, documentation and infrastructure for the engineer who picks it up in two years without us to ask. That constraint improves everything.
Measure before claiming
Performance, quality and cost are numbers we produce and share, including when they are not flattering. We do not publish statistics we cannot substantiate.
Ownership stays with the client
Code, infrastructure, credentials and knowledge are yours throughout. No dependency by design, no lock-in through obscurity.
Sustainable pace
Consistent delivery beats heroic sprints. Tired teams write the defects they spend the next month fixing.
Benefits
What we offer
- Remote-first working with flexible hours around your team’s overlap window
- Annual learning budget for courses, conferences and certifications
- Dedicated weekly time for study and internal technical sessions
- Equipment budget and home office allowance
- Paid time off with a minimum you are expected to take
- Parental leave above statutory minimum in every region we employ
- Transparent, banded compensation reviewed annually
Hiring process
Six steps, no surprises
No unpaid multi-day take-home exercises and no algorithm interviews for jobs that do not involve algorithms.
Application review
A person reads every application. We aim to respond within a week either way.
Intro conversation
Thirty minutes on what you have built, what you want next, and what the role actually involves.
Technical conversation
A discussion about real problems from work we do — no whiteboard algorithms, no take-home longer than two hours.
Practical exercise
A short, paid exercise resembling the work, reviewed together rather than graded in silence.
Team conversation
Meet the people you would work with, and ask them anything you want about how it really runs.
Offer
Banded compensation explained in full, with a written role description and expectations.
Open roles
Positions currently open
No roles are open right now
We list positions here only when they are genuinely open and funded — an empty page is more honest than a permanent “always hiring” notice. If your experience is a strong fit for the work described across this site, send us a note anyway. We read everything and reply either way.
Email xaliconinc@gmail.comCareers
Think you would be a good fit?
Tell us what you have built and what you want to work on next. A person reads every message and replies.
Prefer email? contact@xalicon.co