Question 1

How would you describe the work atmosphere at JobLeads?

Accepted Answer

We're a remote-first company of about 120 people spread across four continents, which means we've had to be intentional about creating connection without the typical office environment. The atmosphere is professional but relaxed - we're focused on getting good work done, but we don't have rigid corporate formality. Because we're remote, you won't have the spontaneous hallway conversations, but most teams have found their own rhythm for staying connected - whether that's virtual coffee chats, team channels for nonwork chat, or just taking a few minutes at the start of meetings to actually talk to each other as humans. The in-person gatherings (team offsites, company meetings, summer workcation) are where a lot of the deeper relationships form, which then makes the remote collaboration much easier. We're distributed across different countries and time zones, so there's a natural respect for people's different working styles and life situations. Some people are morning people who log off early, others start later - as long as you're available during core hours from 10 a.m. to 4 p.m. CET and getting your work done, how you structure your day is up to you. Even though we've doubled in size over the past two years, maintaining a personal, familiar environment is really important to us. We don't want to become a place where you're just an employee number - we genuinely care about keeping that sense of connection and personal approach as we grow.

Question 2

What type of person thrives at JobLeads?

Accepted Answer

People who do well here tend to be self-motivated and comfortable with autonomy. You need to be able to manage your own time and reach out when you need help, rather than waiting for someone to check in on you. In a remote environment, communication matters even more - being clear about what you're working on, speaking up when you're blocked, and keeping your team in the loop. We've grown quickly - we've doubled our team size in the past two years - which means things are evolving. You won't always have a perfectly defined process for everything. If you're someone who thrives with clear structure and constant guidance, this might not be the right fit. But if you like having the space to solve problems your way and contribute ideas on how we can improve, you'll probably enjoy it here. Since so much of our connection happens remotely, people who make an effort to show up - whether that's being present in team discussions, joining the optional social stuff, or making it to those in-person gatherings - tend to integrate better and enjoy working here more. We value people who help maintain that personal, familiar atmosphere even as we scale.

Question 3

How do you handle feedback and conflicts in a remote environment?

Accepted Answer

We believe in direct, honest feedback delivered with respect. During your probation period, you'll have regular feedback conversations so there are no surprises. After that, your manager will have ongoing 1:1s with you, and we do annual performance reviews. For day-to-day feedback, we encourage people to address things directly rather than letting them fester. In a remote environment, you can't just grab someone for a quick chat in the kitchen, so we try to be thoughtful about giving feedback through the right channel - sometimes that's a Slack message, sometimes it needs to be a video call, or a specifically designed solution in our HRIS. If there's a conflict or tension between team members, we expect people to try to work it out directly first. If that's not working, managers are there to help facilitate. The worst thing in a remote setup is when people go silent or passive-aggressive because you can't read body language or bump into someone to clear the air.

Question 4

Is there room to grow and take on new responsibilities?

Accepted Answer

Absolutely. We recently implemented a seniority level model that clearly defines career paths and what's required to progress to each level. This gives you transparency about what growth looks like in your role and what you need to work toward for the next step. With our recent development, there's genuine opportunity here. We're not a massive corporation where advancement takes decades, but we're also beyond the chaotic early start-up phase. Growth can happen both by deepening expertise in your current area or by taking on broader responsibilities as the company scales.

Question 5

Do you support professional development and learning?

Accepted Answer

We don't have a fixed learning and development budget, but we absolutely encourage people to learn and grow. If there's a course, conference, certification, or other learning opportunity that would genuinely help you do your job better or grow in your career, talk to your manager about it. We evaluate these requests individually and provide budget for meaningful development measures. The key is showing how it connects to your work and growth here at JobLeads.

Question 6

What IT equipment and tools does JobLeads provide?

Accepted Answer

We provide all the hardware you need to work effectively from home. You'll get either a Mac or PC laptop (your choice based on your role and preference) and a monitor if you need one. Just let us know what works best for you, and we'll make sure you're set up properly from day one.

Question 7

Do you offer a home office budget or stipend?

Accepted Answer

Currently, we don't have a standard home office stipend, but we make sure you have the essential equipment to work comfortably. If you have specific needs beyond the standard setup, just talk to your manager or HR - we handle these requests individually.

Question 8

What's your policy on working from co-working spaces?

Accepted Answer

While we don't have a formal co-working policy, we're pragmatic about this. Several colleagues use co-working spaces, and we've covered the costs when it made sense for their situation. If working from a co-working space would help you be more productive, just have a conversation with your manager or HR about it.

Question 9

Do you have core working hours, or is it completely flexible?

Accepted Answer

We ask everyone to be generally available between 10 a.m. to 4 p.m. CET for team collaboration and meetings. Outside of those hours, you manage your own schedule. Need to start earlier or later on a particular day? No problem - just communicate with your team so everyone knows when to reach you.

Question 10

How do you measure productivity in a remote environment?

Accepted Answer

We focus on outcomes, not hours logged. During your probation period, you'll have regular feedback sessions to make sure expectations are clear. After that, you'll have regular 1:1s with your manager and annual performance reviews. We care about the quality of your work and whether you're meeting your goals, not whether you're online at specific times.

Question 11

Is part-time or job-sharing possible?

Accepted Answer

Yes, part-time arrangements are definitely an option. We've had colleagues successfully work part-time in various roles. If this is important for you, bring it up during the interview process so we can discuss what makes sense for the specific position.

Question 12

How do remote teams collaborate on a day-to-day basis?

Accepted Answer

We use Slack for daily communication and quick questions, Zoom for video calls, and depending on your team, you'll likely use tools like Figma, Confluence, or Jira. Most teams have regular syncs, but the specific rhythm depends on the team and what you're working on. We try to balance staying connected without creating meeting overload.

Question 13

How often does the team meet in person?

Accepted Answer

We take in-person time seriously because we know it matters for building relationships:

Team offsites: at least once per year. Your team chooses the location anywhere in Europe - previous teams have picked everything from beachside retreats to city locations based on what the group wanted.
All-company offsite: Once per year, we bring everyone together. Recently, we've been in Budapest, which has been great for mixing work sessions with getting to know colleagues across teams.
Summer offsite: Once a year, the whole company goes on a summer trip together - we've done sailing trips and stayed at beach hotels. It provides a chance to completely unplug and just enjoy time together while also connecting it with some work-related things.

We strongly encourage participation in these gatherings because they're when a lot of the relationship-building happens that makes remote work sustainable. Travel costs are covered by the company.

Question 14

Are in-person meetings mandatory?

Accepted Answer

They're not technically mandatory, but we highly encourage participation, particularly for the team offsites and company gathering. These are really valuable for building the relationships that make remote collaboration work smoothly the rest of the year. That said, we understand life happens - if you have a compelling reason you can't make one, just talk to your manager.

Question 15

How do you onboard new employees remotely?

Accepted Answer

Your manager will work with you to structure your first weeks, making sure you have everything you need and know who to talk to. Our IT team will get your equipment shipped to you before your start date. You'll have regular check-ins during your probation period to make sure you're settling in well and have the support you need.

Question 16

What's the culture around after-hours communication?

Accepted Answer

We don't expect people to work overtime or always be available. If someone sends a Slack message in the evening, there's no expectation that you respond until you're back at work. We're all adults managing our own schedules - sometimes people work a bit later because it suits their day, but that's their choice, not an expectation.

Question 17

What's your approach to vacation - do people actually take it?

Accepted Answer

You of course get paid vacation days every year. We genuinely want people to take their vacation and disconnect. When you're on holiday, you're on holiday - no expectation to check Slack or email.

Question 18

How do you handle different national holidays across multiple locations?

Accepted Answer

Since we operate across multiple countries, everyone follows their local country's public holidays. We're aware that this means the company never fully shuts down, but it also means you get to enjoy your own country's holiday calendar without having to work when your family and neighbors are off.

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What our employees say about working at JobLeads

Our culture

Flexible

Remote-first and adaptable ways of working.

Committed to excellence

Because job seekers deserve nothing less.

Can-do mindset

Turning challenges into solutions every day.

Open-minded

Imagination, creativity, and new ideas matter.

What it’s like working with us

A workplace that works

Remote first. Globally together

One Team, connected worldwide

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