How to Get Hired at Dev

Dev currently has 70 open roles across its teams, making this a good window to put in your application. The company hires across engineering, product, design, and operations. Like most technology-focused employers, Dev runs a structured hiring process that moves from an application review through several interview rounds before landing on an offer. Competition is real, but candidates who take time to understand the product and align their experience to the role consistently stand out. This guide walks you through every stage so you can show up prepared.

Stage 1, Application and Resume Screen Your resume lands with a recruiter or an automated system first. Tailor your resume to match the job description closely: use the same keywords the posting uses, and lead with measurable impact wherever possible. Engineering roles often ask for a portfolio link or GitHub profile at this stage. Stage 2, Recruiter Call If your profile clears the screen, expect a short call with a recruiter. They will ask about your current role, notice period, salary expectations, and why you are interested in Dev. Be direct and honest; this is also your chance to ask whether the role is hybrid, remote, or in-office. Stage 3, Technical or Skills Assessment For engineering roles, this is typically an online coding test or a take-home assignment. Product and design candidates may receive a case study or a brief task related to the role. Complete this promptly, delays can signal low interest. Stage 4, Technical Interview Rounds Most engineering candidates go through a few rounds covering data structures, system design, and past project work. Interviewers commonly ask questions like 'Walk me through a project you built end to end' or 'How would you design a feature like X?' Non-technical roles often have competency-based rounds instead. Stage 5, Hiring Manager Round This is a deeper conversation about your experience, your approach to problems, and how you work in a team. The hiring manager wants to know if you can handle the day-to-day realities of the role. Stage 6, HR Discussion and Offer If the rounds go well, HR will reach out to discuss compensation, joining date, and any documentation needed. Come prepared with your current CTC and a clear expectation in mind.

Strong fundamentals over trend-chasing Dev's interviewers tend to value solid foundational skills, whether that is core computer science concepts for engineers, or clear thinking and communication for business roles, over a resume stuffed with every new tool. Ownership mindset Candidates who can talk about a problem they personally drove from start to finish, including setbacks, tend to do well. Avoid answers where 'the team did X'; be specific about your own contribution. Product curiosity Spend time with Dev's actual product before you interview. Candidates who reference specific features or use cases, and have genuine opinions, signal that they care about more than just the job title. Clear communication Whether written or spoken, clarity matters. For remote or hybrid roles especially, the ability to explain complex ideas in plain language is a core skill the team evaluates throughout the process. Learning agility Technology and markets change fast. Interviewers look for signs that you pick up new skills quickly and do not wait to be told what to learn next.

Research the company Read through Dev's website, recent blog posts or press coverage, and any public interviews with the leadership team. Understanding what the company is building and why it matters will help you answer 'Why Dev?' with genuine conviction. Match your resume to the job description For every role you apply to, reorder and reword your bullet points to reflect the skills listed in the job description. This is not about fabricating experience, it is about making your real experience easy to spot. Practise coding problems (for tech roles) Work through problems on platforms like LeetCode or HackerRank, focusing on arrays, strings, trees, and graphs. For senior roles, also prepare for system design questions, practise designing systems you have actually worked with before. Prepare your project stories Have a handful of stories ready covering: a difficult technical challenge, a time you disagreed with a colleague and resolved it, a project that did not go as planned and what you learned, and your biggest impact in your current or last role. Know your numbers Be ready to quantify your impact, how much you reduced latency, how many users were affected by your feature, how you improved a process. Concrete details make your answers memorable. Ask good questions At the end of each round, ask something specific: about the team's current biggest challenge, how success is measured in the first year, or what onboarding looks like. Generic questions like 'What is the culture like?' rarely leave an impression.

Dev operates in a fast-moving environment where individuals are expected to take initiative rather than wait for top-down direction. The culture leans towards transparency, teams share context openly and debates about direction are expected to happen in the open rather than in side conversations. Collaboration is genuine rather than performative: most teams are small enough that your work is visible, and that visibility works in your favour if you are consistent and reliable. Feedback is direct, and people are expected to receive it without getting defensive. For candidates coming from large enterprises or slower-moving organisations, the pace can feel intense at first. If you thrive when you have clear goals but a lot of autonomy in how you reach them, you will likely find the environment energising. Diversity in background and approach is valued, the company understands that different perspectives lead to better products. Being able to work effectively with colleagues from different functions and communication styles is important here.