How to Get a Job at toddle: Interview Process, Experience & Tips (2026)

Toddle builds a curriculum design and lesson-planning platform used by international and progressive schools across dozens of countries. The company is headquartered in India and has grown into a globally recognised tool for teachers, academic coordinators, and school leaders. As of mid-2026, Toddle has 24 open roles spanning product management, engineering, design, customer success, and school partnerships. This is a meaningful headcount for a focused startup, which means hiring is deliberate and each new person is expected to contribute real impact from day one.

Most open positions are remote-friendly or based out of their India offices. The hiring process is structured but moves at a reasonable pace. Candidates who do well typically show genuine interest in education and can speak clearly about how their past work connects to Toddle's mission of empowering teachers worldwide.

Toddle's process usually runs across several stages. The exact structure varies by role, but here is what most candidates can expect.

Application and resume screening. Your application goes through an initial review by the recruiting team. Roles are competitive, so tailor your resume to highlight outcomes rather than just responsibilities. Mention any experience with EdTech, school systems, or SaaS products.

Recruiter or hiring manager screening call. This is a short introductory conversation, usually over Google Meet or phone. The recruiter wants to confirm your background, understand why you are interested in Toddle specifically, and walk you through the next steps. Prepare a crisp summary of your experience and be ready to explain why education technology matters to you.

Assignment or work-sample round. Many roles include a take-home task or a short live exercise. For product roles this is often a product teardown or a feature design problem. For engineering roles expect a coding challenge or system design discussion. For customer success or partnerships roles, a mock call or a written case is common. Toddle uses this stage to see how you think, not just what you know.

Panel or team interview. You speak with a small panel of team members from the group you would be joining. Questions are a mix of situational ('tell me about a time when...') and role-specific. Interviewers at Toddle tend to be direct and curious. They want real examples, so think through a few strong stories from your career before this round.

Founder or leadership interview. For senior or cross-functional roles, a final conversation with a founder or senior leader is common. This round focuses on values alignment, long-term thinking, and how you would contribute to Toddle's culture. It is usually a conversation rather than a formal grilling.

Offer and background check follow for candidates who clear all rounds. Feedback turnaround between stages is generally prompt by startup standards.

Toddle hires people who care about education as a domain, not just as a market. You do not need to have worked in EdTech before, but you should be able to articulate why helping teachers plan better lessons or collaborate more effectively is a problem worth solving.

Mission clarity. Interviewers notice quickly whether a candidate has thought about Toddle's 'why' or is treating it as just another startup job. Read their blog, try the product if possible, and speak with a teacher or school admin if you can before the interview.

Clear communication. Toddle's users are teachers and academic leaders. The team values people who can explain complex ideas simply, whether in writing, in a product spec, or in a customer conversation.

Ownership and initiative. In a focused startup with 24 open roles to fill and a small existing team, there is no room for people who wait to be told what to do. Toddle looks for evidence that you have taken problems end-to-end in past roles.

Structured thinking. Especially for product and engineering, interviewers want to see that you can break a problem into parts, make reasonable assumptions, and arrive at a defensible answer even under uncertainty.

Collaborative attitude. Toddle's team works across time zones and with school partners who have varying levels of tech comfort. Patience, empathy, and a willingness to listen are traits that come up consistently in what the team values.

Try the product. If you can access a Toddle demo or a free trial, spend time in it. Note what works well and what you would improve. This gives you concrete, specific things to say in interviews rather than generic praise.

Research their school partnerships. Toddle works with international schools following the IB and other progressive curricula. Understanding who their users are, what planning challenges teachers face, and how Toddle fits into a school's workflow will set you apart.

Prepare your 'why Toddle' answer. This question will come up in the first call. A strong answer names something specific: a product decision you admire, a blog post that resonated, or a personal connection to education. A weak answer is 'I want to work in EdTech' with nothing more.

Build a story bank. For each core competency (ownership, communication, dealing with ambiguity, cross-functional collaboration), have a real example ready. Use a simple structure: the situation, what you did, and what happened as a result.

For engineering roles, brush up on system design concepts and practice coding in your preferred language. Be comfortable discussing tradeoffs in technology choices rather than just listing tools you have used.

For product and customer-facing roles, practice writing clearly and concisely. If a take-home assignment is part of the process, treat it with the same care you would give a real work deliverable. Sloppy formatting or unclear logic in an assignment is a common reason candidates do not advance.

Follow up thoughtfully. After each interview, send a short note thanking the interviewer and referencing one specific thing from the conversation. It is a small gesture, but it demonstrates the communication quality Toddle looks for.

Toddle operates with a strong sense of purpose. The founders and team are genuinely invested in improving how teaching happens in classrooms, and that mission-first energy shapes the day-to-day culture.

Small team, big impact. With a focused headcount, every person's work is visible. This is energising for people who want ownership, but it can feel intense if you prefer a large organisation with clear handoffs. Toddle suits people who are comfortable with ambiguity and enjoy seeing their work ship quickly.

Educator-first thinking. Decisions at Toddle are anchored in what is best for the teacher. This shows up in product discussions, in support conversations, and in how the team talks about success. If you come from a purely B2B SaaS background, expect to stretch your empathy toward a user base that is not always 'tech-savvy'.

Remote and async-friendly. Toddle has team members across multiple time zones and has built habits around written communication and async collaboration. Good writing is a valued skill, not just a nice-to-have.

Feedback culture. The team is reportedly direct about sharing and receiving feedback. Candour is seen as a sign of respect, not aggression. If you strongly prefer a more formal or hierarchical communication style, factor this into your decision.

Knok checks 150+ job sites nightly, applies to jobs matching your resume, and messages HR on your behalf. If you are tracking Toddle's 24 open roles alongside other EdTech opportunities, knok can keep an eye on new openings and message recruiters while you focus on preparing.