// Careers · prodct GmbH · Essen, Germany

We hire when delivery demands it.

Right now, it doesn't. There are no open positions, and we won't post ones we don't have. But we keep a short list — and when a seat opens, we look there first.

// 01 / current status

No open positions today.

// honest version

We could list aspirational roles. We don't.

Posting roles we can't staff is a tax on the people who'd apply. We open a seat when a real client mandate justifies it, when an existing partner identifies the exact gap, and when we've already reached out to the people we'd want first. If the listing exists, the work exists.

That means at any given week — including this one — there's a decent chance we're not hiring. We'd rather tell you that than collect CVs into a black hole.

// what to expect when we do open
✓One specific role, written by the partner who'll work with you — not by HR.
✓A short loop: intro · technical conversation · scoped paid trial. Two weeks, not two months.
✓A real decision either way, with reasoning. We don't ghost.
✓The waitlist below is read first. By a partner. Not parsed.
// signal · not an application

Tell us you exist. We'll remember.

Two minutes. Zero cover letter. We're not collecting these into a CRM — they go straight to the partner who runs the unit you'd join. When something opens, that partner reads the list before anything else.

// goes to the partner of the unit you picked
// signal received. a partner will reply when there's something real to say.
// 02 / why we hire this way

Slow on purpose, fast when it matters.

// why

Senior-only is a delivery decision, not a vanity one.

A 100 % senior team means a partner can scope and ship without a staffing pyramid underneath. That's the entire bet. Hiring a second-year would dilute it — so we don't.

// how

Two weeks, two conversations, one paid trial.

Intro with the unit partner. Technical conversation with two engineers from that unit. A scoped paid trial — real work, real review. We decide together by the end of week two.

// when

When a partner says "I need this person now."

Roles open inside a unit, never at the firm level. If the partner running [CX] needs a delivery lead, that's the role — specific, written by them. No "general talent pipeline."

// 03 / the bar

What we look for. What we don't.

// hire
→Eight years and up of post-junior experience, with at least one shipped production system you can talk about end to end.
→Operator instinct. You've sat on the buyer side, or you've been responsible for revenue or uptime. You know what an angry stakeholder sounds like.
→Writing. You can describe a system, a tradeoff, or a delivery risk in three paragraphs without us asking twice.
→Calm in scope drift. You've handled a project that grew sideways and you didn't panic, you negotiated.
→EU time zone or willing to overlap 6h/day with Essen. Hybrid OK. Full-remote OK if the unit partner agrees.
// don't apply
×"I'm fast-tracked." We don't have a fast track. We have one bar; everyone clears it.
×You'd like to "transition into delivery." We're not where you learn this — we're where you ship it.
×You want a big team underneath you. No one here has direct reports. Partners run units; everyone else delivers.
×You want to do thought-leadership. Write on your own time; the day job is the work.
×You can't tell us what you'd ship in week one. If a paid trial sounds threatening, this isn't the place.

Not hiring,
but always listening.

The waitlist is the only door. When a real role opens, the partner running it reads that list before doing anything else.

Leave a signal → About prodct