Build something worth trusting.
We're a small, senior team building first-party payment infrastructure. We hire people who do careful work, say what they mean, and treat each other well, across San Francisco, Dublin, and Sydney.
Why we exist
Companies should own the payment credentials their customers trust them with.
Most businesses rent that ownership back from a processor. We're building the layer that hands it back. More about the company.
The work matters because it changes who holds the keys, and the kind of trust that depends on it. That shows up in three ways.
- Ownership, not rented access
A business should be able to switch providers without asking every customer to re-enter their card. We make that possible.
- One honest record
Finance, compliance, and engineering should all read from the same trail. We build for a single source of truth, not five conflicting ones.
- Built to outlast any one vendor
A business's payment estate shouldn't collapse because a single supplier changes its terms. Resilience is the point.
What we value
The principles behind how we work, in every role.
These hold whether you write code, talk to customers, close the books, or design the brand. They're how we decide when the answer isn't obvious.
Numbers, not adjectives.
We say what's true, internally and externally, even when it's inconvenient. Claims are backed by evidence, not enthusiasm.
See it through.
High autonomy, high accountability. You own the outcome, not just the task, and you have the room to do it your way.
No shortcuts that matter.
When quality and speed pull apart, we choose quality and leave a record of why. We build things we're willing to put our name on.
Direct, and kind.
We give clear feedback and assume good intent. People do their best work when they're trusted and treated like adults.
Write it down.
A remote team across three continents stays aligned in writing. Decisions, context, and the reasoning behind them live where everyone can find them.
Earn it, keep it.
We hold sensitive things on behalf of others. We treat that responsibility as the whole job, not a checkbox.
What we stand for
We hire for talent, wherever it happens to be.
Being remote-first across three continents isn't a perk. It's how we reach people the usual filters miss.
We want a team where people of every background, identity, and path can do the best work of their careers, and feel they belong while they do it.
- Equal opportunity, in practice
We don't make decisions based on race, color, religion, gender, gender identity or expression, sexual orientation, national origin, disability, age, or veteran status. We evaluate people on their work.
- A fair process
The same structured interview for everyone, written feedback either way, and accommodations whenever you need them, just ask. No insider track.
- Room to belong
Different perspectives make better decisions, especially in infrastructure people rely on. We build for the long term, and that includes the team.
How we work
Culture is what we refuse to shortcut.
We won't ship a shortcut we know will break trust, skip the written record on a hard call, or publish a number we can't back up. When doing it right and doing it fast pull apart, we choose right and leave a trace. Postmortems, design docs, and honest debriefs are how a remote, senior team stays aligned, and how new people get up to speed without needing to be in the room. Read the principles our work extends from.
How we hire
The interview is a fair sample of the real work.
About three weeks end to end, whatever the role. No trick questions and nothing that eats your weekend. You'll know where you stand at every step.
- Conversations with the team you'd join
You meet the people you'd actually work with and spend time on the kind of problems the role really involves, not abstract puzzles.
- Written feedback, either way
A short debrief within a week: what stood out, where we landed, and why. We send it even when we don't make an offer.
- Your questions matter too
We make time for the things you'd want answered before signing. An offer should be a decision both sides feel good about.
Where we work
Three home cities, sharing one day.
San Francisco · PTDublin · GMTSydney · AESTRemote-first across three timezones
The inbox is the front door.
Tell us who you are, what you care about, and the kind of work you'd want to do here. We read every message and reply within a few business days, whether or not we're hiring for your role yet.