How we hire at Agencidev

Agencidev is small and profitable, and we intend to keep it that way. As of the time I'm writing this, we are a lean team of just five. We once had 15 people in the team but were achieving the work of 16. Now with 5 people, we're achieving the work of 15. We prefer leverage over size. Every person who joins shapes how we work, how decisions get made, what we are able to build, and what the day-to-day feels like. We hire slowly, and we’re selective.

Our perspective on hiring

Hiring well matters more than hiring fast. We want first class talent, working in a first class way. Yet hiring fast matters too. There are times in the past where we have been given six figure projects, but lost them as we could not staff ourselves quickly enough to handle the workload. This is why our hiring process, just like our development process, is geared around maximising both speed and quality.

We value expertise over credentials. This is a young agency, struggling for its life. There will be times where we shall be overworked and underpaid. But we are building something great. We have one objective: to cook better than any chef has cooked before. We believe every man or woman who joins this team should raise the bar for the next one.

We're a remote team, distributed across time zones and vast oceans, with no working hours, timesheets, or weekends. We plan to remain that way. We prefer freedom and flexibility. Those are the conditions that breed genius. Never strangle the goose that lays the golden eggs.

What we look for

1. We admire people who work hard. We dislike people who don’t pull their weight in the boat.
2. We admire people with honesty—who say things as they are.
3. We admire people who work with gusto. If you don’t enjoy what you’re doing, we beg you to find another job. Be happy with what you’re doing or you will live a long life dead.
4. We admire people who don’t suck up to their bosses.
5. We admire people who hire people good enough to surpass them. We dislike people who are so insecure that they want everyone else to be incompetent. Such people are cancerous.
6. We admire people with manners who treat other people like people.
7. We admire people who desire to build themselves into formidable opponents.
8. We admire people who do the hard work, even when they don’t feel like it.
9. We admire people who hold themselves to ridiculously high standards.
10. We admire people who handle brutal facts and uncomfortable truths, as disgusting as they may be.
11. We admire people who focus on producing truly great work. No company gets rich by underpaying their employees. Pay peanuts and you get monkeys.
12. We admire people who are ready to argue with the teachers when they know they are right. We dislike people who recognise genius and resent it.
13. We admire people who work to be the best—people who aim to hit home runs each time, no matter what it may cost in agony and overtime. We dislike incompetent amateurs.

What the process looks like

The exact sequence varies by role, but most processes follow the same general shape.

Application review: Applications go through our Careers page. Our HR team reviews every application. We also proactively source candidates and welcome referrals. If you were referred by someone or were reached out to directly by our team, the process from there is the same.

Team interviews: Next comes a small number of focused conversations with people you’d work with. This depends on the role. An engineer might talk through coding, architecture, and design decisions. A designer might walk through past product work and the tradeoffs behind it. A GTM candidate might discuss positioning, judgment calls, or how they’d approach a real scenario with customers. We’re trying to understand how you think and approach problems.

Work trial: For all roles, the final stage is a paid work trial. A 2-5 day project designed to approximate the kind of work you’d actually do here. You work with a small project team, get access to our internal tools, and deliver something real. They let us see how you approach the work, and they give you a concrete sense of how Agencidev operates. If you reach this stage, we’ll share a detailed guide and make sure expectations are clear. All work trials are paid. We communicate rate in advance and are flexible on scheduling. We know candidates are balancing other work and personal commitments.

Decision and offer: After the work trial, each member of the team submits feedback independently before debriefing together. We start with a blind vote, then discuss. The CEO makes the final call. If we make an offer, we’ll walk through compensation, equity, and logistics directly and give you time to decide.