BelongNot a brochure. A living record of what it feels like to work here.
Badge-tap mornings. Whiteboard breakthroughs. Lunch-hour running clubs. The promotion that took longer than expected. The manager who got it right. Choose a story. Follow it honestly.
Marcus Webb's Journey
"I came for the stack. I stayed because my manager pushed back on my promotion timeline — and was right."
The Interview
A gauntlet of LeetCode puzzles designed to filter, not evaluate
A 90-minute design conversation about a real system they'd shipped last quarter — then honest feedback two days later whether I got it or not
"They told me where I struggled. No company had ever done that."
First 90 Days
Ticket queue, onboarding docs, waiting for permission to touch anything important
Owned a migration affecting 40,000 users by week six. My tech lead sat next to me for the first two deploys.
First Big Project
Rigid specs handed down from product, minimal engineering input
Three engineers co-authored the RFC with the PM. Two of my suggestions made it into the final architecture.
"I wrote something that ships to millions of people. That doesn't get old."
Career Growth
Annual review, opaque leveling criteria, politics over merit
Quarterly growth conversations. My manager showed me exactly what Staff-level looked like in writing — and held herself accountable to it.
The Hard Part
Marcus doesn't skip this chapter.
Year two, we shipped a feature that caused a 14-hour outage on a Saturday night.
I was the lead engineer. I made the call to push without a full canary. I was wrong.
The post-mortem wasn't about blame. It was a two-hour working session on what our rollout process needed to become. That process has prevented four potential incidents since.
My promotion to Staff got delayed by six months.
My manager told me I was technically ready but hadn't yet shown I could influence decisions I wasn't directly involved in.
That feedback stung. It was also correct. The extra six months were the most important of my career here.
"The moment I knew I'd stay: we had a brutal sprint, missed a deadline, and the CTO sent a Slack to the whole engineering org that said 'this one's on leadership — we scoped it wrong.' I'd never seen that before."
Growth isn't a talking point here.
These are the numbers we put in front of our board. They belong on this page too.
Where people came from. Where they went.
Proposed the feature that became our highest-rated release of 2024.
Sponsored through our technical upskilling program, now leads a team of 8.
Built the ERG structure from scratch. Now a direct report to the CPO.
"The company isn't hiding anything. Neither are we."
— The Belong People Team
You've watched a stranger be honest. Now it's your turn.
This isn't a black hole. One person from our team reads every submission and responds within two business days. If there's alignment, we have a real conversation — not a 45-minute phone screen designed to filter you out.
Response within 2 business days, guaranteed
No algorithm. A human reads your submission.
Your current employer is never contacted without consent
"I submitted the form at 11 p.m. on a Tuesday. By Thursday morning, I had a calendar invite from the hiring manager — not a recruiter."
— Isabelle Fontaine, now Senior Designer · Joined 2024
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The 28-page document we share with candidates, boards, and ourselves. Turnover data, manager effectiveness scores, DEI metrics, and the three things we're still getting wrong.