Software Development Manager (Remote Option)
Senior Software Developer, Financial Performance (Remote Option)
Senior Security Engineer (Remote Option)
Software Development Manager, Payments Infrastructure (Remote Option)
Software Development Manager, Clio Grow (Remote Option)
Software Developer (Remote Option)
Software Developer, Financial Performance (Remote Option)
Senior Software Development Manager
Senior Software Developer, Platform (Remote Option)
Senior Software Developer, Application Security (Remote Option)
Software Development Manager, Site Reliability Engineer (Remote Option)
Senior Database Engineer (Remote Option)
Manager, Data Engineering (Remote Option)
Junior Software Developer, Bootcamp or Self-Taught
Product Design Manager
Group Product Manager
Senior Product Manager
Carve your own path
Think outside the box and learn from industry leaders. With steady growth and new development, there is ample opportunity to broaden or deepen your skills faster than you would at another organization.
Participate in Hackathons
For two days each quarter, Clions have the opportunity to work on a passion project outside of their daily routines. The focus is innovation—not necessarily shipping the end result. The winning team also gets $1,000 donated to the charity of their choice, which is pretty cool.
Work with a diverse team
We’re actively breaking down barriers to ensure anyone (and everyone) interested in engineering is supported and can find success in their career. Some of our approaches to creating a leading developer culture include holistic onboarding, 1:1s with diverse leaders, and inclusion surveys.
What it’s like to be part of the team
We’re innovators. Our varied backgrounds and experience mean we can bring different perspectives to everything we do to build and design the best solutions on the market.
Everyone is accountable for the success of our product—and we’re very open to feedback. Whether that’s jumping in on something or providing insights to make our products better. We like to work without egos.
We build things based on real data. We conduct hundreds of customer interviews a year to ensure we’re creating solutions that truly meets customer needs.
Interviews are a chance for us to understand your skills and experience, and assess your fit for the role. We know interviews can be stressful, so we want to provide you with transparency around what to expect. This way, you can prepare accordingly and do your best to showcase your skills!
Interviewing at Clio is a two-way process that we work continuously on to be inclusive and free from bias. We want to understand if you will be a good fit, but we also want to give you a good idea of what working at Clio would be like. We want you to be as excited about working at Clio as we are about having you join us!
1. Diversity Builds Strong Teams
We believe a team of people with different backgrounds, identities, and experiences will help us to build the best products possible for our customers. Diverse teams allow us to think differently and bring innovative solutions. We focus on hiring for Culture Add and shift our attention to shared norms and values rather than Culture Fit. Building diverse teams is also our moral imperative.
2. We Can Combat Unconscious Bias
Through training and structuring our approach, we’ve equipped our interviewers to understand and actively combat their unconscious biases. Some of them include:
- Questions to ask and which ones to avoid. While conversations may differ and take different routes throughout, we want to provide a level of consistency so all candidates are evaluated using the same framework to maintain a level playing field.
- Creating diverse interview panels so that many different perspectives are represented.
- Our interview steps are the same for everyone interviewing for the same role. Standardizing the process helps minimize bias.
- Encouraging interviewers to take 10 minutes before an interview to get a coffee or a snack, drink some water and/or maybe take a short walk to clear their head instead of running into an interviewer straight from another meeting. This is because unconscious biases show up when we’re hungry, tired, stressed, etc.
3. The Hiring Process is a Partnership
The Talent Acquisition Specialist you speak with will be your point of internal contact and help guide you through the process, set expectations, and clarify any questions you may have. They will set expectations around timelines throughout the process. They are your partner in this process, so don’t hesitate to reach out to them at any point!
4. Timely Communication
We value your time and the effort that goes into our hiring process—that’s why we will always get back to you in a timely manner. In most cases, we turn around offers and interview feedback within 48 hours after an interview but if extenuating circumstances affect our ability to do so, your Talent Acquisition Specialist will let you know.
1. Chat with a Talent Acquisition Specialist
This ~30 minute phone conversation will cover your current and/or past work, background, what you’re looking for, and what motivates you. We cover some logistical stuff here like work eligibility, pay expectations, level expectations, etc. You also get time to ask questions about the company and the role.
2. Chat with the Hiring Manager
This is your first chance to chat with your hiring manager or a manager at Clio. This ~1 hour call will dig into your technical background, interests, and answer any engineering-related questions you may have. Our managers are both technical and people leaders and can answer almost any questions you may have.
3. Final Interviews (3.5 hours)
This last step is broken into several assessments, which will take about 3.5 hours total. When you reach this step, you’ll receive an email with more information about each portion and your Talent Acquisition Specialist will also be available for a prep call in advance to review the details with you and answer questions about how to prepare.
- Pair Programming (45 min) – Let’s code something together. This is not intended to assess your seniority level. This is about seeing how you work with others, how you solve problems, and how you think about a problem while we work on it together. You will be working with the interviewer to solve a problem from scratch. Pick a language you’re super familiar with. There’s no need to use our languages if they aren’t your strongest. We want to see you at your best, so show us what you’ve got.
- Technical Deep Dive (60 min) – This portion is meant to showcase your technical knowledge of a past project you are proud of. Bring a system or project you’ve built so you can explain it to us and we can talk about it. You can use a whiteboard (but no coding!) if you like or you can simply tell us how it worked. How you communicate your ideas and decisions is important. We are assessing your level/seniority during this exercise. We expect more experienced candidates to go higher in the overview and deeper in the understanding of why decisions and tradeoffs were made. We expect junior and intermediate candidates to understand the portions of the system they directly contributed to and have a developing sense of the bigger picture.
- Technical Leadership (For Individual Contributor roles, 60 min) – This interview is to get to know your leadership style (everyone is considered a leader at Clio), how you approach work, what you value in leadership, and why you hold those values. We’ll talk about your philosophy around how you make decisions, your experiences with teams, giving and receiving feedback, holding yourself and your team accountable to commitments, and how you communicate.
- People Leadership (For Manager roles, 90 min) – The team will dive into your management experience and your experiences leading people—the highs and the lows. You’ll answer questions around your philosophy, approach, and direct experiences. There are no right or wrong answers for this session. We are interested to hear your lived experiences and perspectives.
- Culture Add Interview (30-45 min) – This non-technical interview is intended to help us get to know who you are as a human outside of the workplace. We’re looking at values and mission alignment as well as seeking to understand the ways you might add new/different perspectives, world views, interests, passions, learning styles, etc. to the team. During this interview, you will be chatting with a senior Clion who can answer a lot of your questions about our company culture, values, direction, and performance.
4. Panel Debrief
After the Final Interview, your interview panel will get together and debrief, discussing assessments and results from each section. Your interview panel will provide the hiring manager with crucial information to make a decision.
5. Hiring Manager Conversation
Before receiving an offer, you’ll quickly sync with your hiring manager. This is a ~30minute call to debrief on your interview, chat about the role we’re thinking of for you, and share any developmental feedback. We feel it is really important that you fully understand the role, level, and work you will be taking on to make sure they line up with your career goals. We want your expectations to match reality if and when you join our team. This call is our final checkbox before making an offer.
Right after your call with the hiring manager, you can expect an email with the official offer including compensation, start date, benefits, and other details.
What if you’re not successful?
If we decide not to move forward with an offer, you will receive an email from your Talent Acquisition Specialist partner. You will also be offered a feedback call where they’ll dive into more detail on our decision.