Careers

We're on a mission to build the calmest data platform on the internet

Explore remote roles and join the team helping us get there.

See open positions
62teammates across 23 countries
18languages spoken
$94Min funding
7,400+community members
1,182memes posted (and counting)

We work together,
wherever we are

A team spread across a dozen timezones is a genuine privilege and a genuine puzzle. We lean on written docs, shared threads and a lot of short recordings so nobody has to be awake at 3am to stay in the loop.

We believe, deeply, in collaborative open source

What is Reedbase

Reedbase is an open-source data platform built by engineers for engineers. It layers auth, realtime, object storage, vector search and edge functions onto a standard open SQL engine — no proprietary runtime, no lock-in, no rewriting your queries. We were remote from the first commit, and that has quietly become our sharpest hiring advantage.

A teammate working from the sofa with a coffee — Rawpixel via Openverse, CC0
The team celebrating at the annual off-site — Rawpixel via Openverse, CC0
Two engineers working an idea out on a wall display — Rawpixel via Openverse, CC0
Two coffees passed across a table — Rawpixel via Openverse, CC0
A screen full of source code — Rawpixel via Openverse, CC0
Two teammates reviewing work on a laptop — Rawpixel via Openverse, CC0

Human powered

As a fully remote, mostly asynchronous team, we lean on five traits to keep the work moving:

Egoless

Willing to do the unglamorous work. Team goals come first.

Polyglot

Broad skillsets, and an appetite for the next one.

Process driven

Engineer yourself out of the job you're doing today.

Intellectual honesty

Say what the data says, biases parked at the door.

Kaizen mindset

Improve one function a little, every single week.

1,182 contributors building Reedbase

We're building a community of communities — engineers arriving from wildly different backgrounds alongside people writing their first open-source patch. We like celebrating everyone who spends their evenings on this thing with us.

Community contributor — Korede Adenola on Pexels Community contributor — Jake Nackos on Unsplash Community contributor — Ben Khatry on Pexels Community contributor — Thanh Xuan Nguyen Ly on Pexels Community contributor — Prince on Pexels Community contributor — Foto Sushi on Pexels Community contributor — Korede Adenola on Pexels Community contributor — Jake Nackos on Unsplash Community contributor — Ben Khatry on Pexels Community contributor — Thanh Xuan Nguyen Ly on Pexels Community contributor — Prince on Pexels Community contributor — Foto Sushi on Pexels Community contributor — Korede Adenola on Pexels Community contributor — Jake Nackos on Unsplash Community contributor — Ben Khatry on Pexels Community contributor — Thanh Xuan Nguyen Ly on Pexels

Great people deserve great benefits

Fully remote

We hire globally. There is no Reedbase headquarters — instead you get a co-working membership you can use in any city you happen to be in.

Hardware budget

Spend it on whatever makes your setup work — machine, monitor, chair, a decent microphone, the lot.

Health cover

100% coverage for you and 80% for dependants. It matters to us that your family is looked after too.

Annual off-sites

In-person time still counts, so once a year the whole team spends a week somewhere new. It is reliably the best week of the year.

Flexible hours

Work from anywhere, in teams, asynchronously. You know what needs doing and when it needs to land.

Learning allowance

A yearly budget for courses, books, conferences or anything else that keeps you sharp.

How we hire

The whole process is remote — email and video chat, nothing else. Every call is 1:1 and usually runs 20 to 45 minutes. Remember you're interviewing us as well, so bring the awkward questions. We'd rather answer them now.

1

Recruiter conversation

A chat about your career so far and what you're after next, plus an honest picture of the role and the process.

2

Skill-based interview

Time with the team lead, digging into your craft and how you approach a problem you haven't seen before.

3

Second skill interview

Either the department lead or a future peer, going a layer deeper on the work this role actually involves.

4

Founders interview

Both co-founders meet every candidate at the end. Values, direction, and where this is all heading.

Offer

A written offer with the numbers spelled out, and a week to think it over without anyone chasing you.

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