How we hire
We hire people who are passionate about making things better. Self-starters, boat-rockers, and change-makers who love to do what's right. Not what's easy. We celebrate individuality and look for diverse, outstanding talent who will thrive at Dojo.
Our approach to hiring is transparent, conversational, and designed to help us both get to know each other.
The best way to make an impression is to bring your whole self to the interview. Your skills and experience but also what gets you up in the morning. We want to meet you in your most authentic self.
Making it work for you
Building a diverse, equitable, and inclusive culture is what makes Dojo truly successful. We want everyone to be the best they can be throughout the recruitment process. If you require any additional adjustments, please speak to your recruiter.
Interested in working at Dojo?
Shout about your biggest achievements, your proudest moments and what gets you up in the morning. Always tailor your application to the role you’re applying to at Dojo. We also love to get to know you as a person, so let us know who you are and what you’re passionate about!
Absolutely, we love when our Dojoers refer great talent! We even offer a referral bonus to encourage this. Your referrer can find out more internally by reaching out to the relevant Talent Acquisition Partner.
We’ll always aim to review your application within 2 weeks but at peak times, this might not always be possible.
We can offer visa support for some roles across Dojo – your Talent Acquisition Partner will be able to share more information about this.
With the volume of applications we receive, we’re unfortunately not able to keep track of CVs by email so please submit them through our hiring portal.
First, you’ll speak to a member of our Talent Acquisition Team either over the phone or a video call. This is a high level chat about the role, your background and what it’s like to work at Dojo. This is an informal, 2-way conversation so bring lots of questions to find out if this is the right role for you too! During the call, we’ll cover more around the role, where it sits and how it will impact Dojo and our customers.
Next up, your first interview with Dojo will usually be with the Hiring People Leader, whose team you’ll be working in if you get the role.
If successful, you’ll then meet more of the Dojo team (including peers and stakeholders). We may also ask you to complete assessments or technical tests as required.
We conduct interviews both in person in one of our offices or virtually. Your recruiter will be able to let you know more about the process for your role.
We aim to provide detailed feedback after each interview (following the Talent Acquisition screening call), but sometimes with a high volume of hiring, this is not always possible.
Absolutely, please speak to your recruiter about what you need to be your best self during your interview.
For some senior or high impact roles in Dojo, you may meet our co-founders as part of your interview process. Your recruiter will let you know if this applies to you.
For some roles in Dojo, we may ask you to complete additional tasks (for example a coding challenge or a presentation) or psychometric testing as part of our assessments. Your recruiter will be able to outline the process you’ll expect, and how the assessments are relevant to the role.
We’ll be looking to understand more about your background and experience, as well as technical competencies and functional expertise. We’ll also be considering our wider Dojo values and traits and what you’d bring to our culture.
We’ll aim to give you a speedy response. Your Talent Acquisition Partner will be able to share an expected timeline.
We’re always looking for the best talent, and we understand that means rewarding our teams fairly and competitively.
If you’re unsuccessful, your Talent Acquisition Partner will share feedback as to why we came to that decision. We have no hard and fast rules but generally would suggest waiting at least 6 months before reapplying, so that you have time to work on your development areas.
Occasionally we may reach out to previous applicants when relevant roles arise, but with the scale of our hiring we’re not always able to do this. We’d always recommend keeping your eyes out for interesting opportunities on our careers site.
A lot of our roles are suited to more experienced candidates but we’ve successfully welcomed our first internship programme at Dojo and may explore Early Careers in the future so keep an eye out.
How to ace your interview
Do your research
Go above and beyond our careers home page. Find out as much as you can about Dojo and what we do.
Check us out on socials
Take a look through our Instagram to find out about our latest products and how we talk to our customers.
Have great questions
Come with great questions for your interviewers to show off your curiosity.
Find out who you’re meeting
Check out the LinkedIn profiles of who you’re meeting, see how long they’ve been at Dojo and if they’ve had a standard or a more squiggly career.
Show your strengths
Make it easy for us to see how great you are - provide specific examples of times you’ve made an impact or if you’re newer to the space, think about what you might do.
Use the STAR model
Prepare some answers using the STAR model (situation, task, action and result). We particularly love to hear about the results of your actions.
What we look for
Throughout the hiring process, we’re getting to know you - and you’re getting to know us, too. Our recruiters will be considering the professional experience you’ll be bringing to the role, but we also think it’s really important to consider what you’ll add to our culture.
After thousands of interviews over many years, we’ve recognised a few stand-out traits that are strongly related to success at Dojo.
Leading empowered teams