Careers
We are building the operating system for selection procedures in the German-speaking market: short paths, real users and a field where care matters, because selection decisions shape careers.
flynne runs in large groups with real case numbers. What you build has consequences for an assessment day the day after tomorrow; it is not a prototype that dies in the demo.
A flat structure, with the managing director in the same project. Decisions are taken in days, not in committee rounds.
We work with psychologists, works councils and data protection officers. Working here means getting to know a field, not only a tech stack.
We deliberately do not use AI to judge people, even though it would sell better. If you think that is wrong, we are not a good match.
A product, not project work
flynne is built and run in house. What you build stays: it is maintained, developed further and used by real assessment teams in a large group, rather than switched off when a project ends.
A bug here has an address
The software runs assessment days with real people: a scheduling bug costs somebody their appointment, and a broken notification leaves candidates stranded. That makes the work more serious, and considerably more satisfying than optimising clicks.
AI with a line drawn
Lynn plans, warns and drafts, and judges nobody, as a matter of principle. That line is an engineering task: it has to hold in every feature, not only in a mission statement. If you want to help build that, this is one of the few places where the line is meant seriously.
Domain knowledge you can learn
Aptitude diagnostics, works councils, DIN 33430: nobody brings that from university. What you should bring is a willingness to work your way into a domain. The rest comes with the project, and colleagues are happy to explain.
If none of them fits but you are convinced we need you, write to us anyway.
Mainz or remote
You connect flynne to customers’ systems: applicant tracking, calendars, sign-in, test providers. The work does not end at the interface but when an appointment runs through the group without anyone helping it along.
Mainz or remote
You lead implementations in large groups: many companies, a legacy system grown over years, a works council that rightly asks questions. Your result is not a milestone plan but the first assessment day that runs in the new system.
Mainz or remote
You accompany customers from onboarding into regular operations, and bring their feedback straight into product planning instead of filing it in a ticket system.
Mainz or remote
You talk to heads of assessment, HR IT and procurement, in processes that run for months and in which the works council and data protection sit at the table. Selling here means understanding the product, not only the price.
Remote
You help us find and approach the right organisations. Our buyers sit in HR, assessment, the works council, IT and procurement: reaching them means understanding what a selection procedure depends on.
It says so with each position: the full-time roles are “Mainz or remote”, the working student role fully remote. What remote does not replace are the meetings where decisions are taken; that is what the office in Mainz is for.
No. The domain knowledge can be learned and is passed on during the project. What cannot be learned is an interest in the domain. Anyone who builds software for selection procedures without wanting to understand what an assessor does builds it wrong.
No: for seven positions an assessment centre would be the wrong tool. There is a structured process all the same, set out below in five steps: a reply within five working days, a 45-minute conversation with the person you would work for, a professional part using real code or a situation from daily work, and a decision within a week, with reasons, including when the answer is no.
Yes, and we mean it: the paths here are short enough that a convincing speculative application is read rather than filed away in an applicant tracking system. Write what you can do and what you want to build, not what job adverts usually say.
We build software for selection procedures. Having a bad one ourselves would be embarrassing.
Your documents
A CV is enough. A covering letter only if you want to say something that is not in the CV.
A reply within five working days
Including when it is a no. We know from customer projects what waiting does to people.
First conversation, 45 minutes
Getting to know each other with the person you would work for, not with a screening round.
The professional part
For engineering roles, a shared look at real code, not puzzles. For other roles, a situation from daily work.
The decision
Within a week of the last conversation, with reasons.
The product tour shows what you would be working on, and the blog shows how we think.