Your detailed guide to Revenue org interviews at Bitrise

If you are thinking about applying for a role within the Revenue organization at Bitrise, you probably want to know what happens after you click on the "apply" button. This post walks you through every step - setting you up for success even before applying.

What the Revenue org is

First  of all, let's clarify what the Revenue Organization is. It's the umbrella structure that brings together all the teams responsible for generating and growing a company's revenue. These teams typically include sales, marketing, customer success, and revenue operations, all working to a unified strategy rather than as separate, siloed departments.

The idea is to align these functions around the full customer lifecycle (acquisition, conversion, retention, and expansion) so they share goals, data, and metrics instead of optimizing in isolation. This is often paired with a "revenue operations" (RevOps) function that handles the shared systems, processes, and reporting across those teams, and is usually led by a Chief Revenue Officer (CRO) who owns the entire revenue funnel end to end.

Whether you are an Account Executive, Customer Success Manager, Business Development Representative, Solutions Engineer, or anything in between, our hiring process is built around the same idea: we need to understand what you can bring to the team, and you'd like to understand what Bitrise can offer you.

The steps you can expect

Joining a new company and hiring a new team member are two sides of the same thing, and both ends require preparation, commitment and time.

Our process reflects how we work: it is designed to be thorough, but also to avoid any wasted time, as we all know that time is the most valuable asset for both our candidates and Bitrise.

As Bitrise is a fully remote company, interviews are happening remotely as well. For calls, our People team will assist you and provide you with a Google Calendar link that helps you pick the right time to interview. After each round, we are doing our best to get back to you as soon as possible.

While each role is different and the process can be different from time to time, here is our generic playbook we usually follow.

1. Screening call

You start with a phone or Google Meet call with someone from our People team. This is an introduction on both sides. We share more about Bitrise, the role and what the team is working on. We cover the practical details early: your expected starting date, compensation structure, and anything else that helps you decide if the role is a fit. Ask whatever you want here. The goal is to confirm the interest is mutual, understand the skills and experience you bring, and give you what you need to decide whether we're the right place for you.

⏰ Timeframe

30-45 minutes

👥 Participants

You, and someone from our People team

🎯 Outcome

Discuss your interest and job relevant skills. Provide you with the most important details of the role and confirm the next steps of the process.

2. Culture interview

Culture interviews are designed to validate the candidate's culture fitness to our team by reflecting on our company values.

⏰ Timeframe

30-45 minutes

👥 Participants

You, and one of our HR Business Partners

🎯 Goal

Assess your soft skills and understand whether you can grow and add to the culture at Bitrise.

3. Hiring Manager interview

Next is a conversational interview that usually runs 60 to 75 minutes. You can expect the hiring manager who would be your future manager to join from the Bitrise side.

This stage is mostly about soft skills and job-specific experience which we will come back to later.

⏰ Timeframe

60 minutes

👥 Participants

You and the hiring manager

🎯 Goal

Assess your skills and past experience related to the role you're interviewing for and understand whether you can grow and add to the culture at Bitrise.

4. Panel interview

The panel interview usually runs 60 to 90 minutes with you, a revenue leader, and 1 or 2 peers such as an AE, SE, or CSM, depending on the role.

The exact shape changes a bit from role to role, but the goal is always the same: understand the depth of your expertise, how you work in a cross functional team environment, your ability to influence senior stakeholders or external customers.

Expect a presentation with fellow peers about the goals of the role, a look back at the experiences you have gathered in your career so far, and occasionally an account-based exercise. Think of it as the kind of discussion you might have with future teammates, because that is exactly what it is.

⏰ Timeframe

60-90 minutes

👥 Participants

You, a revenue leader, and 1 or 2 peers such as an AE, SE, or CSM.

🎯 Goal

Assess your hard skills, understand your depth of expertise.

5. Founder interview

The final step is a 60 minute conversation with one of our founders: Barnabás Birmacher, our CEO; Viktor Benei, our CTO; or Daniel Balla, our CPO.

In this round we look at what you'd add to the company and the team, and how you get things done. Our founders (and CRO) would like to meet every new Bitriser before they join, and this is your chance to do the same. Don't be shy to ask anything. Like how the company started, why are we really doing this, or even: what are the names of our robot and cat mascots?

⏰ Timeframe

60 minutes

👥 Participants

You, and our CEO.

🎯 Goal

Founders meet with all new joiners, and you can ask any questions from them.

How long does it all take?

Altogether, you can expect our active hiring process is being done in 4-5 hours total.

We try to optimize the process as much as we can, and we respect that your time matters. At the same time, we are not in a rush to fill a seat. We want to hire people who enjoy working here, can add real value, and can grow in their careers with us.

We take teamwork and culture seriously, and a good hiring process is how we set everyone up for success from day one. So while we move with focus, we also give each stage the attention it deserves.

What happens after all the interviews are done?

Once you have been through the rounds, we make a decision. It usually takes a few days. If we have a lot of candidates it can take a little longer, but you will always hear back from us, either way.

If we decide not to move forward this time: we will tell you why. One of our core values is that we are direct and open-minded, which means that we believe in feedback, and upon your request, we're happy to share detailed reasoning of our decision. A "no" from us is rarely about you not being good enough. More often it means we are currently looking for someone with a different kind of experience. We genuinely encourage you to apply again later, 8-12 months is usually a good window to do so.

If we decide to move forward: we will set up a call and send you an offer letter so we can walk through it together and answer any questions you have.

What will my leveling and compensation look like?

At Bitrise, we believe in fair and transparent compensation. To remove as much bias from the process as possible, we built our Competency Framework to help in assessing candidates' current levels accurately.

This also helps everyone to grow professionally at Bitrise, as this framework is used for setting growth plans and promotions for the long term.

For all roles, we also have a career map with transparent salary ranges we are using both for hiring and discussing salary reviews internally.

Who are we looking for?

First of all: we are not looking for someone who can answer every question or who already knows everything. That person does not exist, and we would not learn much by pretending otherwise.

We are looking for someone who asks the right questions, influences with data, uses hands-on expertise to drive changes, is genuinely motivated to join, has the growth mindset to adapt and learn new things, and has a strong ownership mindset. Our environment changes constantly, so curiosity and agility, willingness to learn, and motivation to ship things matter more than knowing today's answers to today's problems.

You can read our thoughts on why company culture matters to learn how do we think about this.

What is Bitrise like as a workplace?

Bitrise is a remote-first company, with teammates working together from around the world. Hierarchies mean very little here, and most people work cross-functionally, across team boundaries, which gives us the freedom and responsibility to drive changes. We encourage people to move with urgency and focus, with a sense of autonomy and ownership like nowhere else. If you can fix a problem without breaking the product irreversibly, then move ahead and fix it. We all fail. Failing means we learn and improve.

Our culture is based on 4 values we genuinely use day to day:

• We move with urgency and focus: we react quickly, iterate often, and look for practical solutions based on data.
• We are direct and open-minded: we share feedback regularly and keep finding ways to learn and improve.
• We care: about our customers and about each other. We listen and ask questions to understand how can we help.
• We help each other be better: we collaborate in a diverse team that pushes each of us to do our best work.

In Revenue we add our own phrase to this: "we aim for customer satisfaction and a bias for action”. Learning is a real part of the job, as you can read in our take on learning culture at Bitrise.

If you want a sense who we are, check out our our about page.

Ready to apply?

If any of this sounds like the kind of place you want to work, we would love to hear from you. Take a look at our open roles and find your next step on the Bitrise careers page.