Most Popular Employers on MeetFrank

Most Popular Employers on MeetFrank

Latest edition

Discover the most popular employers in October 2022:

🌍  Global* 

🇫🇮  Finland

🇪🇪  Estonia

🇱🇻  Latvia

🇱🇹  Lithuania

* Global list includes data from all countries except Finland, Estonia, Latvia, and Lithuania, which are displayed separately.


Looking for past winners?

Check out the most popular employers of 2021 overall:

🇫🇮  Finland

🇪🇪  Estonia

🇱🇻  Latvia

🇱🇹  Lithuania

Top 10 Most-Read MeetFrank Interviews (2022 Edition)

Top 10 Most-Read MeetFrank Interviews (2022 Edition)

We have had the opportunity to interview a lot of great companies & people over the past year – each with their own unique story to tell. We’ve talked about remote hiring, building outstanding company culture, “spoiling the employees” with perks and many more interesting topics. ✌️

Here are the top 10 most popular articles from last year, ranked by the number of readers.


#10 – Ubiquiti

We start off the list with a conversation with Kristaps Rikans, Regional Managing Director at Ubiquiti. 🛠

Ubiquiti is a truly unique technology company globally, as there are no other companies that have shipped so many different IT products with such a small R&D team. We talked about how does Ubiquiti manage to keep its employees happy, motivated and so productive.

👉 Read the full interview




#9 – Httpool

We chatted with Httpool a while back, in the summer of 2021, but the interview is as relevant and popular as ever, because Httpool’s global reach and direct access to the largest tech platforms in the world. 🌍

We interviewed Arnis Ozols, Regional Managing Director, about why talent should consider joining the journey. For a candid look into the company and its projects, we also chatted with four bright sales & marketing experts from Httpool about their experiences.

👉 Read the full interview





#8 – Bolt

Our most read interview of the past year is still going strong and makes it to the Top 10 this year as well. 🔝

In addition to the insight into the company, Nikolai Kabatsikov, Head of Talent at Bolt, also offers timeless advice on building a LinkedIn profile and getting hired by a fast-growing tech company.

👉 Read the full interview


Nikolai Kabatsikov at Bolt (photographer Mikko Leo Selg)




#7 – Adform


To get a glimpse of life in a truly global adtech company, we interviewed Karolina Baltuonytė, Global Platform Solutions Consultant at Adform.

The people filling the client-facing roles in Adform, work in a truly international environment with the biggest brand names in the world. We talked about NYC’s hustle and bustle, how to gain clients’ attention in a different cultural environment and how to step out of your comfort zone for a confidence boost. 🚀

👉 Read the full interview




#6 – Printify


We had great a chance to talk to their Head of Recruitment, Benjamin Moris, about their culture and what makes Printify unique for employees. ☀️

One of our all-time favourite interviews and a great inspiration boost for anybody looking for insights into remote hiring and creating an outstanding company culture.

👉 Read the full interview




#5 – Surfshark


Surfshark is a cybersecurity company with quite a story, for example, reaching one million paying customers faster than Netflix and becoming one of the most popular VPNs globally in just 30 months. Shortly after the interview, Surfshark joined forces with Nord Security to become 2nd Lithuanian tech unicorn. 🦄

We talked with Regimantas Urbanas, Chief Marketing Officer of Surfshark, about its most significant achievements, stellar growth, cybersecurity trends, and much more.

👉 Read the full interview





#4 – Katana


Katana, one of the most popular Estonian employers on MeetFrank, is well on its way to building the world’s leading manufacturing platform. Naturally, we had tonnes of questions for Priit Kaasik, its co-founder and CTO. 💡

The conversation went deep into their technological backbone, but also touched on lighter subjects, such as why is their office PS5 and barista-grade coffee so heavily underused.

👉 Read the full interview




#3 – Vinted


The 3rd most popular interview is about something boring that just might make you a millionaire one day – share options. 💸

Vinted helped to explain it once and for all: How do they grant the options to the employees? How long is the vesting period? What is the potential upside? Are there any risks?

👉 Read the full interview




#2 – Kilo.Health


Every now and then, a start-up goes into hypergrowth. Kilo Health is the perfect example of this by more than doubling both the revenue and size of the team in a year. 🚀

This is why we were excited to interview Juste Vižinytė, Chief People Officer at Kilo Health. We asked her about the thinking behind “spoiling the employees” with perks and benefits, why they discarded all rules regarding the working location, and much more!

👉 Read the full interview




#1 – SmartLynx Airlines


The most popular interview of the past year comes from the aviation industry. The speed, the stressful situations, the fun, and the ever-changing daily life is the normal for all those working in SmartLynx Airlines. ✈️

We talked with SmartLynx Airlines Chief of People & Culture, Mara Steinberga, about what does it mean to work in the aviation, what are the most exclusive things about working in this industry, and how does the average daily routine looks like at SmartLynx (spoiler: every day is unique).

👉 Read the full interview


Looking for more great content? Be sure to take a look at Top 10 Most-Read MeetFrank Interviews (2021) as well.

Top 10 Most-Read MeetFrank Interviews (2021)

Top 10 Most-Read MeetFrank Interviews (2021)

We have interviewed a lot of great companies & people over the past year. Companies ranging from consultancies and corporations to unicorns, each of which has its unique story to tell. There has been an equally diverse set of interviewees, from CEOs to CTOs, and, of course, many people from Human Resources. ✌️

Which interview has been the most interesting? It’s hard to tell definitively, but here are the top 10 most popular articles, ranked by the number of readers.


#10 – Evolution

We kick off the list with one of the most technical interviews we’ve ever done – a conversation with Juris Krikis, Scala and JavaScript Department Lead. 🛠

If you are into software engineering, then the interview is a blast: We discuss the main benefits of using Scala, transitioning the codebase into a new language while the system remains in production, and the best way to learn a new programming language.

👉 Read the full interview


“Scala leads to better code and happier developers” – Interview with Juris Krikis, Scala and JavaScript Department Lead at Evolution



#9 – Supermetrics

We chatted with Supermetrics in the autumn of 2020, right after they announced a blockbuster €40M Series B funding round. 💰

The interview with Viivi Marttinen, People Operations Manager, went deep into their recruiting process, including how they find the best candidates & convince them to join the company. Also, we touched on the set-up of the HR team and how remote work has changed the way they operate.

👉 Read the full interview


Interview with Viivi Marttinen, People Operations Manager at Supermetrics



#8 – Kevin

kevin. is a fast-growing fin-tech from Lithuania with the utmost flexibility in terms of working time and place. 🌍

Agnė Meškaitė, their Chief People Officer, explained how kevin. focuses on results, not on hours spent working, and how they set up their organization to fit every employee’s individual flow and peak productivity hours.

👉 Read the full interview


Interview with Agnė Meškaitė, Chief People Officer at kevin.



#7 – Fleet Complete


Jüri Tarkpea shared his 20-year career with us, culminating with the opening of brand new development centres in Tallinn and Tartu.

From using a soviet military map to track off-road vehicles to selling his company to Fleet Complete and becoming a Global VP of Engineering, this has been quite a ride. 🚗

👉 Read the full interview


Interview: Jüri Tarkpea, the VP of Platform Engineering at Fleet Complete



#6 – Brella


A candid conversation with Hanna Kontinen, Head of Talent & Culture at Brella, about their progress in diversity and inclusion. 👣

By creating a diverse environment, they aim to unlock innovation and allow for more unique ideas. But what KPI-s to track? How to include these ideas in the hiring process? And why should companies stay humble while discussing D&I issues?

👉 Read the full interview


Interview: Hanna Kontinen, Head of Talent & Culture at Brella



#5 – Nord Security


Nord Security began inside the Tesonet accelerator back in 2012. Now the company has nearly 700 employees and 15 million users worldwide. 🔥

In 2021, Nord Security stepped outside of Tesonet and started building separate company culture and employer brand. Karina Dirvonskienė, Head of HR, talked about the opportunities and challenges that followed this decision.

👉 Read the full interview


Nord Security – Building a leading cybersecurity company



#4 – Smart Brands Lab


Tomas Unikauskis, CEO of Smart Brands Lab, opens the world of micro-brands for us. 🔎

We talk about their proprietary niche brand scoring algorithm that identifies the new target products and how they manage their five existing niche brands. Also, can a micro-brand sometimes be too micro?

👉 Read the full interview


Interview: Tomas Unikauskis, CEO at Smart Brands Laboratory



#3 – Fortumo


In the summer of 2020, the news broke that Boku will acquire Fortumo for up to 40M euros. 🤝

Fortumo’s excellent team was mentioned as the main reason for the deal, so we naturally wanted to talk with their Head of HR, Signe Virolainen. How do you create a culture that is worth tens of millions?

👉 Read the full interview


Interview: Signe Virolainen, Head of HR at Fortumo



#2 – Vinted


The 2nd most popular interview is about something boring that just might make you a millionaire one day – share options. 💸

Vinted helped to explain it once and for all: How do they grant the options to the employees? How long is the vesting period? What is the potential upside? Are there any risks?

👉 Read the full interview


The Benefits and Value of Share Options in Vinted



#1 – Bolt


The most popular interview of the past year was written right when dark clouds caused by the pandemic started to clear for Bolt. ☀️

In addition to the insight into the company, Nikolai Kabatsikov, Head of Talent at Bolt, also offers timeless advice on building a LinkedIn profile and getting hired to a fast-growing tech company.

👉 Read the full interview


Interview: Nikolai Kabatsikov, Head of Talent at Bolt


Interview with Morgan Vernay, Senior Javascript Developer at VNTRS

Interview with Morgan Vernay, Senior Javascript Developer at VNTRS

Introducing VNTRS Estonia – Startup Studio & a VC fund enriching Northern Europe’s start-up world. Founded in Sweden in 2016, they have invested in 24 companies and worked with hundreds of others. Now they have also settled in the Estonian start-up scene. Using the Sweat Equity model & their VEQ fund to help companies grow, VNTRS is well connected with start-up hubs in the Baltics.

VNTRS has an attractive career path to offer for people who are invested in growing tech companies. And by ‘invested’, we mean both personal and professional growth. An employee investment possibility also comes with working at VNTRS, of course. Morgan Vernay, Senior Javascript Developer at VNTRS, enlightened us on sweat equity and their vision of collaborating with start-ups.


The Interview

🔵 Let’s bring everyone up to date on how VNTRS came about and how you are making the world a better place?

Our vision is the world where good ideas become successful. We believe that too many good ideas, passionate entrepreneurs, and intrapreneurs fall short due to the wrong reasons – we are here to change this.

We build digital products and services while also helping start-ups get to the market cost-effectively. If we believe in the people and the companies we work with, we are willing to reinvest part of our fee to equity, become shareholders and long-term tech partners. Our investment portfolio currently consists of 24 early-stage tech companies that we’ve helped to build, and we have also worked with hundreds of clients following VNTRS’ values.

As mentioned above, we risk and benefit together with our partners. This is what the concept of VNTRS – Sweat Equity is all about. In 2021, we also started the VNTRS VEQ investment company to expand our investment capabilities. VEQ will invest in pre-seed and seed rounds with a mandate all over Europe but focus on the Nordics and Baltics. VEQ does not have a traditional fund structure and thus can remain a long term active owner as long as it makes sense for both sides.



🔵 How has the startup scene welcomed you here in Estonia?

Since opening up the Estonian office in February 2021, we have seen a lot of interest from Estonian and Baltic startups. We focus on introducing the Sweat Equity concept to the founders as this model was not well-known in Estonia in the past. Nowadays, we deliver the message and spread the work through the benefits of this model, connecting ourselves to VC funds, incubators, and accelerators. 

We screen about ten start-ups weekly, asking the best ones to pitch for our Investment Committee. Collaboration with local ecosystem players helps us to guarantee a stable flow of incoming leads.

Within those 4 months of operation, we landed our first Sweat Equity project in Estonia, helped several companies with consulting, and managed to work on one additional cash project. As things stand, there are several more investment projects in the pipeline. That’s one of the reasons we are looking for additions to our team.


🔵 The ever-changing work environment at startups can be challenging for developers. What would you say are the main distinctions in work-life between VNTRS and startups?

I would somewhat disagree here. I have been researching this topic, and according to my research, developers primarily seek to switch jobs as they get tired of the same product development; they feel a lack of impact in decision making rather than just completing the set tasks. Also, as a start-up is growing, the “romance” of the work nature is disappearing. 

In VNTRS, we offer the developers various projects with 100% involvement and freedom to achieve technical tasks. Developers can finish one (long or short-term) project and choose to have some other tasks in hand for the next one. We always involve our developers in workshops, scoping sessions, MVP mapping process, etc. Coding is just one part of a developer’s job. 



🔵 Could you elaborate on how VNTRS’ lifecycle management helps to relieve common pain points found at start-ups?

Very often you will find developers only completing tasks assigned to them while being micromanaged at the same time. We strongly believe that involvement is vital to solving this issue, and we enable it through different means. First and foremost, we want our engineers and developers to feel like they impact the whole process of working with start-ups. We also believe that start-ups lack diversity in developers’ daily tasks.

For our engineers and developers to find solutions for our clients, we believe that a deep understanding of the start-up and its product is key for everyone involved. Getting this knowledge enables our engineers and developers to provide valuable input to our clients during the whole process. This allows our employees to work with external clients and our start-ups to widen their skill sets.

Last but not least, we feel like having a foot in the game motivates you to give your best. That is why we run our company using sweat equity. Every employee in the company can invest in the project they are working on.


🔵 Working at VNTRS means collaborating with multiple start-ups at once instead of choosing only one. How does it manifest itself in daily life?

This means that while you could be in the “coding” phase of a product for one start-up, you could also have part of your time attributed to screening potential new start-ups or helping others in our portfolio to scope their MVP.

Working at VNTRS as a Javascript developer, you can expect a lot of diversity in your daily tasks. We believe that developers and engineers are more than just good at coding. We value their input regarding the whole lifecycle of the products. Our clients appreciate the fact that they can count on VNTRS at all stages of the partnership and always have insightful interlocutors to help them solve their problems using the talent and experience of the whole team. Both Swedish and Estonian.


🔵 VNTRS also has a ‘sweat equity’ system in place, aiming to raise employee engagement even further. Could you give a brief overview of what it is and how it works?

Sweat equity means investing ‘sweat’ instead of money. We are giving out our consultancy and seek equity of the client-company in return. This model came to light in the 1930s in California, US. Back then, immigrants had no place to live and no money to buy an apartment. Local real estate developers approached them and offered a deal, ‘help us to build houses, and in return, as an alternative to the salary, we will give you an apartment, where you could live.’

VNTRS is doing the same by not seeking monetary compensation for the services but asking for equity instead. We can reinvest part of our fee back into the start-up and thus become a minor shareholder. This takes the collaboration to a higher level as we are directly interested in growing the start-up’s valuation.

A ‘killer feature’ of our company is that all of the employees invest part of their salary into the VNTRS fund. This means that all of the workers are shareholders of the project they are working on. The given system allows our workers to get engaged and have direct motivation for success while clients see us as trustworthy partners. We are not an outsourcing company, where the more hours you spend on the project, the more money you will earn. Sweat Equity is about growing together with our startups, as only then can VNTRS be successful!



🔵 When and why did VNTRS choose to use sweat equity? How does it impact a company’s working life, people & operation wise?

This was the decision from day one. In the beginning, it is surely risky and challenging as you need to find the right balance to be able to cover all the running costs, but VNTRS did play this right from the start. 

Our experience shows that the Sweat Equity model is efficient and great for founders. We are now applying all the know-how gathered in Sweden to the Estonian market. 


Check out VNTRS’ open positions:


🔵 What are some of the qualities you’re looking for in new developers joining the team? 

When it comes to hiring new developers, we look for pragmatic and self-acting people with a drive to become experts in their field of work and at working with start-ups. We look for people willing to produce clean quality code using recent and relevant technologies to help the start-ups in our portfolio grow.


Writing contributed by Mari-Ann Vilson


Q&A: How Httpool can help to supercharge your career?

Q&A: How Httpool can help to supercharge your career?

Httpool is a media company with a global reach and direct access to the largest tech platforms in the world. We talked with Arnis Ozols, their Regional Managing Director, about why talent should consider joining the journey. For a candid look into the company and its projects, we also chatted with four bright sales & marketing experts from Httpool.


The Interview

🔵 How would you describe Httpool to a regular person?

Httpool exclusively represents global media platforms, such as Facebook, Twitter, LinkedIn, Spotify and more, in markets where these platforms don’t have a local presence. We also strongly value and invest in the relationships with the advertisers who work with us using our partners’ platforms. In the end, our mission is to accelerate the business growth of advertisers in our region.




🔵 Why did you start hiring at such a high rate in the summer of 2021?

We bring value to the largest regional advertisers from different segments like startups, unicorns, SMEs or media agencies. Our business has been growing at an exponential rate over the past years, and we have become the most significant media holding company in the Baltics. 

As we grow, we want to make sure that we can match the needs of our growing client database with a relevant and top-notch team. And so, we are constantly looking to increase and diversify our talent pool.


🔵 What are the main advantages of working for a global company like Httpool?

Httpool indeed went from being a local player to a truly global company. As a sales or digital marketing specialist, you will have an opportunity to work with a diverse set of advertisers and receive the most recent updates from all the well-known media platforms. Our employees are constantly trained and educated directly from the source (i.e. Facebook, Twitter, Snapchat, Spotify, LinkedIn, etc.) and, when allowed, are travelling to various offices of Httpool and our partners across the world.


🔵 What could a person expect from working at Httpool?

You will work with diverse and very passionate teammates and get the opportunity for swift career development with a global aspect to your work. We have transparency in our decision-making process, flexibility in the workplace, an above-market remuneration model, and specific employee benefits. 


🔵 What are the main qualities you look for in new people joining your team?

We are looking for passionate, self-driven experts. The most important qualities are high learning potential and the ability to work in a team. Currently we have almost 30 open positions in our region that require consultative sales or digital marketing background. 


Check out Httpool’s open positions on MeetFrank:


🔵 What does the future have in hold for Httpool?

In 2020, we grew 10 times in terms of regional revenues, and we will continue our exponential growth in 2021. So the future is super exciting. We are not only growing in the number of employees, and with new and exciting clients, but we are also expanding media representations and adding in markets. Working with Httpool is never boring, business realities keep changing sometimes even daily, as the company continues expanding.


What projects have you worked on with Snap?

As Snapchat is a camera app, Augmented Reality (AR) is a big part of my everyday work. This technology field is developing rapidly, and I enjoy implementing these innovations for brands that haven’t used them before. It takes them to another level of advertising.

I have worked on AR projects for many international brands such as Samsung, McDonald’s, Pepsi. A recent example is an interactive campaign for a music documentary. We plan to create a custom lens for them and add a Snapcode on all the posters.


What is the most valuable experience that you‘ve gained working at Httpool?

One of the highlights is the PR activity around the Cyberpunk 2077 video game launch on Twitter. We activated our employees with the game, t-shirts and day-off as a reward for their hard work. People responded enthusiastically and joined in our activities.

As a result, we received amazing praise from our partner and also some employment CVs. We now have great new colleagues thanks to this!


What would you suggest to fellow marketers looking to improve their skills?

Keep an open mind & be critical about the information you read. When it comes to the knowledge available online, there’s a lot of clutter. There’s usually not a one-size-fits-all solution, especially in marketing.

Follow relevant sources that have different angles on the topic & when possible, try to test the approaches in your everyday life. Find an organization that can support the development of your skills and lets you shine. Education is key to success.


What are some of the best reasons to work for Httpool in your opinion?

First of all, it is a substantial professional step up, as Httpool gives a chance to have a broader look at the digital marketing industry in the region and an opportunity to work with clients of various sizes and verticals.

Httpool believes in growing talents, so it is an excellent opportunity to gain knowledge from webinars, training and colleagues from all around the world who have unbelievable experience in the industry. Besides the professional side, Httpool organizes different events and activities for the employees to have fun. Work hard, play hard.


Photography: Aksels Roberts Zirnis

How to get your first job in a start-up? – Part 2

How to get your first job in a start-up? – Part 2

Welcome to Part 2 of the guide on how to get your first job at a tech company with Giedre Dubisevaite. She is a People Manager at Whatagraph, a SaaS platform for collecting and visualizing marketing data gathered from many channels. Whatagraph has tripled its team to 60+ people in 2020 with ambitious plans for 2021 as well. 

If you haven’t already, make sure to read Part 1 of the interview, which covers the first steps for getting a job, including building a LinkedIn profile and sending an outstanding application.


The Interview

🔵 We pick up the conversation from Part 1 at a place where the candidate has cleared the first hurdle and left a good first impression on the recruiter. What happens next? How does Whatagraph’s hiring process look and how long does it usually take to complete it?

It actually very much depends on the role and the team. As a rule of thumb, if we receive an excellent candidate, we do not wait a month to send an offer but rather do it straight away. So if you hesitate whether to apply, today is always better than tomorrow.

In terms of the hiring process, the candidates usually go through the following steps:

  1. Application (can be done via email or by applying on our careers page)
  2. Screening
  3. Interview with a team lead
  4. Assignment
  5. Meet the team / Cultural fit interview
  6. Offer

We are big fans of adjusting the hiring process to the specific position, so the candidate gets the opportunity to show off the specific skills as well as get to know the team before deciding to join. After all, it’s an evaluation journey for both parties.

For example, when hiring for a Sales role, we usually invite candidates for a role play with our team. Also, they get to participate in the Experience day, where you get to meet the team and see how your daily tasks will look. For a position like Product Designer, we might give you a scenario with a real UX problem to solve to see how you approach challenges. 



🔵 How different are the recruiting processes for various positions, for example, technical vs non-technical roles?

I wouldn’t make a distinction between technical and non-technical roles because each position is different. We look not only at professional experience but also at soft skills that are specific to the position. 

Almost every role we are recruiting for will have an assignment step – technical or non-technical. We have found it works well for understanding the candidate’s approach to tasks in general, but it also allows them to show off their practical skills.


🔵 What’s your favourite question to ask at interviews? Why?

While our Team Leaders focus on more technical questions, I like to pay close attention to the personality and cultural fit. When we hire people, our goal is to onboard them on a long-term journey with Whatagraph, so we make sure the new hires share our vision, commitment and values. So my favourite question is “Where do you do your best work?”. It might sound like a simple question, but it actually gives a lot of insights. 

For example, it shows if you are a team or an individual player, what motivates you and what management style is the best to support you. Also, it highlights if you thrive in a fast-paced environment full of challenges and if you feel comfortable working at a startup like Whatagraph.

My second favourite would be “What would motivate you to stay in the company for the next 5 years?”.



🔵 Let’s say the talent has triumphantly completed the hiring process and is ready to start their career at Whatagraph. How does the onboarding process look like when most of the team is (presumably) working remotely?

When a new person joins the company remotely, the first week is booked with meetings – we believe it is important to see the faces of the people you will be working with daily. 

During your first week, you get to know our Operations and HR team, have intros with your own team and get to meet our CEO Justas. We make it clear that everyone in the company is approachable, and each question is important. Weekly check-ins also help to keep the pulse of the new hire. 

To meet people from other teams, we have regular Whatachat events. It’s like speed dating with your colleagues, where you get matched with random people for 5-minute video conversations, which is quite fun. 🙂


🔵 How has the year of remote work changed how Whatagraph operates?

We learned a lot over the past year about working remotely, and although it hasn’t affected how we work that much, there were a few things that we learned to do better.

Communication, for example. It’s easy to set up all day meetings to give everyone a sense of ‘working together‘, yet it’s time-consuming and tiring, especially when working from home. 

Instead, we worked a lot on documentation – writing up the processes step by step, creating handbooks, guidelines and explainer videos. We also use task management platforms that give a transparent view of where everyone in the team is, and we moved a lot of conversations offline.


🔵 What should a person expect from his/her first-ever job in a start-up? 

I would compare working at a startup to riding a bullet train – you jump in and ride at full speed from day one. It’s not really about lounging on bean bags and playing Playstation 4 hours per day. 

At Whatagraph, the pace indeed is fast, which can be challenging for some. But what you get in return is the environment to grow rapidly both professionally and as a person. It would take twice as long to become an outstanding talent in any other company. Here, you can do that in a few months, guided and supported by our experienced Team Leaders.

We trust our people to take ownership and get hands-on tasks from day one. And sometimes, mistakes are made, but it’s a risk we are willing to take. We say that a bad page can always be edited, but a blank one – cannot. Getting our hands dirty is how we deliver more than expected and how we grow at scale.

And amidst the thriving environment for talent, we have our team. We are all very different, complementing each other with skills and knowledge, but what unites us is the sense that we are all together in this magical journey. Everyone is super supportive and friendly – we leave our egos at the door and focus on collaboration every single day. 

🔵 Are there any things specific to SaaS companies compared to start-ups in other areas? 

When working in a SaaS company, a focus is on the product and the service we offer. To succeed in any of the teams, you need to know the product exceptionally well because you will be either making it, selling it, supporting it or marketing it. So this knowledge is essential. 

In their first week, new joiners meet our Customer Success team, where they thoroughly learn the platform and have a knowledge building session to cover the use cases of how marketing professionals use Whatagraph to become data scientists.


🔵 Maybe you can give some examples of team events or routines that are unique to Whatagraph?

Even though we are over 60 people now, sometimes it still feels like a small family. Current situation and remote work has put a lot of stress on how people feel in general, and for us it is important to have this sense of community alive, and to support each other. So we have remote team activities where we connect people from different teams and give them time and space to talk while doing something fun, not work-related. For example, the bi-weekly Whatachat events mentioned earlier.

Obviously, we dearly miss our office activities like weekly team breakfasts, hearing the gong from the sales room every time we have a new customer onboarded, or a bell ping every time a demo is booked, going for a team picnic outside, or just getting together for a beer or two. The time away from the office provided us with a lot of space to get new ideas of activities inside and outside the office, so I’m really looking forward to implementing them! For example, enabling our teams in Vilnius and Klaipeda to switch offices – who wouldn’t want to work with a view over the Curonian Lagoon during the day and then chill by the sea in the evening?

Check out Whatagraph’s open positions on MeetFrank:


🔵 Especially at the start of your career, you might find out that your initial career path is not the best fit for you. How easily can you move between different teams and roles within Whatagraph?  

Easy. That’s the best part about working in a fast-growing company like Whatagraph. I joined the company five years ago as a Marketing Specialist, and during my time here, I had a chance to work in Customer Success, Product and Operations teams. This experience helped me find the areas I enjoy most, and now I found my place as the People Manager. 

Marija, our Head of Operations, started her career as a Partnerships Development Executive in our Sales team. Žilvinas, who leads our affiliate marketing program, worked as an Outreach Specialist before taking up the new position. 

There are plenty of opportunities, and with the current pace of hiring, they are coming up all the time. It’s the matter of you taking that step and making good use of it.