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Hiring is one of the most human things a company does, and one of the least transparent. We want to change that. Here's an honest look at what our hiring actually looked like in 2025: the volume, the speed, and the funnel.
12 job postings. 24 people joined the team. 100% of applicants received a response.
12,479 applications. 12 job postings. A lot of trust placed in us.
In 2025, we received 12,479 applications across 12 job postings, an average of 1,040 applicants per posting. It's worth noting that some postings covered roles we hired for multiple times: for example, we brought on three Enterprise Account Executives from a single posting. Engineering, product, and design postings attracted the most interest, averaging around 1,105 applicants each, while go-to-market postings averaged 909.
Our most competitive posting was Senior Backend Engineer, with a total of 4,578 applicants.
Roughly 1 in 58 applicants progressed to interviews
We try to be thoughtful about who we move forward, and honest about the odds. Of 12,479 applicants, 217 progressed to the Hiring Manager interview stage, that's approximately 1.7%, or roughly 1 in 58. That's a tight funnel, and we don't shy away from saying so. What we will say is this: every single person who applied heard back from us. No ghosting, no black hole. We know that's not the norm, and we think it should be. Job searching is hard enough without silence on the other end. What made the difference for those who progressed? A genuine fit with the role, relevant experience for a developer tools company, and clear, async-friendly communication. We're a remote-first team, how someone writes and communicates matters.
Where our hires came from
Not every hire looks the same, and neither does every pipeline. Here's how our 24 hires broke down by source:
- Actively applied: 60%
- Referrals from the team: 20%
- Sourced by a recruiter: 20%
The majority of our hires came through inbound applications, which means a well-written application genuinely matters. That said, referrals and sourcing play a real role too, and we're proud that team referrals account for a meaningful share of who joins us.
What candidates said about the experience
We ask every candidate who goes through our process to share feedback. In 2025, when asked how likely they were to recommend Checkly as an employer, the average score was 4.25 out of 5.
Here's what a couple of candidates had to say:
"The experience was overwhelmingly positive as I enjoyed speaking with all the stakeholders. Checkly is a place of high integrity that operates with the utmost professionalism."
"I am glad that even though I was not selected to continue the process, I got interviewed anyway. This is a good approach from the company and I hope you continue like that. The application form was unique and my time was respected. Thank you."
We don't share this to pat ourselves on the back, we share it because we think transparency should run both ways. Candidates trust us with their time, and we want to be accountable to that.
From application to offer: 22.5 days (median)
We know job searching is stressful, so we try to move quickly. Our median time from application to offer was 22.5 days, and our fastest? Just 4 days. Here's how the stages broke down:
The challenge stage, which applied to Engineering, Design, Support, and Customer Solutions roles only, naturally adds time, but it's an important part of how we assess real-world problem solving. Candidates are given up to 10 days to complete it, and we aim to make it focused and respectful of their time. If you're applying for a Product or GTM role, your process will typically be faster as there's no take-home challenge involved.
83% offer acceptance rate
In 2025, 24 offers were accepted, an 83% offer acceptance rate. We take this as a signal that the process works. By the time we get to an offer, both sides have had enough real conversation to feel confident. We hope that continues to be true.
What's next
Sharing this data publicly is something we'll keep doing. Hiring is a two-way street, candidates invest real time and energy in applying, and the least we can do is be honest about what that process looks like from our side.
Looking ahead, 2026 is shaping up to be a big year for our go-to-market team. If you're in sales, marketing, or customer success and you're excited about the developer tools space, check out our open roles or join our talent community, we'd love to hear from you. And if you've been through our process, whether you joined us or not, we're always open to feedback. Hiring should feel human on both sides, and we're committed to keeping it that way.