Our best work happens when we build strong working relationships with each other. We believe that a flexible mix of in-person and remote co-creation works best for everyone. For this reason, we remain committed to a hub-centric, hybrid working model. We call it Miro Together.
EMEA Sales Strategy and Operations Manager
Employee Relations Manager, NL & UK
Engineering Manager Backend (Core Product, Board Server)
Engineering Manager Backend (Core Product, Business Logic)
Engineering Manager Backend (Core Product, CanvasLogic)
Engineering Manager (Database Engineering)
Engineering Manager Frontend (Core Product, Canvas Engine)
Prepare yourself to go beyond
Here are some helpful tips to ensure you have all the correct information throughout our hiring process.
Miro Together: Hybrid strategy
Joining Miro is one of the best career moves you’ll ever make.
Learn from each other, share insights and build skills.
Build connections and foster culture through shared experiences.
Still have questions?
Our business language is English, and while we are an international company with many languages spoken, we encourage you to apply in English.
Absolutely! Please reach out to your contact and ask them to submit your candidacy as a referral (we have a very well-regulated referral program). Or, if you decide to apply directly, please go ahead, and our respective recruiting specialist will contact you.
Miro is piloting APM (Associate Product Management) Program this year. The application period is closed now. Make sure you check back for future intakes.
Face-to-face interviews are an option alongside a virtual interview. It will depend on the role's location and other details. Your respective recruiting partner will walk you through the process and align on the best possible set-up.
You can learn more about the benefits you receive at Miro at the end of each job description.
At Miro, we have a global Career Map - a framework which we use to explain, design and develop our organization as well as to define, facilitate and track the career growth of Mironeers. In alignment with this Map, we have a title structure that includes public roles and private levels and titles.
For individual performance measurement, we’re conducting a bi-annual review of each Mironeer’s performance through peer and manager feedback. The process involves all Mironeers who have been in the company for longer than 4 months. A significant part of this performance review is a strengths-based feedback and development areas discussion, together with feedback against our behavior rubric (4 stages rubric highlighting expected behavior based on company culture values). The expected outcome of every performance review is actionable feedback that can lead to a growth plan and personal OKRs.
Ready to go beyond?