Zapier

Zapier publishes a nine-step process across three phases on its hiring guide:

• Phase one (screen): a focused application with no résumé required, a recruiter application review with a response within seven days either way, and a recruiter interview covering career goals and role alignment.
• Phase two (deep dive): a hiring manager interview, then a skills assessment combining a short take-home assignment with a Zoom interview with the hiring team and cross-functional partners, then a final interview with an executive leader.
• Phase three (close): a final decision scored against per-role rubrics, references via HiPeople plus a background check via Certn, then offer.

The loop is substantial — typically five interview touchpoints before a decision, capped by an executive leader — so a candidate at the recruiter stage is committing several weeks of preparation, and strong technical performance still has to clear an alignment check at the top of the company before any offer is extended.

Zapier's global mobility policy is direct: "The policy doesn't promise to sponsor visas or pay for relocation, and there are still restrictions in some countries that we can't get around." The firm hires across 38 countries because it has been fully remote-first since 2011, but the hiring decision in each country depends on the candidate already holding the right to work there; visa sponsorship and relocation cost are not part of the standard offer. For a candidate planning to use Zapier as a vehicle to change countries, this is a gate to clear before applying — the right-to-work question is foreclosed on, not negotiated.

Three things separate Zapier from peers in the same category:

• The firm has been 100% remote since 2011, well before the post-2020 remote-work baseline, with no headquarters office to anchor hiring around; the default mode is async written communication across timezones rather than meetings.
• Applications require no résumé — the application form itself is the skills and role-fit assessment, and recruiters commit to responding within seven days whether the answer is yes or no.
• The hiring loop ends with an executive-leader interview, a per-role rubric, references run through HiPeople and background checks via Certn; the standardisation is unusually heavy for a company of its size and signals how much weight is placed on values-fit alongside skills.

For a candidate who works well in writing, prefers structured rubric-based selection, and already has the right to work in their country, Zapier is unusually accessible; for one whose strengths are oral interviews, an office cohort, or who needs sponsorship, the same structure cuts the other way.

Not right now. Zapier has no internship or graduate roles listed today; new postings appear here as the firm opens them.

Applications to Zapier go through the firm's own careers site, one application per posting, each expecting a CV and cover letter written for that role.