Careers — Join WhichRanks | Build The Internet's Most Honest Comparison Site

Distributed Team · Brooklyn HQ

"We hire for craft, care, and clarity — in that order."

Why WhichRanks

Work That Actually
Helps People.

Most internet writing in 2026 is optimized for clicks, not for clarity. Most "best of" lists are auctions in disguise. We're trying to be the antidote — and that's only possible because of the people we hire.

If you've ever spent eleven hours trying to pick between two mattresses, two SaaS tools, or two flights — and felt like the entire web was set up to confuse you rather than help you — you understand the problem WhichRanks exists to solve. Our founding story started exactly that way.

"We measure success by whether readers got the right answer, not by how many tabs they had open. That changes everything about how we work."

Every role here — editor, researcher, engineer, designer — feeds into the same outcome: making it easier for someone, somewhere, to confidently pick a brand. If that mission resonates, read on. Browse the open roles, learn our methodology, or read our editorial policy to see how we operate.

How We Work

Four Values That Shape Everything.

These aren't poster slogans — they're the rules we actually use when making hiring decisions, scoring brands, and shaping editorial calls. If they resonate, you'll probably enjoy working here.

Honesty Over Optics.

If the cheaper brand is the better pick, we say so — even when it costs us the affiliate commission. That standard applies internally too: honest feedback, honest deadlines, honest blockers.

Craft Matters.

We sweat every sentence, every score, every fact-check. Slow work that's right beats fast work that needs a correction notice. We hire people who care about getting it right.

Ownership, Not Hierarchy.

Category leads run their own coverage. Engineers ship without three layers of approval. We trust adults to make adult decisions — and we expect them to own the outcomes.

Be Kind, Not Polite.

Kindness means telling someone the real thing they need to hear. Politeness means dressing it up until it loses meaning. We hire people who can give and receive direct feedback.

How We Hire

Five Steps. No Surprises.

We try to make our hiring process the same kind of experience we hope our content is: respectful of your time, transparent about what's next, and honest about where you stand. Most candidates move from first application to decision in 3–4 weeks.

Step 01

Week 1

Application & Portfolio.

You apply with a resume and 2–3 portfolio pieces (or a code sample for engineering roles). We respond within 5 business days — even if it's a "no for now."

Step 02

Week 1–2

30-Min Intro Chat.

A casual video call with the hiring manager. We talk about your background, the role, and what you're looking for. No trick questions, no whiteboarding.

Step 03

Week 2–3

Paid Work Sample.

A small, paid project (4–6 hours) that mirrors real day-to-day work. Editors write a sample comparison; engineers tackle a real-bug-style problem. We pay $500–$1,000 for this.

Step 04

Week 3

Team Conversations.

Two or three 30–45 min conversations with future teammates. Less interrogation, more "could we work together?" You'll meet at least one peer-level teammate and your manager.

Step 05

Week 4

Offer or Honest No.

You'll have a decision within 5 business days of the final round. If it's a no, we tell you why — directly. If it's a yes, your offer arrives with full compensation transparency.

What You Get

The Whole Package.

Competitive compensation is the start, not the end. The full benefits stack covers health, time, growth, and the unglamorous-but-important stuff like decent equipment and predictable schedules.

Compensation & Equity.

Competitive base salary benchmarked to the 75th percentile of similar-sized media/SaaS companies in your region.

Full-time employees receive equity in the company
Annual compensation review with transparent bands
401(k) match (US) / pension contributions (EU/UK)
Signing bonus negotiable for senior roles

Health & Wellbeing.

Comprehensive health coverage starting day one. We cover 100% of the employee premium for medical, dental, and vision.

Mental health support (12 free sessions / year)
$1,000 annual wellness stipend (gym, fitness, courses)
Parental leave: 16 weeks paid for all new parents
Bereavement, medical, and personal-emergency time

⏷

Time & Flexibility.

We trust you to manage your own calendar — and we mean it. The team is distributed across four time zones.

Unlimited PTO (mandatory 4-week minimum)
Two company-wide shutdown weeks per year
Async-first work culture · maximum 2 meetings/day
4-day work week pilot launching mid-2026

↗

Growth & Learning.

Your career compounds when the company invests in it. We budget meaningfully for every team member's growth.

$2,500/year learning budget (courses, books, conferences)
One paid conference per year, of your choice
Quarterly 1:1s focused on growth, not status updates
Cross-team rotations encouraged after 18 months

⌂

Remote-First Setup.

Remote shouldn't mean sitting at your kitchen table on a 2018 MacBook. We invest in your physical workspace.

New laptop of your choice on day one (Mac or PC)
$1,500 home office stipend (desk, chair, monitor)
Monthly $80 internet/utilities stipend
Co-working space membership where available

✦

Team Connection.

Remote teams need intentional connection. We invest in real time together — not just more Slack channels.

Two in-person team weeks per year (travel covered)
Optional quarterly visits to Brooklyn HQ
Weekly virtual coffee chats & book club
Annual offsite in a different city each year

Hiring Questions

Common Questions.

Seven of the most-asked questions we get about working at WhichRanks. For anything not covered here, our contact page goes directly to our hiring team.

For senior engineering and editorial roles, yes — we sponsor work visas in the US (H-1B/O-1) and the UK/EU on a case-by-case basis. For mid-level and entry-level roles, we typically hire candidates who already have authorization to work in their country. If you're unsure whether you'd qualify, our hiring team can tell you in one email exchange.

For editorial: a mix of deep research, hands-on testing, drafting, and editorial review. Most editors have 2–4 hours of meetings per week — the rest is focused writing time. For engineering: a mix of feature development, infrastructure work, and pairing with editorial on tools that make their workflow better. Both teams operate async-first: we write documents rather than schedule meetings whenever possible. Our About page has more on the team structure.

Per-piece rates range from $800 for shorter category reviews to $2,500 for in-depth head-to-head comparisons. Senior writers with consistent quality and category expertise can earn more. We pay within 14 days of acceptance — and once you've published 3 successful pieces, we move to flat per-piece pricing with no rounds of revision. Freelance is genuinely a path into full-time roles here; most of our current editors started as freelancers.

No. We've hired editors from newspapers, magazines, niche newsletters, and adjacent industries (product management, consumer reports). What matters more is whether you can write clearly, think honestly about trade-offs, and respect a reader's time. Engineering hires don't need media experience — we care about your ability to build reliable, testable software.

Because it's how we keep our rankings honest. Our editorial policy spells out the three firewalls between commercial revenue and editorial output. Practically: editors never get pressured to favor higher-paying brands, our scoring is locked before any commercial conversation, and the two teams report to different leadership. If you're joining the editorial team, this means you'll never feel commercial pressure on a score. If you're joining the commercial team, it means you'll have clear, principled boundaries to operate within.

We're genuinely remote-first. The team is distributed across the US, UK, EU, and one team member in Asia-Pacific. Our default working agreement is async — meetings are rare and intentional, decisions are made in documents, and core hours are flexible. Brooklyn HQ exists for the people who want it (and for our twice-yearly in-person team weeks), but no role requires being in NYC. About 70% of our team has never been to the office.

We use AI tools where they help (research summarization, drafting outlines, generating metadata). We don't use AI to generate verdicts, fabricate testing data, or replace human-authored content. Every published piece has a named human author who takes responsibility for it. Our editorial policy Section 06 covers this in detail. If you have strong feelings about AI in writing — for or against — we'd rather hear them in your application than discover them six months in.

Help Build The Most
Honest Rankings Site.

Work That Actually
Helps People.