Drizly is a service that allows customers to order a variety of beer, wine, and spirits directly from local retailers to be delivered to their location through a mobile app or website.
Senior Software Engineer, Retailer Product
Remote- USA, Austin, TX, Chicago, IL, New York, NY
Senior Software Engineer, Platform
Remote - USA
Staff Software Engineer, Front-End
Remote - USA
Technical Talent Acquisition Partner
Remote - USA
Technical Talent Sourcer
Remote - USA
DRIZLY IS THE WORLD'S LARGEST ALCOHOL MARKETPLACE AND THE BEST WAY TO SHOP BEER, WINE, AND SPIRITS🥂
Our customers trust us to be part of their lives – their celebrations, parties, dinners and quiet nights at home. We are there when it matters - committed to life's moments and the people who create them. We partner with the best retail stores in over 1200 cities across North America to serve up the best buying experience. Drizly offers a huge selection and competitive pricing with a side of personalized content.
WE ARE MORE THAN JUST ANOTHER TECH COMPANY
WE CARE: We care for our people - our customers, our network of retailers, and those in the industry. We are committed to being there when it matters. Sometimes that means long days and incredible challenges, and since we also care about each other - it works.
WE SOLVE IT: There is an intellectual curiosity that exists here. We have a desire to question, to understand, to figure it out. We value the process to get to the truth, to deliberate, decide and act. Bottom line, we solve it.
There is an intellectual curiosity that occurs at Drizly. We have a desire to question, to understand, to figure it out. Bottom line, we solve it. We value not just the truth but the process to get to the truth, to deliberate, decide and then act. Most importantly, we care. We care about our customer. We care about our company. We care about our team. There will be long days and incredible challenges.
DIVERSITY, EQUITY, AND INCLUSION AT DRIZLY ✊🏿✊🏾✊🏻✊
Diversity is important to us as it ensures we are creating a more heterogenous collection of ideas and perspectives by building a company that reflects the diverse makeup of the population at large. As a company that serves two main customers: shoppers and retailers, we strive to build a business that reaches all groups of people by building a product that meets people where they are.
Equity is important to us as it means all humans in our employee population have fair access to opportunities while being led and surrounded by representation that reflects the diversity of the world. Whether it's equitable access in our interviewing process, equal opportunity for advancement, striving for parity, or examining the diversity we have in leadership positions, we aim to be more equitable as we grow.
*Now that we are working fully-remote, we're providing a stipend for all new employees to use however they see fit to set themselves up to work in a way that suites them. We also provide reimbursement for cell-phone and internet use to make sure everyone has the connectivity they need.
Inclusivity starts with some of our core values and competencies. With clearly defined expectations on how we operate as a business and an emphasis on psychological safety, we are intentional about creating and inclusive environment where a diverse group of people can do their best work.
This includes consideration of unconscious bias in interviewing to create more fairness and our approach to compensation based on clearly defined needs and hiring processes.
We strongly believe in Diversity, Equity, and Inclusion (DE&I) at Drizly. It is more than just an initiative - it is core to our DNA, and this is why we intentionally created a strategic imperative that addresses our commitment to DE&I as part of our corporate 5-year plan.
CREATING A SAFE SPACE
From survey feedback to a DEI task force, we've investigated topics like gendered design, paint colors, and decor as well as intentionally building our spaces to provide flexibility. This is includes dedicated quiet zones, and maternity and wellness rooms.
EMPLOYEE 🤝 LEADERSHIP RELATIONSHIPS
Leadership at Drizly emphasizes transparency, courage, and vulnerability. It's important to leaders that the employee population has visibility into strategy and decision making. This takes place through widely shared company reports and weekly company meetings led by executives. Our leaders stand up for social impact initiatives even if they are at odds with business impact. Several leaders model behaviors around taking time off and encouraging a great deal of flexibility for our employees to get their work done the way it best suits them.
HOW DRIZLY WILL BE PART OF THE CHANGE THAT THE INDUSTRY NEEDS TO SEE
As we are growing and hiring, we are taking the opportunity to share the work that we are doing via an annual DEI report. This will share the progress we have made, transparently highlight our gaps and opportunities. We know there is much more work to be done.
We have cross-functional committees that focus on issues that are important to the organization and our strategic objective, such as Corporate Social Responsibility, which advocates for a multitude of causes focused primarily on alcohol awareness and mental health. Drizly-IDEA is a cross-functional committee committed to creating an inclusive and diverse space, as well as being a voice for social justice and equity in our communities.
We launched ‘Humans of Drizly,’ a series where we highlight the stories of our employees and partners in our network both internally and externally on our social channels, to give voice to people that help us be there when it matters.
In order to move the needle in creating a more diverse team, we initiated new hiring goals and invested heavily in our pre-hiring practices.
Our hiring goals are:
51% Women+ by the end of 2020
Double the percentage of POC by the end of 2021
Double the amount of referred underrepresented minority (URM) candidates that are successfully hired by the end of 2020
OUR INTERVIEW PROCESS
- Step 1: Interview with a Recruiter
- Step 2: Blind assessment- Candidates submit a skills based assessment with personally identifiable information redacted which is submitted to the hiring manager. This is to remove unconscious bias
- Step 3: Hiring manager video interview
- Step 4: Final interview with a committee of peers, stake holders, and the hiring manager
- Competitive salary
- One-on-one professional coaching with an external expert
- Health, Dental and Vision Insurance
- Flexible unlimited vacation policy
- 401(K) Plan
- Cell-phone and broadband stipend
- Wellness events
- Lifestyle stipend
- Subsidized Drizly orders
- Charitable giving