We are product pros with decades of experience shipping user-friendly apps for successful companies. We design and build mobile and web apps. Almost everyone at Rocket is a maker - Either a designer or an engineer. We’re passionate about software and building great things.
Full Stack Developer
Boston, MA or Newburyport, MA
Front End Engineer
Boston, MA or Newburyport, MA
Boston, MA, Newburyport, MA or Remote
iOS Mobile Engineer
Boston, MA, Newburyport MA, NY, NY
Senior Android Engineer
Boston, MA, Newburyport, MA or remote
Senior Product Designer
Boston, MA, Newburyport, MA or New York, NY
Senior React Native Engineer
Boston Area, MA
Senior Product Strategist
COME LAUNCH NEW & AWESOME PRODUCTS WITH US 🚀
We solve complex problems for our clients using mobile and web technologies. Our clients range from startups to Fortune 500 companies across a wide array of business lines which keeps projects fun and interesting. Some examples of industries we’ve worked in include biotech, financial services, healthcare and food delivery. One particular problem we helped solve was slowing the spread of COVID-19 through the PathCheck project. We’ve also helped Goldfinch Bio treat kidney disease by helping them streamline complex workflows and better visualize data.
VALUES THAT LIVE ON OUR TEAMS & IN OUR WORK 🤝
What we want our employees and clients to say about Rocket:
Dependable, Honest and Trustworthy - These are the qualities we admire in others and hold as ideals for ourselves. We want everyone at Rocket to be able to count on one another.
Strong opinions, loosely held - We have lots of experience (and opinions!) about building products, and we’ll expect you to bring the same. We want a diverse array of opinions brought to the table with the flexibility to hear others out and try new things yourself.
Technology is an enabler - We believe that technology enables great experiences. We like and use technology but we have tried hard to not fall in love with it. We don’t prescribe a single technology to use on all projects because that is ultimately limiting.
Additionally, we are building a team of people who are:
- Positive in their outlook.
- Full of grit and perseverance.
- Go-getters and hungry for growth.
- Self-aware and coachable.
- Great communicators; seek to understand by listening actively, and asking appropriate questions, and succinctly summarizing information even when complex.
- Thrive in situations that aren’t well defined and drive things to completion.
WE DON'T WANT TO BE A HOMOGENOUS WORKFORCE 👱🏻♀️👩🏾🦱🧑🏽🦱
Diversity means valuing difference and encouraging a variety of communication styles, ways of solving problems, and the perspective that comes from different lived experiences from the members of our team.
As a technology company we understand the risks of a homogenous workforce building the future of how we interact with the world around us. We at Rocket are well aware of recent missteps in recent tech history (facial recognition, autonomous vehicles, medical misdiagnosis, and the list goes) when technology has left out those it’s creators did not represent, and we seek to avoid that in our workplace and on our client projects.
As an agency building software with clients across a wide range of industries, we recognize the importance of ensuring that product teams - designers, engineers, strategists - represent the mix of humans we are ultimately designing and building for. We also know that the journey of designing and building that product is done by people with different viewpoints and needs. We want to make sure all our employees who are part of that journey feel heard and respected during the process.
Equity is about leveling the playing field, ensuring that people from historically underrepresented/underestimated groups have equal access to opportunity in tech, and we are actively and continuously taking action to mitigate the potential impact of implicit and explicit bias of those with decision-making power.
We’re at the beginning of our journey here, but as a few first steps:
- We are aiming to have 80% of our workforce take DE&I training by the end of 2021.
- We’ve recently implemented Career Ladders to ensure that hiring, promotions and pay are merit and competency based.
- We are beginning to use a compensation comparison tool to make sure pay is in line with market expectations.
Overall, we strive to practice a commitment to equity in how and where we recruit future Rocket colleagues to how career advancement and compensation decisions are made so that we ultimately retain folks over the long-term because decisions are made fairly and transparently.
Building an inclusive workplace means anyone, regardless of their background or identity, feels a sense of belonging and that they are able to produce their best work while growing professionally in an environment that is psychologically safe.
We’ve started practicing inclusivity by branching out our hiring methods onto different platforms such as this, as well as:
- Regular employee surveys using a tool called Peakon which allow employees to voice any concerns anonymously. We will also be reporting out on our employee engagement based on gender, to see if there are any negative patterns for particular groups and address those.
- Using “faceless recruiting” tools to reduce bias in hiring. This is certainly not a panacea, but it’s a small step towards doing the right thing.
- Starting to do candidate surveys for interviews. We want to make sure that people don’t feel alienated in the process of joining Rocket. If there’s an issue, we want to fix it!
- Regular virtual company events with “Zoom Roulette” to get you to randomly talk to other folks at the company to meet new people
SAFETY IN OUR WORKPLACE 🦸🏻♀️
At Rocket, our people are everything, so ensuring everyone is setup to thrive is our top priority. Managers proactively work to ensure that each person is well-matched with a client/project and we also encourage Rocketeers to self-advocate early and often when and if they are in a situation where they aren’t able to bring their best to the project.
We pair new employees with a buddy as part of our Rocket booster program to help you hit the ground running fast and have someone to ask important questions like “Where’s the virtual espresso machine!?” or “What should I do if a client is making me uncomfortable?”
We have open and honest conversations about technology and design in our slack channels. There’s always a plethora of senior people available to help you with whatever challenges you might hit working with clients.
Our Parent company, Dept, is also in the process of getting a B Corp certification and are dedicated to being a good, ethical company. As Dept and Rocket grow, it is important that we stay grounded in what is important to us: Making the world and our communities a better place. B Corp provides a great framework for this. In addition to our goals around DE&I, we will have goals around sustainability, community service, training/development, and pro-bono work to name a few areas.
LEADERSHIP ACTIVELY SUPPORTS AND PROVIDES FOR ROCKETEERS 🏋🏻
At Rocket, our founders and engineers have been making software for a long time - We know that sometimes things can get crazy getting an application out to users. But we’re smart enough to know that it’s a marathon not a sprint. If you’re constantly going at a crazy pace, you’ll get burnt out pretty quick. We also know the reality of planning software projects: Things constantly shift. We take this into account when estimating to set expectations appropriately and make sure you’re not working crazy hours. Our employees also don’t work multiple projects at the same time except in exceptional circumstances that they are comfortable with.
All that said, we strive to make sure that all our employees are working reasonable hours, have time to balance family and friends and also are simply working on projects which they find interesting and rewarding.
We have 3 KPI’s we use to measure our success at Rocket, and one of those is employee happiness which is measured by yearly employee surveys with a tool called Peakon.
Oh, and our engineers and designers are never on-call!
WE'LL ALWAYS WORK TO DO BETTER & BE BETTER 📋
James Baldwin wrote, “Not everything that is faced can be changed, but nothing can be changed until it is faced.” For Rocket Insights, this sentiment rings true as we believe being part of the change first means recognizing that, as an individual company, we can help break down systemic barriers. We’re doing this by leading awareness-building dialogue with both company leadership and hiring managers to normalize this work as core to Rocket culture. We have plans this year to take this further across our entire organization.
We’re creating opportunities by recruiting from a broad array of sources so that we have greater diversity in our pipeline. On top of this, we’re educating ourselves to recognize that if underrepresented people feel othered once they join the team, then the pipeline is leaky and it’s on us to proactively plug those leaks by identifying and shifting cultural norms that may unintentionally privilege more dominant groups.
Interviews differ by position.
Engineering: Starts with a 45-60 minute introductory call to get to know your background as well as do a high level technical problem (no coding). If that goes well, we bring you in for a code pairing session or two with a couple of our engineers. We’ll also have you meet one or two other engineers to make sure you have an opportunity to speak with a cross-section of people about what it’s like to work at Rocket and what makes it different (we think better!) than other agencies.
Design: Interview process begins with two introductory calls with our hiring managers to talk about how we work, your past experience, and to assess for culture fit. (We recognize that “culture fit” has historically kept teams homogenous, so we are doing the ongoing work to objectively define the attributes we’re looking for. More on that below.) After debriefing, and moving the candidate forward, you’ll have two separate interviews with two designers at a time. The first interview is focused on your portfolio, your storytelling ability, and level of execution (down to the pixel). The second interview is meant to elicit your prior experience in overcoming challenges throughout the design process in different contexts, what you’ve learned, and your overall breadth of experience.
Product: The process begins with a 30-45 min introductory call to learn more about your background, specifically focused on your experience engaging with teams/clients in a consulting/advisory role at the earliest stages of product discovery (e.g. what problems should we solve?). Given that the product strategy team is currently growing a team of contractors, the next step is to step into a short-term contract role, typically as a Design Sprint co-facilitator.
By being more intentional about how we define Rocket culture, we can be specific in discussions about culture fit when debating someone’s candidacy while having clear success metrics for advancing them through our process. This evens the playing field by reducing bias and avoiding culture as it’s typically defined, “would they be a part of my social circle?”
401k with matching
6 weeks paid parental leave for birth/adoption of a child