Build the platform finance, legal, and HR actually trust.
We're a small, deliberate team building corporate travel + cards + expenses + duty of care into one platform. We hire seriously, ship every week, and care about details that most products skip. If that sounds like the kind of place you'd like to work, we'd like to hear from you.
Most travel software was built for someone else's problem.
We started Travel Code because the tools mid-market companies inherit — Concur, ad-hoc OBTs, expense apps glued onto cards — were designed for the Fortune 500 of fifteen years ago. Not for a 400-person company sending people to Riyadh, Lisbon, and Singapore in the same week.
The traveler experience is bad enough that most employees book around the platform. Finance reconciles three vendors. Legal can't tell you in 10 seconds where 200 employees are. Insurance underwriters quote blind. The status quo benefits no one — except the per-seat invoice.
So we build with care: 12 AI agents that take actions, not chatbots that answer questions. Itemized OCR at 99.2% line-level accuracy. Real-time geo-Q&A through a single chat interface that legal teams use as evidence. One platform. One reconciliation. One vendor on the finance stack.
If you want to work on a product that solves a real problem for real teams — and you care about details most companies skip — keep reading.
Six things we believe.
Ship every week, even if it's small.
Momentum is a feature. We'd rather merge five small improvements than ship one perfect overhaul. The best teams we've worked on shipped weekly; the worst ones planned quarterly. We default to the former.
Write things down.
Decisions, design rationale, postmortems, weekly reviews. Async-first means written-first. If it isn't documented, it didn't happen — and the next person who joins won't know why we made the choice.
Talk to customers directly.
Engineers, designers, and PMs all sit on customer calls. No "product manager translator" between the team and the people using what we build. The half-life of secondhand insight is about 24 hours.
Honest comparisons over marketing.
We publish where Concur, Navan, and TravelPerk are better than us. Our comparison pages tell buyers when not to pick us. It's the only sustainable way to be trusted in this category — and we apply the same standard internally.
Quiet competence over performative work.
We don't reward hustle theater. The people who move us forward are the ones who quietly own a problem until it's solved, write the doc that prevents the next outage, or fix the bug nobody filed a ticket for. We notice. We promote them.
Disagree, then commit.
We argue hard before decisions and align hard after them. The worst pattern is the team that nods in the meeting and re-litigates in DMs. If you disagreed and lost, the version we ship is yours to make work — that's the deal.
Nine roles, four teams.
All roles are open to remote. We hire by referral and inbound — no recruiters, no agencies.
Don't see your role?
If you've built something we'd recognize and want to do work like the principles above, reach out anyway. We've created roles for the right people more than once.
Five steps. About three weeks.
We believe the interview process should look like a small version of the actual job. Less leetcode, more "let's do something realistic together and see how we work."
Intro call
30 min with the hiring manager. Mutual screen — what you've built, what we're working on, whether the role and stage match.
Take-home or work session
A scoped, realistic problem from the actual codebase or design surface. We pay for take-homes that take more than 90 minutes.
Working session
90 min walking through your work with two team members. Less "interview," more "let's review this PR together."
Two team conversations
One with someone you'd work with daily, one cross-functional. Behavior, principles, how you handle disagreement.
Decision & references
Decision within 5 working days of the final round. Two reference calls run in parallel. Offer or honest decline either way.
What we offer.
No ping-pong tables, no kombucha. The things that actually move quality of life — money, time, equipment, autonomy.
Top-of-band cash
We pay at the 75th percentile for our stage and geography. Annual review tied to performance, not vesting cliffs. Transparent salary bands across the company.
Meaningful equity
Every full-time hire gets ISOs/equivalents on a 4-year vest with 1-year cliff. We refresh annually based on tenure and impact. Early exercise allowed; we'll explain the tradeoffs.
Health, fully covered
100% premiums for you and dependents (US). Country-equivalent top-tier private cover for international hires. Mental health budget — $2,400/yr per person, reimbursed without a process.
Time off that's actually taken
Minimum 22 days off + national holidays. Mandatory two-week winter shutdown. Leadership posts their PTO publicly so it normalizes — and we ask managers to verify their reports actually take theirs.
Equipment + home office
Laptop of your choice, $2,500 home-office setup stipend, $200/mo coworking allowance if you prefer that. Replace at year three or sooner if needed.
Family
16 weeks fully paid parental leave (any path to parenthood, all genders). Phased return option. $4K/yr childcare stipend. We do not operate on the assumption that work is the most important thing in your life.
Two annual offsites
Once a year as a full company (rotating: Lisbon → Dubai → NYC). Once a year as your team. Travel, lodging, and a couple of days of unstructured time included.
Learning budget
$2,000/yr for books, courses, conferences — no approval workflow. We trust you to know what makes you better at your craft.
Real flexibility
Async by default. Core overlap hours are 10:00–14:00 your local time. You own your calendar. We measure outcomes, not hours.
Three hubs. Remote-friendly everywhere.
We're a distributed company with three intentional hubs. No HQ. Hybrid is voluntary — come in when it serves you, work from wherever otherwise.
Lower Manhattan. Engineering, product, GTM. About 24 people on site, 30+ remote in EST/CST. Office is a working space, not a destination — we're in three days a week if you want to be.
Príncipe Real. Design, mobile engineering, EMEA customer success. About 14 on site. Our most international team — eight nationalities and counting. Bias toward async because we span +5 timezones.
DIFC. Regional GTM, partner channel, customer success for Saudi/UAE. About 9 on site. The fastest-growing of our three offices and the closest to our newest market.
From people who work here.
"The thing that surprised me most was how much the principles are actually used. 'Disagree and commit' isn't a poster — it's how we actually run meetings. I came from a place where culture docs lived in Notion and nowhere else."
"I sit on three customer calls a week as a designer. Watching a real CFO try to use what we built is the only thing that actually changed how I work. Roadmaps don't survive contact with a customer's screen-share."
"What I value most is the willingness to say 'we got this wrong, here's what we're changing.' I've watched leadership write that doc twice in the last year. It's why I'm still here."
"Coming from a per-seat travel platform, the absence of arbitrary process here is jarring at first. There's no PRD template, no required Jira ritual. You write the brief that makes sense for the work. It takes a week to trust it. Then you can't go back."
Things candidates often ask.
Are roles fully remote?
Yes — within +/- 6 hours of one of our hubs (NYC, Lisbon, Dubai). We've found that beyond that range, async overhead starts to outweigh distributed benefits. If you're outside the band but compelling, ask anyway — we've made exceptions for senior roles.
Do you sponsor visas?
For senior engineering and AI roles in NYC and Lisbon, yes — we've sponsored several. For other roles, generally no, unless the case is unusual. We'll be honest about this in the first call rather than wasting your time.
What's your equity philosophy?
Every full-time hire gets meaningful equity on a 4-year vest with a 1-year cliff. Early exercise allowed. We refresh annually based on tenure and impact. We will explain dilution, preference stacks, and tax implications honestly during the offer call — including the parts most companies skip.
How big do you plan to get?
We've publicly committed to staying under 200 people through 2027. We grow when we have a clear bottleneck a hire would unblock — not on a calendar. Most of our recent hires were founder-decided, not headcount-planned.
What's the worst part of working here?
Honestly: we're small enough that you'll wear several hats and own things outside your job description. If you want a sharply scoped role with clean boundaries, larger companies do that better. The flip side is the autonomy and impact — but the tradeoff is real.
Do you do internships or new-grad roles?
Selectively. We've hired three new-grad engineers in 2025 from referrals. We don't run a structured intern program yet because we don't think we'd do it well at our size. If you're a new grad and someone here knows your work, ask them to refer you.
How do you handle hiring referrals?
Referrals come in through any team member, no formal portal. Referred candidates skip the inbound queue and go straight to a hiring-manager intro. Referrers get a $4,000 bonus on a successful hire (paid at 90 days), or $1,000 to a charity of your choice if you prefer.
What happens if I don't get the role?
You get a written, specific reason within 5 working days of the final round — not a "we went with another candidate" template. We may invite you back for a different role or in 6+ months. Several current team members were on their second or third application.
If the principles read like the kind of place you'd build something good — let's talk.
Apply to a specific role, or write to us if nothing fits and we should make space. We read every email at hr@travel-code.com — usually within 48 hours.