Build things that matter, with people who care.
Life at Fussion Forge means real ownership, high standards, and room to grow.
What it is actually like to work here.
Small teams with one owner per outcome, review running in both directions, and decisions written down where the next person can find them. Most of what we do is client work, which means real deadlines and real consequences — and it also means you find out whether what you built held up.
We are deliberate about size. Teams stay small enough that everyone knows why a decision was made, and we would rather turn work down than staff it thinly and hope. Nobody here is measured on how visible they are in a chat window.
What we look for
- Craft — you care how it reads in year three, not just whether it passes today
- Ownership — you follow a problem past the edge of your own ticket
- Writing — you can make a decision legible to someone who was not in the room
- Comfort with ambiguity, and the habit of asking rather than assuming
- The willingness to say “I do not know” early, while it is still cheap
Culture
Craft, curiosity, and candor. We keep teams small and trusted.
Growth
Clear paths, real mentorship, and work that stretches you.
Benefits
Flexible work, learning support, and outcomes over hours.
Six practices you would notice in week one.
Culture is what a team does under pressure rather than what it puts on a careers page, so here is the version you can check us against.
Remote-first, written by default
Decisions land in writing, so colleagues in other time zones are not second-class participants in them.
Small teams, one owner
Every outcome has a name against it. Shared ownership in practice usually means nobody is accountable.
Review in both directions
Your work gets reviewed and so does ours, including what goes to clients. Seniority exempts nobody from a second pair of eyes.
Documentation while it is fresh
Runbooks and decision notes written as the work happens, because the ones written afterwards are the ones that are wrong.
Learning that is scheduled
Time for depth is planned into the work rather than left to evenings and goodwill.
Outcomes over hours
What shipped, and whether it held. Neither of those is measured by how long you were online.
Five stages, and you always know where you stand.
No puzzle rounds, no unpaid deliverables dressed up as a take-home, and no silence after you have spent your evening on something.
Application
A short note and something real to look at. We read every one, and you get an answer either way.
Intro call
Thirty minutes on what you have built, what you want next, and what the role actually involves. This is the stage to ask us the hard questions.
Technical conversation
A discussion about your own work rather than a quiz — how you reached the decisions, what you would change now, where it broke and what you did about it.
A practical exercise
Small, scoped and relevant to the role. If it takes more than an evening then the exercise is wrong, and that is our mistake rather than yours.
Team conversation and decision
A conversation with the people you would actually work with, then a decision with reasons attached — whichever way it goes.
What we commit to either way
Applying for a job costs you time and gives you very little control. These are the parts of that we can fix, so they are policy rather than good intentions.
- Every application gets an answer, including the ones we decline
- Specific feedback after any technical stage, not a template
- Exercises scoped to an evening, and never something we would ship
- Interviews arranged around your working day rather than ours
- One point of contact from first reply to final decision
Open positions Sample
These are illustrative of the roles we hire for while the listings are being finalised. If one is close to what you do, write anyway — we would rather hear from you early than have you wait for a posting.
Nothing fits? Write anyway.
Speculative applications are genuinely read here. The useful ones are specific: what you have built, what you want to work on next, and something real we can look at.
- A link to something real — a repository, a shipped product, a piece of writing
- The kind of problem you want to spend the next two years on
- Where you are, and the hours you can realistically overlap with a team
- Anything you would rather we asked about directly
Questions candidates ask.
Most of our work is remote-first and roles are written that way unless a listing says otherwise. Overlap matters more than location: we agree how many shared hours your team needs for review and pairing before you start, rather than discovering it afterwards.
Both, but not in equal numbers and not continuously. A junior hire only works where someone has genuine capacity to mentor, so we open those roles when that capacity exists instead of whenever we are busy.
Yes, and be specific rather than general. A short note about what you have built, what you want next, and a link to something real is more useful to us than a CV aimed at a role that does not exist yet.
Yes. Every application gets an answer, and anyone who reaches a technical stage gets specific feedback. Going quiet after someone has spent hours on an exercise is the one thing we will not do.
Individual contractors occasionally, for specialist work, and the listing will say plainly when a role is contract rather than permanent. Agency introductions are not something we act on.
Wider ownership before bigger titles. That usually means owning an outcome end to end, then a workstream, then the technical direction of an account — with mentoring expected at every step, because explaining your reasoning is part of the job rather than a distraction from it.
Don’t see your role?
We’re always glad to meet sharp people. Tell us what you’d want to build.