Quo careers: remote jobs, culture and where they hire

Quo is a business phone system that lives in an app instead of on a desk: calls, texts and contacts come together in one AI-powered workspace that a whole team can share, so a customer who calls the main number reaches whoever is available, with full conversation history attached. Sona, the AI agent Quo launched in April 2025 and later made free for every customer, answers the calls a business would otherwise miss, and the newly launched Quo Agent extends that into the workspace itself. A public API platform, Connect, lets other software plug in. Close to 90,000 businesses used the product as of late 2025, and the mission is blunt: no business should ever miss a call or lose a customer.

The company started in 2018 as OpenPhone, founded by Mahyar Raissi and Daryna Kulya, went through Y Combinator and launched its first product in July 2018. In September 2025 it renamed itself Quo and announced $105M in new funding: $96M of go-to-market growth capital from General Catalyst's Customer Value Fund plus $9M in equity from existing investors, on top of the $56M it had raised before (a $40M Series B led by Tiger Global in 2022 and a $14M Series A led by Craft Ventures).

Mahyar Raissi, Co-founder and CEO. Joined Toronto software company Joist as a full-stack developer after graduating in 2014 and moved up to product manager within a year. The idea for a modern business phone came out of his own startup experience; he co-founded OpenPhone in 2018, took it through Y Combinator, and led the 2025 rebrand to Quo.

Daryna Kulya, Co-founder and COO. Worked in product management at video platform Vidyard and earlier ran Deloitte's Digital Innovation Lab. She met Raissi through a mutual friend over a shared interest in product, and they launched OpenPhone's first version in July 2018 after Y Combinator.

Quo is going after a product category most startups ignore: the small-business phone. Its customers are dentists, contractors, agencies and shops, and the bet is that AI turns the phone from a cost center into a front office that answers every call. The AI agent work is live with customers today (Sona on calls and texts, Quo Agent in the workspace), so engineers join a platform with real usage rather than a demo.

Pay is published on every posting, with location-tiered bands and equity on top; staff engineering reaches $242,000 a year in the highest US tier, and Canada-only roles get CAD bands of their own rather than converted US ones. The company describes its pay as fair and transparent, and the live postings back that up.

The engineering surface is more interesting than a CRUD app: event-driven microservices around Temporal and RabbitMQ, Node and TypeScript on Kubernetes and AWS, Postgres, MongoDB, Elasticsearch and Redis behind web, iOS and Android clients, plus telephony and an agent orchestration layer. Postings also state that language is not a filter: strong backend experience in Go, Python or Java beats knowing their stack already.

Quo names four values and describes them concretely. Relentless: default to action and hold yourself accountable to outcomes. Delightful: put in the hard work to make things feel effortless and care about craft. Unified: share context generously and trust the people closest to the work. Open: stay curious, give honest feedback, and "don't let role or level limit whose ideas get heard."

The company has been remote-first since day one but says that "remote-first doesn't mean remote-always": it invests in hub cities where teammates meet for in-person working sessions, and runs company-wide gatherings, most recently about 120 people in San Diego in 2025 for 2.5 days of strategy sessions, workshops, small-group dinners, pickleball and karaoke. The careers page motto is "The work brings us together. The people make us want to stay."

Employee voices on the careers page are consistent about low ego and room to grow. Staff engineer Zach Brandt: "Everyone is truly egoless and we have a lot of fun when getting together virtually or in person." One teammate who joined when the company was about 40 people says it still feels scrappy and supportive after tripling in size.

The process typically takes 4 to 6 weeks: an intro call with a recruiter, a call with the hiring manager, a meet-the-team round where each interviewer covers a different aspect of the role, an assignment for some roles (a short project, take-home task or technical test), and a final interview with the hiring manager or a leadership member before the panel reviews feedback and the recruiter comes back with a decision.

Open roles live on the Gem board at https://jobs.gem.com/quo. Postings emphasize high agency, picking things up without waiting to be asked, and weighing technical decisions against the experience of a small business owner using the product every day, so concrete stories about customer impact go further than pure technology talk.