Resend careers: remote jobs, culture and where they hire

Growth has compounded. Resend went from 249,000 to 1 million users during 2025 while revenue grew 5x, then crossed 3 million users in June 2026 and now says over 4 million developers use it. Weekly npm downloads went from 1.4 million to 6.8 million in the first half of 2026, and in July 2026 the package crossed twice the downloads of SendGrid. Customers include Warner Bros, Decathlon, Raycast, Braintrust and Gumroad, and the platform sends tens of millions of emails a day. Resend has raised $21.5M: a $3M seed in July 2023 led by Y Combinator and SV Angel with angels including Dylan Field, Guillermo Rauch and Paul Copplestone, and an $18M Series A in December 2024 led by Andreessen Horowitz.

Resend is an email platform built for developers: an API to send transactional and marketing email, plus inbound receiving, Broadcasts, Automations, a CLI with 53 commands and an MCP server so AI agents can send email without a human in the loop. It also maintains React Email, the open source library for writing email templates in React. The product started as a side project in August 2022, went through Y Combinator's W23 batch, and launched publicly in June 2023 after a waitlist of about 20,000 people.

Zeno Rocha, CEO and co-founder. Brazilian engineer who was VP of Developer Experience at WorkOS (2021 to 2022) and before that Chief Product Officer at Liferay Cloud, after roles as Liferay's principal developer advocate and as a front-end engineer at Globo and Petrobras in Rio. Creator of the Dracula color theme and one of GitHub's 20 most active users at 22, he has spoken at over 110 conferences. B.Sc. in Information Systems from the Federal University of the State of Rio de Janeiro.

Bu Kinoshita, CTO and co-founder. Software engineer at WorkOS, earlier a senior engineer at the Brazilian identity startup Idwall, and front-end engineer at Samsung and nanoPay. Started building Resend with Zeno as a side project in August 2022 and maintains React Email. Based in São Paulo, roughly 10,000 km from his co-founder.

Jonni Lundy, COO and co-founder. Runs sales, hiring, finance, support, compliance and trust and safety, "and whatever else falls through the cracks on any given day". Previously worked at Liferay and earlier at Starbucks. B.A. in Communications from The Master's College. Based in Portland.

It is a small team with an outsized footprint: fewer than 60 people beating a $3B incumbent on developer adoption. The handbook says it plainly: "We'd rather have a small team of A+ players than a large team of B players." Postings describe the same thing from the inside: autonomy to "just ship it", ownership of problems and solutions, and an "honest and low-ego team".

Resend publishes how it operates. The public handbook covers everything from how to take time off and how to spend money to how RFCs work, how on-call runs and how the team uses AI, so you can read exactly what you are signing up for before the first call. It also runs the company on its own product: during every offsite the whole team, founders included, sits down on Sunday evening and answers support tickets together until they hit inbox zero.

Pay bands are printed on the postings and are the same in USD whether the role is listed for the Americas or Europe, and benefits are global rather than US-only where possible: a $2,000 home office allowance, $500 a year for productivity tools and $300 a month for wellness split between mind and body.

Four beliefs are written down with founder bylines: do work that inspires others, no ego, keep shipping, default to action. "Keep shipping" is defined as v0, not v1, and the pace shows in public launch weeks. Jp Valery, a Customer Success Engineer, wrote after his first one: "One thing that drew me to Resend was the team's pace of execution, now that I've lived a Launch Week from the inside, I can tell I was underestimating that crew."

The working norms are unusually specific. "Ask before you tell" and "be the last to speak" are the stated antidotes to ego; the expectation is that you search Slack, Notion, the code and an AI tool before asking a colleague; and feedback requests default to "unless I hear otherwise" so nothing waits on a meeting. The handbook accepts that first attempts will be wrong: "If we all accept that our first attempt may be completely wrong, then there is grace and understanding for shipping or sharing half-baked work." Performance is judged on how well feedback gets incorporated, not on the first draft.

There is no seniority ladder. The titles page states: "There's no Junior, Senior, Principal, or Staff Engineer. There's just Software Engineer," on the argument that a flat structure lets the best idea win regardless of position. You can use whatever title you like externally as long as it is not misleading.

Resend runs hiring like an executive search: before a role is posted, the team tries to identify the roughly 20 best people in the world for it and reaches out, so an inbound application competes with people they went and found. The published process has seven stages: an introduction call (logistics, location requirements and compensation, then a conversation with the role owner), a take-home challenge you return within 3 to 5 days, a technical interview with the hiring manager and one or two peers built around your take-home, a 75-minute cultural interview (30 minutes with the COO or Chief of Staff, 45 minutes with three peers), a call with the founders, at least two reference calls (one manager, one peer), and an offer covering base salary, stock options and benefits. Submissions are reviewed within three working days.

What they screen for is a "spiky moment": a point in the process where they learn something new or walk away thinking they absolutely need this person. Without it they pass, even on strong candidates, and their stated rule is "when in doubt, we wait for the right person", so roles stay open for months. Current engineering postings ask for 6+ years (Product Engineer) or 8+ years (Software Engineer, Backend) and fluent written and spoken English. New hires get a laptop, an onboarding buddy and a first-week session with Operations.