Sourcegraph careers: remote jobs, culture and where they hire

The company was founded in 2013 and has raised about $223M, most recently a $125M Series D led by Andreessen Horowitz in July 2021 at a $2.625B valuation, following a $50M Sequoia-led Series C in December 2020. On December 2, 2025, Sourcegraph and Amp, the coding agent it had incubated, became two independent companies: Sourcegraph is now led by CEO Dan Adler, who joined in fall 2016, wrote its original data infrastructure and was previously CFO, and is focused entirely on code search and code understanding, while Amp Inc. is a separate research lab. Craft, Redpoint, Sequoia, Goldcrest and a16z sit on both boards.

Sourcegraph builds the context layer for large enterprise codebases. Code Search indexes and searches across every repository a company owns, Deep Search is an agentic answer engine that reasons across those repositories, an MCP server and CLI feed that context to coding agents, and Agentic Batch Changes executes coordinated changes across hundreds of repositories at once. More than 200 enterprise engineering teams use it, including Stripe, Reddit, Dropbox, Canva, 1Password and HubSpot, and a 2026 posting describes the business as $50M ARR with customers such as OpenAI, Uber, JPMorgan, Morgan Stanley, Capital One and Booking.com.

Quinn Slack, Co-founder and board member (CEO of Amp). BS in Computer Science from Stanford. First employee and engineer at Bleacher Report, then a forward-deployed engineer at Palantir embedded with JPMorgan Chase and Bank of America, and a co-founder of the lending-technology company Blend before starting Sourcegraph in 2013. He was Sourcegraph's CEO until the December 2025 split and now runs Amp Inc.

Beyang Liu, Co-founder and board member (co-founder of Amp). Studied computer science at Stanford, where he published research in probabilistic graphical models and computer vision at the Stanford AI Lab. Software engineer at Palantir on a small customer-facing team building data analysis tools for Fortune 500 clients, then Sourcegraph's CTO from 2013 until the December 2025 split; now building Amp.

The pitch since the split is a small organization with enterprise distribution. The current product manager posting describes "an opportunity to have an outsized impact within a small organization operating much like a startup, while benefiting from Sourcegraph's enterprise distribution and access to customers with some of the largest and most complex codebases in the world." Every open engineering role is about building products that AI agents call, and the tech lead posting makes hands-on experience with coding agents like Amp, Claude Code or Cursor a hard requirement. Dan Adler's first note as CEO claims Deep Search "gets more unsolicited fan mail than any other dev tool," and the company is moving its pricing from seats to consumption.

Compensation is published in full. The handbook sets the entry point of each salary band at the 75th percentile of US tech company data for high-cost zone 1, with the top of the band about 15% above that; zone 2 pays 80% of zone 1, zone 3 pays 60% and zone 4 pays 40%, and every posting shows the target salary for the zones it is open to. Bands are re-evaluated on a 12-month cycle and, in their words, "if our band goes down, we will never decrease our teammate's pay." Benefits include at least 16 weeks of paid parental leave, up to $25,000 for family planning, a $2,000 desk setup budget and $300 to $500 a month for a coworking space.

Sourcegraph has run a public handbook for years, so most of what you would want to know before applying (pay philosophy, leveling, interview stages, time off, benefits) is written down and readable before you speak to anyone. Thorsten Ball, an engineer there from April 2019 to December 2023, recalled the CEO telling him "I want you to think of Sourcegraph as a playground" and describing the company as "not based in San Francisco, we're based on the Internet."

The four named values are being direct and transparent, winning together, high agency and customer love. Operationally the company is async first: the handbook tells people to ask "is this meeting necessary or could we work on it asynchronously?", states that "there is no expectation that people will be immediately responsive," treats Slack as a scratchpad rather than a source of truth, uses UTC for times, records every synchronous meeting and shares the recording, and routes decisions through written RFCs. Sourcegraph says everything lives in the handbook and expects candidates to have read it.

It is a demanding place and reviewers say so. Comparably respondents in April 2026 overwhelmingly called the pace "extremely fast," graded coworkers A+ and leadership C, and Glassdoor reviews describe managers and executives who "give a lot to their work and expect the same of the individual contributors." Built In's 2026 summary of employee feedback frames the tradeoff as balance on paper, volatility in practice: a remote, writing-first setup with mandated time off that coexists with surges from pivots and reorganizations, of which there have been several. The Blind and Glassdoor advice that recurs is to pick your team carefully.

Apply through the Greenhouse board linked from each role. The engineering loop published in the handbook is a 30-minute recruiter screen, a 30 to 60-minute hiring manager screen, a team stage of a resume deep dive plus two technical interviews (a coding exercise and a system design discussion, 45 to 60 minutes each) and a cross-functional collaboration interview, then a 30-minute values interview, a 30-minute leadership interview, references and an offer. The current tech lead posting totals 4.75 hours of interviews and swaps in a 60-minute "agent hardening exercise" alongside system design, followed by a background check. All interviews use structured questions asked identically of every candidate and are recorded on BrightHire; you can decline recording with no effect on your candidacy. Using coding assistants in the coding interview is encouraged as long as you keep the interviewer in the loop. The internal target is to finish the loop in two weeks or less, respond to every application within five business days, and average 45 days from opening a role to an accepted offer; candidates who reach the team or final stage and are not selected get verbal feedback by phone. Their own tips: requirements are purposely ambiguous, so ask clarifying questions, and pick a project you know well for the code walkthrough.

Sourcegraph says it hires almost anywhere in the world. Each posting lists preferred locations and a minimum overlap, currently 20 hours a week with EST or CEST for engineering and product roles and 25 hours a week with Pacific time for the product marketing role, and invites qualified applicants outside those locations to apply anyway. Non-US employees are hired through Sourcegraph's UK and Canada entities or via an employer of record; contractors invoice monthly. No published visa sponsorship policy was found.