Storyblok careers: remote jobs, culture and where they hire

The company has raised $138M in total, most recently an $80M Series C in June 2024 led by Brighton Park Capital, its first US investor, with HV Capital, Mubadala Capital, 3VC and firstminute capital participating. In G2's Fall 2026 report it ranked as the number one headless CMS with 85 awards across 144 reports. 2026 brought FlowMotion, a content workflow automation layer built on n8n that reached general availability in April, and Strata, which vectorizes content for AI search and chatbots. The stated goal on its about page is to scale to $100M ARR and beyond.

Storyblok is a headless CMS that pairs an API-first backend for developers with a visual editor and reusable content blocks for marketers, so one content source feeds websites, apps and AI search. It began as a side project inside the Linz agency Netural in 2015 and 2016, was spun out in 2017, and was bootstrapped by its two founders to about $1M in annual recurring revenue by early 2020 before taking venture money. Customers named in its own materials include Adidas, T-Mobile, Renault, Oatly, Virgin Media O2 and TomTom, and as of the Series C announcement more than 200,000 developers and marketers in 130+ countries used the product.

Dominik Angerer, CEO and co-founder. Grew up about twenty kilometres from Linz, started coding at 15, freelanced for agencies across Austria, Switzerland and the Netherlands, and was leading e-commerce teams by 19. Joined the Linz agency Netural straight after graduating from a technical college and rose to senior web developer over three years before founding Storyblok at 22. Organizer of the Scriptconf JavaScript conference and the Stahlstadt.js meetup in Linz, and an active open source contributor.

Alexander Feiglstorfer, CTO and co-founder. Spent 13 years at agencies and SaaS companies using almost every CMS on the market; founded a fitness platform in 2009 and co-founded the e-commerce platform Xtech Commerce, introducing an e-commerce solution in Brazil. As a senior web developer at Netural he conceived and built the first Storyblok prototype. He now leads product development from Brazil.

Storyblok is one of the few European companies that grew from two people to more than 300 without ever opening a real office, so remote is the operating model rather than a policy bolted on later. Roughly 80 of those people are engineers.

The product is in a momentum phase. It topped G2's headless CMS grid in Fall 2026, and the 2026 launches of FlowMotion and Strata are pitched internally as the company's answer to AI-driven search, with sales postings forecasting another record year and noting that the EMEA team beat every quarterly target in 2025.

The careers page states a compensation philosophy that always considers experience, seniority and location, and the global benefits guide adds a career development fund for courses, books and conferences after three months, an annual discretionary bonus tied to performance and company results, paid referral rewards, and a 24/7 employee assistance program with coaching, counseling and financial advice.

The about page names five values: put customers first, act like an owner, innovate boldly and adapt quickly, be a problem solver, and learn and grow together. The careers page is explicit about who it wants: "smart, empathetic people who are brilliant at what they do" and "people with dreams beyond their careers, who want balance and freedom in their life, not all-work, all the time." CEO Dominik Angerer has said the decision to go remote in 2017 was inspired by a talent-recruitment video from the French accelerator The Family, and that the payoff is being able to "hire people based on talent and skills, no matter where they are" and build "a more diverse team than we would ever be able if we had actual offices."

Growth changed how the place feels. VP of Engineering Sebastian Gierlinger, who joined at around 10 people, describes the 100-person mark as the point where "you stop knowing everyone," after which alignment came from deliberate coffee chats, relationship-building and annual in-person retreats, with vision and strategy conversations held face to face whenever possible. Angerer frames his own role today as holding people accountable and making sure everyone knows how they contribute to company goals. The company also calls itself AI-native and publishes candidate guidelines on exactly how AI may and may not be used in its hiring process.

The careers page lays out eight stages: application review, a first call with a talent acquisition partner, an interview with your future manager, an optional team connect with future teammates, a real task tied to the role that you then walk through ("Show Us How You Think"), a virtual coffee with leadership on culture and growth, the offer, and a post-offer reference and background check. The number of coffee chats scales with seniority. An early recruiting post from the talent team says first interviews are always on video with a prepared questionnaire, and that for some roles the work task comes before the first call because the skill matters more than the CV. One employee's account of joining in early 2022 describes three interviews followed by a structured four-week onboarding program.

AI use is allowed to polish a CV or cover letter as long as the content reflects your real experience, is permitted on take-home tasks only when the brief says so, and may be actively encouraged in engineering interviews, but real-time AI help during live interviews (earpieces, screen-sharing bots, whisper tools) is prohibited. Where AI is invited, they assess how you review and adapt its output. Nothing on the careers page mentions visa sponsorship or relocation, so assume you need to already live and have the right to work in the region named in the posting.