Our hiring process has three steps, each of them a conversation with its own purpose. We would rather you knew that purpose before a step begins, because a conversation goes better when both sides understand why it is happening. Below is what each step is for, then how to apply, including what to do when no role is listed.
Intro call
The first step is a conversation to get to know each other and what you want to work on. That second part is worth preparing. A clear answer about what you want to build next tells us more than a tour of past job titles, because it shows where your attention goes when nobody is assigning it.
A good answer does not need to mention hotels. It can be a kind of problem you keep returning to: systems that have to agree with each other, software people use under time pressure, decisions that need a human sign-off. Enthusiasm for AI in general tells us much less. Specific beats impressive.
The call is also your first proper look at us. We are an AI-native software company building operating systems for real-world industries. Guester, for hospitality, is the first. We do not run client projects, so the work on offer is product work.
Bring questions of your own, such as what the hardest open problem in Guester is right now. An intro call where only one side learns something has not done its job. For a head start, read why we are not an AI agency and what being a product company means for the team.
Technical conversation
The second step covers how you build, the systems you have worked on and how you approach problems. It is a conversation, as the name says. The most useful material is usually a system you know well: what it had to do, where it strained and what you would design differently now.
For example, you might walk through a sync between two systems that disagreed about the same record. Explain how you noticed, which side won and what you changed so it could not happen silently again. That kind of story shows more about how you build than any list of tools.
Systems matter to us because of what we build. In Guester, five specialized agents share context and work through the systems a business already runs instead of replacing them. The hard problems live at the seams: shared state, partial failures and actions that need permission first.
In our view, hotel knowledge is easier to learn than judgment about systems that share responsibility, so that is where this conversation spends most of its attention. Experience with those seams, in any domain, is worth bringing.
So is a clear sense of when not to build something. One of our principles is to earn complexity, which in practice means solving a focused problem first and adding to the system only once the operation shows a need. Knowing what to leave out is a technical skill. We treat it as one.
Meet the founders
The third step is about the company, the product and where you would fit. By this point both sides know something real about each other. That lets the conversation get specific: which part of Guester you would start on, which problems you would want to own and how that work connects to where the company is going.
It is also the place for the questions you have been saving: why hospitality, why agents, why build above existing software instead of replacing it. Ask them. The names and roles of our team are on the About page if you want context beforehand.
Fit runs both ways at this step. We want to know whether you would do your best work on Guester. You should leave knowing whether these are problems you want to spend the next few years on.
Applying, with or without an open role
Every open role appears on our careers page. Each one carries an Apply link by email. If one fits, use it. A few lines on why that particular role interests you will do more than a long cover letter.
An open application is welcome when no role is listed. Write it the way the intro call works: name the work you want to do, then point to a system you have built and what it taught you. A short, specific note is easier to answer well than a long, general one.
Our team is in Istanbul, with remote and hybrid arrangements possible. If location matters to you, raise it in the intro call rather than at the end. Ownership and the rest of what an early hire takes on are the subject of what joining early means here.
A hiring process says something about the company that runs it. Ours has three steps, each with a clear job. It is conversational because the work itself is mostly judgment: understanding how an operation runs, deciding what is worth building, then building it with care. If that is the work you want, the first conversation is where it starts.
