Build the platform independent hoteliers actually wanted.

Sabee's team is distributed across Tallinn, Berlin, Paris, Barcelona, Prague and a growing number of fully remote contributors across the European Union. We are remote-first by design, not by pandemic accident — our processes, documentation and meeting culture assume that most conversations happen asynchronously in writing, and that a new hire in Lisbon or Vilnius should be able to onboard just as smoothly as someone sitting in the Tallinn office. We do hire outside the EU on occasion, but we prioritise timezones that overlap meaningfully with Central European working hours, since real-time collaboration with customer-facing teams still matters for several of our roles.

What we look for above any specific technology is direct exposure to the problem we are solving. A disproportionate share of the Sabee team has worked a front desk, run a night audit, managed a housekeeping crew, or built software for an industry with the same unglamorous operational complexity as hospitality. That is not a hard requirement for every role, but it shapes how we hire and how we work once you are here — we are allergic to solutions that look elegant in a design document and fall apart against a busy Friday-evening check-in queue.

How we hire

Our process is designed to respect your time and to give us a genuine read on how you will actually work here, not how well you interview. It runs in five stages, typically over two to three weeks end to end:

• 1. Intro conversation (30 min). A conversation with someone from the hiring team about the role, your background, and what you are looking for next. No technical assessment at this stage.
• 2. Role-specific exercise. A practical exercise scoped to roughly the time it would take to do a focused day of the actual job — a small code review and design exercise for engineers, a portfolio walkthrough and design critique for designers, a mock customer scenario for customer-facing roles.
• 3. Deep-dive interview (60–90 min). A working session with the team you would join, going deeper into the exercise and into how you approach ambiguous problems.
• 4. Cross-functional conversation. A conversation with someone outside your immediate team — product, another engineering pod, or a customer-facing colleague — to check how you communicate outside your own function.
• 5. Founder conversation. A closing conversation with one of Sabee's co-founders, mostly about mutual fit, expectations and what the first 90 days would look like.

We aim to give feedback within a week of each stage, and we will always tell you directly if we are moving forward with someone else rather than leaving you waiting.

Benefits

• Fully remote-first with flexible working hours inside your local timezone's reasonable bounds
• Annual company retreat bringing the whole distributed team together in person
• Home-office and equipment budget for every new hire
• Private health insurance, structured to your country of residence
• Generous paid time off, with a minimum-days policy actively encouraged rather than merely offered
• Dedicated annual learning and conference budget
• Paid parental leave beyond statutory minimums in every country we operate in

Ownership through ESOP

Every full-time hire at Sabee is eligible for equity through our Employee Stock Option Plan, with grant size scaled to seniority and role. We believe the people building the platform should have a direct financial stake in the company's outcome, not just a salary detached from the value created. Our ESOP documentation, vesting schedule and strike-price methodology are shared transparently with every candidate who reaches an offer stage, and current team members can ask People Ops for an updated cap-table position at any time.

Don't see the right role?

If nothing above matches but you think you would be a strong addition to Sabee, reach out anyway. Several of our best hires came from open applications that did not map to a live requisition at the time.