Quite simply: we make everything you need away, and nothing you don’t. We started with the perfect suitcase, then built from there, creating a range of travel standards developed from the travel stories of friends and seatmates. Our pieces aren’t “smart,” they’re thoughtful, with features that solve real travel problems and premium materials chosen to be resilient and beautiful. The result is a group of travel standards that help you find your way by staying out of it.
Why join us?
We received our final series of funding and are going public within the next two years. We are actively diversifying our product line in preparation of going public.
Despite being travel + e-commerce during the pandemic year of 2020 , we managed to reach our highest profit of sales in one day during our first ever flash sale in September, and our holiday sales in 2020 almost match our holiday sales of 2019. We are excited and preparing to capitalize on the violent return to travel, and our travelers being able to (safely) get Away!
Away invested heavily in digital and technology in 2021. We are tripling the size of our Engineering team.
Engineering at Away
The team uses a sprint-based agile process. Sprints run for 2 weeks. During each sprint we have daily stand-ups, a meeting at the beginning of the sprint to plan what is going to be worked on, a meeting to discuss and estimate future work and a meeting at the end to demo what was accomplished. Engineers work closely with the engineering manager, product manager and UX designer throughout the sprint. Code changes are all peer-reviewed prior to merging. All engineers are empowered to push code to production after the test suite has run and code review has been completed.
This is our current process, but we welcome and encourage iteration and experimentation on trying new things with our process. We want to make sure our process is working for us and not just something we follow blindly.
Re-platforming our frontend to a React/Next.js application and updating/adding APIs for this application to consume
Working at Away
The company is evolving, so the needs of the business today are different from the needs of the business in the (not too distant) future. To meet these needs, we promote a culture of learning and feedback. We constantly strive for growth and improvement—as individuals, teams, and a company-- so all employees are responsible for sharing feedback that’s timely, constructive, and kind.
We’re creating an environment where you’re encouraged to take thoughtful risks and learn from your mistakes. We also follow an accountability framework and performance review process to ensure we’re dedicating time to reflect, crystalize and share takeaways so we can all learn, grow and develop, together. We believe a learning culture does not prioritize our personal growth over the needs of the business; it finds growth within meeting the needs of the business. There is so much opportunity at Away--the business is growing quickly and with that the expectations and demands for each function and role rise continuously. You'll be asked to take on new challenges and rise to the occasion!
We know the culture we’re building is not for everyone, but if you value radical transparency, excellence from your teammates, and want to achieve exceptional accomplishments, we’re the right place for you!
We recently hired our new DEI Program Manager, who is creating our long-term DEI strategy that supports our commitment to being more inclusive and equitable across all facets of our business.
We’re invested in creating an inclusive environment where our people feel safe, supported, and can thrive.
Of many examples to note, one training we offer is an Introduction to Psychological Safety training. This Psychological Safety training is an introduction to future trainings around creating a safe and empowering environment for your teams and the overall company. It can be used as a guide to navigate challenging situations and to continuously improve the inclusive dynamic of your team.
We believe that we can all find inspiration in a variety of perspectives and ways of life through travel. Our Employee Resource Groups (ERGs) support this vision by acting as communities within our walls that educate and promote a diverse and inclusive environment where all employees can bring their full, authentic selves to work. From training to events to benefits, we also offer fair and equitable assistance to support employees’ whole lives.
As part of our commitment to an inclusive workplace, we are happy to offer prospective engineers the chance to connect with our engineering employees who come from underrepresented backgrounds. It’s a way to get a better sense of our team and what it might be like to work with us.
If you’re interested in connecting with our team, be sure to bring this up during one of our introductory calls!
When we are in the office, we have a dog-friendly workplace!
Work from Home
We will likely return to a hybrid-model vs 100% remote, once it's safe to return to the office.
Prioritizes diversity in hiring
Social impact driven
Dedicated Human Resources team
Interested in this company?
Skip straight to final-round interviews by applying through Triplebyte.