Mentor Collective partners with Universities to increase graduate rates by running large scale mentorship programs (hundreds to thousands of personalized matches) to help traditional underserved populations feel like they belong on campus.
Our business fundamentals are extremely sound: 87% renewal rate, 99% logo renewal rate, 110% contract revenue renewal rate, and regularly >70 NPS.
The engineering team as historically been 3 Senior Software Engineers, so there are many culture and team process decisions to be made, and the majority of your work will be on new feature development.
This is an incredibly opportunity to directly impact traditionally under-served populations, such as first generation students or women in STEM : Partners have seen impacts such as mentored students being 9.24x less likely to be on academic probation and a +0.68 increase in GPA.
We have a strong culture of autonomy and accountability — while the engineering team is mostly based in Boston today, we are building a remote first culture.
Our engineering team follows Agile best practices. We follow two week sprints, and use story points to determine what is worked on. We also have: - Regular standups - Pre and post mortems - Backlog grooming - Hack days - Focus days without meetings
In general, the engineering team is encourage to be as engaged in our team and product as they are interested. Some folks like to visit partners, and others prefer to stay heads down on cards. We're able to support both.
If your number one priority is to work on cutting edge technology, this is not the right opportunity. The people problem (graduation rates, human connection) we are solving is a wicked problem, whereas the technology required to do it at this stage in the business is less complicated.
We are combining well understood technologies (RoR, React) in novel ways. There is unlikely to be a business case to invent a PhD level ML recommendation engine for matching in the near future.
With that out of the way, here are some challenges: - Moving from a monolithic to modular architecture - Improving internal tools as we automate existing labor intensive processes now that we have achieved a high level of product market fit - Improved reporting features to demonstrate value to our partners - Designing new SMS based features (very popular with our users) - Improving our rails and react codebase - Improving developer tooling
A matching dashboard to allow our team to make hundreds of highly custom matches a day.
Features to escalate risks flagged by mentors so that students receive the help they need during periods of high stress.
Group mentorship tools to allow many to many mentoring relationships, e.g. group texting and reporting for mentors.
Our Core Values: - Impact First: We listen to our partners and students above all. We strive to empower their success by understanding and meeting their needs.
Seek Learning: We welcome feedback humbly, adapt to change with excitement, and lean into our curiosity.
Be Accountable: We are all contributors to Mentor Collective's growth. We hold ourselves responsible to be advocates for our individual and collective development.
Embrace Collaboration: We are strongest together. We celebrate diverse ideas and experiences with respect and compassion.
What's important to us: - Diversity & Inclusion (See our webpage about it: mentorcollective.org/inclusion-diversity)
Being mission-driven (See our Forbes feature: https://www.forbes.com/sites/quora/2019/10/16/how-can-mission-driven-startups-compete-against-traditional-companies/#4f77123486c5)
Leveling the playing field for Women and POC in tech (See our Forbes feature: https://www.forbes.com/sites/quora/2019/10/16/one-companys-strategy-for-leveling-the-playing-field-for-women-and-poc-in-tech/#1da76e1e386d)
Being a Remote-First company (See our Inc. feature: inc.com/quora/what-i-learned-from-transitioning-my-company-to-remote-first.html)
Unlimited PTO policy that is actually taken advantage due to an emphasis on autonomy and accountability.
Gym in Boston office.
We fly all remote team members out to Boston quarterly.
Located in downtown Boston.
We offer a $500 PD stipend for every employee each year. This has been used from everything to an executive coach, to a headspace subscription, and improv lessons.
8 weeks of paid leave, 4 weeks of unpaid leave.
Regular team events and outings, such as Boston wide scavenger hunts and a holiday party.
Health, dental, and vision.
We care about outcomes, not inputs. Some folks prefer early hours, and others prefer later hours. We do our best to support all work styles and aim for a 75% 9-5pm EST overlap.
Unlimited work remote and work from home policy.
Interested in this company?
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