Every disruptive company has big challenges alongside its achievements.

AppsFlyer isn’t different — 30 billion events per day, huge amounts of raw data, multiple data visualization challenges and a tight ring of web security to protect our clients’ data.

To handle all of that, we’ve been growing our R&D team at an increased pace. This creates one of the most interesting yet hidden challenges we face daily — how do you scale a group so dynamic without losing your core DNA?



How do you maintain a culture of learning, of constructive feedback and knowledge sharing when you are dealing with a hundred plus developers, spread across multiple dynamic and organic teams?

We think that challenges create opportunities to improve but require a dedicated effort by everyone involved. Here’s a breakdown of the processes and decisions we made to establish and maintain our culture.

Honest Recruitment Process

While our recruitment process isn’t easy, we try to make sure it’s quick and fair and we’re very upfront with our candidates.

We talk about everything — about the interesting technologies we integrate daily, or the projects we build from scratch, but we also talk about alerts ringing in the middle of the night because a service we own went silent and our SLA is 100% uptime.

When you’re fair with your candidates, they make a conscious choice to join your company’s DNA or not, but you’re not forcing them into a decision that they’ll regret later on due to lack of information and you’ve started their journey into your company in the most honest way possible.

Let Them Choose

We don’t recruit people to a specific position or team — we recruit them to AppsFlyer Engineering. The newly recruited developers choose their own team based on how they interacted with the said team and its technologies and where they feel they will bring most value.