Editor’s Note: We’ve updated our hiring process. Read the most recent post about how we hire here. 

A lot of people have asked us how we hire at Buffer and how to go about getting an interview for one of our open positions. I hope I can shine some light on it here!

The best candidates for us, we’ve found, have all four of these attributes:

how we hire at Buffer

I’d love to share a bit more about each of these 4 attributes.

The 4 qualities that create a match

1. Alignment with the 10 Buffer values

Probably the most important element we look for is alignment with the 1o Buffer values.

The main way we try to gauge this in practice is by looking at the wording of each email and seeing how well it feels in line with our culture. Especially since we’re a remote team, written communication gets a lot of weight, and gauging emotions from it is important for us.

Secondly, we heavily rely on a candidate’s social media postings. We’ll check out their accounts, and whether their postings feel in line with our culture. Is there a lot of positivity or a lot of complaining? Would their posts feel great to see on on our team Twitter list?

These elements help us begin to understand what type of cultural contribution a candidate would bring.

2. Skill and experience in the role

Of course we need to know that you’ve got the skills and experience for the position in question. And yet, we look at résumés quite little when we work on growing the team.

We look mainly for relevant experience to the particular role someone is applying. We generally provide a list of tools and concepts it’d be great for candidates to be familiar with, and then ask candidates to share any relevant links to projects, personal websites, Github, etc.

We love to ask candidates what they’d be excited to bring to the team at Buffer in their role, and then learn from their answers. Often we’ll also walk through real-life workplace scenarios with candidates, too. Although academic achievements are welcome to be mentioned, we look a bit less at those. For example, some of our awesome engineers are completely self-taught.

3. A bias toward action

Then there’s entrepreneurial spirit. We’ve always valued doers and makers at Buffer, as well as moving fast, occasionally breaking things and asking for forgiveness instead of permission.

It all goes back to something our teammate Steven said once that we all really related to:

“Being a part of a startup is like trying to build a bike while riding it.”

As a startup, we’re moving at a very fast pace that can be hard to keep up with for some. So things like having successful side projects, having worked for another startup before,  or being able to show us in another way that you’re comfortable with a fast pace is also a big plus.

4. Buffer use and understanding of the product

A final factor is usage and knowledge of Buffer. We believe that folks who have a good familiarity with the product will be in a much better place to come on board and make positive changes at Buffer.

In the past we have asked folks to use the product for at least 2-3 months consistently before we would consider them for a role. This feels a bit limiting, and discounts the fresh perspective a newcomer to a product can bring.

Today we are a bit more flexible with this requirement, though we would definitely expect that a candidate has spent a good amount of time exploring the product and would be prepared to talk about the positives and challenges of their experience with Buffer’s tools.

Over to you!

We know our formula isn’t perfect – we’ve made many adjustments along the way, and we’re still learning.

But if you follow along with Buffer, get to know the company and the product and feel that our culture resonates with you, we’d love to hear from you!

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Written by Courtney Seiter

Courtney writes about social media, diversity and workplace culture at Buffer. She runs Girls to the Moon on the side and pets every dog she sees.

  • Adrian Rossouw

    I think you guys should have some kind of auto responder to messages received on those email addresses. Preferably with some information about how frequently you evaluate them and so forth.

    Sending a mail like that into the void and not getting any confirmation it was even received is pretty nerve wracking.

    • Courtney Seiter

      Great feedback, Adrian! We definitely don’t want to cause angst if we can help it. I’ll check on what we can do about that.

    • Yeap, as an UX designer I was baffled when something silly like this can be ignored. I still have my “Ready to apply?” window open since yesterday hoping I’ll get some confirmation message over there :p.

  • Parker Agee

    Great insight. Sifting through 2,024 applicants seems like daunting task. Are there any attributes that make a certain candidate stand out easily at first glance?

    • Courtney Seiter

      Great question! I’d love to see if I can rustle up a bit more insight for you on that one. Perhaps a followup post!

  • Just increased one of the numbers for the Buffer team list. This was easy. (got reminded about it in the current blog post)
    The other one is a bit more tricky. ;) Thanks for the insight.

  • I like the Twitter analysis. People reveal themselves over time, and there is nothing better than a history lookup to see that.

    • Thea Woods

      Oh… Good point. I hope when I officially apply, that my fondness for posting pictures of cute cats, corny jokes and green smoothies isn’t held against me. O______O

    • Kathie Sykes

      Except that there is only room for one Twitter profile link. I use multiple accounts, based on how I’m interacting. Is this business? Teacher voice? Personal?

  • It’s interesting how long it takes to get a response. I applied and would like to know when it is time to lose hope :))

    • Courtney Seiter

      Yes, hiring can be quite a long process at Buffer. It might be good for us to talk about that a bit more in a future post. Thanks for the nudge!

      • Thanks for your reply. I have one more question. Is it ever OK to apply for two positions? As you have some openings very similar to each other… Or would you consider one application for several positions by yourself without applicant knowing?

        • Courtney Seiter

          I can only speak from personal experience here, but I came on at Buffer in an entirely different position than the one I applied for :)

  • Ashley Mittiga

    Thanks for the insights! I have been following Buffer for awhile and love the product and what the company is about. Ill keep all this information in mind and hopefully someday get to join the team and share some ideas ! :) Keep being awesome!

  • Great insight Leo. As an applicant for a Buffer position the wait is nerve wracking but it’s good to get an idea about how many people are applying for these positions. Thank you!

  • Adrian Rossouw

    I wonder if perhaps the model you are using here is a bit too structured. Can you really assign a job title in the way you are now?

    I don’t know how much heed is paid to these positions in the day-to-day running of things, but most startups I have been involved with have required people to wear a lot of different hats.

    Speaking as a full-stack developer, I don’t know that you would be able to easily pigeon hole me as either front-end or back-end. Not only that, but you would probably miss a larger picture.

    Since you’re talking about replacing the email with a form, I think you should drop the job title and instead look for an [engineer|support|whatever] and have the applicants rate their own capabilities for the specific areas you want to develop. IE: an engineer with really strong back-end, and decent front-end skills.

    I think you should still require a written application, with the additional fields to help prioritisation and filtering. Just keep in mind you are going to subconsciously be selecting for first language english speakers, and for fairness and transparency purposes you should probably consider a policy w.r.t. this. It might also benefit you in the long run to consider different markets you want to expand into, and getting a broader language base in the company.

    In the evaluation interface (language concerns aside), I would not show the personal skills assessment, because it might subconsciously influence the people doing the reviews. Also, if you have them specify what they perceive the abilities of the candidate in those skills are, you can eventually train the system to detect the bias’ of the evaluators and the (assumed) likelihood for people to overestimate their own abilities.

    It could be interesting to tie this into linked in to increase the confidence given to certain required skills based on recommendations. I’m a bit uncomfortable with the idea of putting too much stock into information gleaned this way, because I know my own endorsements are heavily slanted towards things I did a decade ago when I was more actively involved in open source. Their skills taxonomy is also a bit unruly.

    You would be able to chart the required skills versus the applicant’s submitted and perceived skills over time, to get an idea of the type of applicants you are getting. It would also be possible to resurface older applications if such a thing were desired.

    It would be possible to evaluate the skills of the existing team w.r.t. this as well, so that you can plot the progression of the team, and project where future skills gaps will occur. Bi-annual anonymous skill reviews of the perceived skills of employees might be an idea too.

    Apparently this kind of system is called a skills matrix, but I was unable to find any open source implementations.

    The closest I could find is this nascent SaS product : http://www.skills-base.com/

  • It’s been super interesting to see how your process has developed since I first had the chance to learn about it last spring, Leo. Thanks for sharing these insights so openly!

    Something I’ve been thinking about a lot is how to make new team members feel welcome. I’ve learned that it can be challenging especially in tech companies where most of the people work on the product, but not all.

    Do you guys have a specific way to welcome people and make sure they feel welcome, too? I’d imagine that as a distributed team full of kind people you might be masters at this :)

  • lisi

    I wish that more companies followed this method. When I was first job searching post-graduation, I felt like I wasn’t getting anywhere, because I didn’t “look good enough on paper,” simply in terms of my academic accomplishments.

    When I started the internship at my current company, I approached it similarly to your process–at a startup, company culture really beats most other criteria. I can teach someone to do what I need them to do (within reason, of course), but I can’t teach them to fit in with my team. That’s the part that’s probably most important to match when it comes to finding a new person to join us, because introducing someone into the mix that doesn’t have the same work ethic or values as the rest of us do could really throw a wrench into the well-oiled machine we’ve built.

    That “it” factor is organic. When someone sends you an email, you know whether or not they are who you’re looking for when you work at a startup.

    Maybe my problem all along is that I was made for startups, and I shouldn’t have wasted so much time trying to fit into a cookie cutter world where I didn’t belong! :)

  • That’s a ton of applicants!

  • The more I think about this, the more sense it seems to make. I’ve been reading more on motivational theory lately, and there’s a consensus that external motivators (incentives, punishments) don’t work very well in contrast to internal motivators (the stuff we want/love to do without external influence).

    So much of employment culture at the moment is focussed on perks (bribes?!) and the like, while there’s not so much focus on ‘does this person want to be here? Do they love to do this?’

    It looks like Buffer has struck on a way (intentionally or serendipitously) to figure out, as much as as feasible, whether people are working by internal or external motivation. The heavy focus on culture-fit is a way to find employees who will love what they do and will do it well. Awesome :-D

  • I’ve applyed for one of your open positions, but there is not feedback over if it reached anyone, It will be nice to have some confirmation message!! Thanks in advance!!

  • Courtney Seiter

    Hey y’all–just wanted to let everyone here in the comments know that we really appreciate what you had to say about putting auto responders in place to let you know Buffer received your application and we are working on doing that right now. All of us really thank you for letting us know how you were feeling and we hope this will help others feel happier about the process!

    • Marissa @ The Modern Austen

      This is great to hear, Courtney. I know I am one of many who will appreciate this service. It’s refreshing to see that the same solid customer service is extended to those hoping to join the team (and likely to those already on it!). As always, we value your efforts to make Buffer even better.

    • Yes, there is a green message bar popping up. It would be great to see the auto responder making it to the e-mail too. Now when you apply there is no confirmation sent. That e-mail could hold the same information as in the message bar, just to let one know that you have received the application.

      • Courtney Seiter

        Thanks, Björn; I agree. We’ll definitely keep going on this to make the experience better!

  • Leo, you implied that applicants coming from larger companies generally don’t fit within the Buffer culture. Isn’t that a little biased?

  • “We know our formula isn’t perfect ” – May not be perfect, but it’s one of the best I’ve seen. Specially the graph, just sums it up.

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  • Jason Ephraim

    Hey Leo. Great info. I just applied to the growth hacker position and I have been sinking my teeth into all the videos and blogs you guys post to get an even deeper understanding about your team, it’s values, and everything that makes buffer tick. This post is a huge help (admittedly, while I’m biting my nails waiting). I think you should post this info on all future job opening pages to let people know a little bit more about how you choose so they have a better idea of what to expect. Thanks!

  • tyna__c

    Thanks for giving us a peek into Buffer’s hiring world! You mentioned large companies–I think what people do at a large company is important as well. There are typically pockets of start-up like environments within large companies; our social media team, for example, moves at a quick pace and deal with more ambiguity than the rest of the company. I met someone from HireVue at a conference and learned about some innovative ways they help companies hire their best performers–worth a peek!

  • i just received mine. i am not there but hope to help you. read the details and look at the company values if you fit. if you ever call in you will get an idea. i hope the next intake improves. great company and all that i have contacted have been excellent. sorry i cant make that tea for you Carolyn.
    regards Vincenzo

  • There is lots of applicants hope for best.
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  • Kirsten Littlewood

    I was pretty disappointed in the auto response I got, not just for the fact that I’d been refused even an interview (I have 7 years in customer care, speaking 5 languages and I’m happy to work any hours in a company that shares my values…. A refusal to even get to speak with someone is gonna be a let down for anyone, of course)… What it was lacking was specific feedback; what was I lacking? What can I work on so I can apply again? What do you need from me for me to have human contact? It was also a real let down to be told that I could contact Carolyn on Twitter at any time when I’d done exactly that a week before and had no response whatsoever. Doesn’t instill confidence if you treat your customers one way and your potential employees (who are, as it happens, also customers) another. You claim that Happiness Heros aim to respond to tweets in 15 minutes, but other areas, it seems, don’t have to reply at all. Not good business practice, and something Buffer needs to work on if they’re going to be avoid being the faceless entity they seem so hard to avoid being.

    • You’re absolutely right, Kirsten, and I’m so sorry we’ve given you this terrible experience. We have a lot we can work on in this area, and you’ve given us some great insight here.

      • Kirsten Littlewood

        So how can I help? I’m a LEAN analyst and a qualified trainer. If I can help, I’m happy to because I don’t think this is the kind of service you aim to provide from what I understand of the company.

    • Amber

      I agree, Kirsten . They really need to work on some things . After receiving the email that I received from them trying to sugar coat things , I’ve decided that they are a company that I am no longer interested in. I suppose if I had a YouTube account with 100,00 plus followers , as well as Twitter and Instagram accounts with thousands of followers , I’d fit right in. Never mind that I have a Bachelor’s degree and a great deal of professional experience. Nah, not good enough . Word of Advice : You either need to realize that people can be trained or you need to quit focusing on Twitter and how many followers someone has. Unfortunately , that does not define a person !

      • Kirsten Littlewood

        Yep. I speak 5 languages and have nearly a decade in customer service as well as coaching experience which means I know how to deal with the public AND I can communicate with them in their language. I hold two degrees, have run two of my own businesses– didn’t matter.
        I did hear from Carolyn Kopprasch about how their lack of feedback was a complete turn off for prospective employees (they are going to lose a lot of valuable assets if they continue to hire this way) and was told that they’d take my feedback on board. I haven’t reapplied as I won’t work for any company that won’t respect me enough to give me a straight answer (this hiring thing works both ways, I interview them too; if the company isn’t up to scratch, I’m not working for them no matter the size of the carrot they dangle), but I hope they sort it out before they lose even more strong potential candidates. Or, they can continue as they are and remain an exclusive club that won’t even tell people why they couldn’t enter the inner circle, which will do them no favours in the professional arena at all. They are already in danger of gaining a bad reputation, if they continue like this, it won’t be long before people and companies will steer clear of them. Every clever businessman knows that how you treat the public is a shadow of how they treat you.

        • Amber

          I couldn’t have said it better myself. That’s also awesome that you speak so many languages. The company that I currently work for hired me based on my education. I had ZERO experience in this industry coming in. My supervisor saw my potential and knew that she wanted to hire me. I had to learn several complicated engineering programs. I learned the most complicated one in a week! The ONLY reason that I’m looking to leave my current job, is because the location that I’m in is transferring to another state and I cannot relocate. Otherwise, I would stay here and work my way up to be one of those employees who is paid over $100 an hour. We have employees here who are making great money and don’t have anything other than a high school diploma. My company is also a billion dollar industry. I guess that’s the different when you compare a billion dollar industry to a small company. A small company is either going to hire someone that they don’t have to train, someone who looks a certain way (I’ve actually been told in an interview that I needed to present myself as being “precious”), or who “fits in.” Companies like that don’t usually make it very far and their turnaround rate is extremely high. I’ve worked for a company like that. Currently I work with people from all walks of life and it’s enjoyable. Can you believe that Buffer had the audacity to tell me to keep in touch with them and once I’ve gained more experience and would like to “re-open” the door, to let them know. Let’s just say, they won’t ever be hearing from me, again.

          • carokopp

            Hey there, Amber and Kirsten. First, I wanted to thank you for being honest and sharing your feelings on with us, especially on a public platform; I can imagine it isn’t easy in these moments. Second, as much as I wish I had a really thoughtful answer to your comments, I can’t pretend that I don’t simply agree with you. I know that we, as a company, and I personally, have a lot to improve on this front. We are somewhat intentional about not giving individual feedback at this moment (mostly due to simple volume of applicants and time constraints, as well as philosophies about asking people to change, and even legal considerations), but there’s no excuse at all for us (specifically, me) not replying to every single communication, even if it takes time. The people who apply for our jobs are our most aligned and excited customers, and this is just as important if not more important than our communication in support. I take your comments to heart, and I will continue to strive for more transparency and empathy in our hiring, as well as prioritizing my time to better honor the time and self that you invest by reaching out on the hiring front. Thank you both. I realize it may sound a bit empty now, but if I can help in any way or share anything further, please do let me know.

          • Robert Williger

            Interesting discussion, I had read this article a while back and looked it up in relation to a school project I was working on and scrolled down into the comments.

            I applied for two different positions with Buffer, once for Happiness Hero and the other for the Creative Connector. I certainly agree that the time frame of hearing anything was a bit long, especially as to not be making it to the first stage. Other than that, I respected the process. Was I a bit upset for not being interviewed? Of course. I would have loved the opportunity and did question what I was missing compared to others. However, even with the transparency of Buffer, they are still a venture back company and it is easy for discrimination and such to come up.

            I did feel the e-mails from Carolyn and Courtney were both very polite and certainly beyond any other rejection letter I received in my job search. There was a company with a similar product to Buffer that I spent over an hour filling out their form with extensive scenarios to cover and never heard a word. Most companies never even acknowledge, or if they do, it is a one liner such as, “Thank you for applying, we will be continuing with further candidates.” Nothing personal to it as the Buffer team sent. After my initial disappointment, life moved forward.

            I am happy to be part of the Buffer community as a user and in #Bufferchat and happy to share their content and even the job postings.

            I wrote an article very recently on Medium about how you never know where your next brand advocate will come from. In particular, treating job applicants with a certain respect as you never know if the job they do end up in, they could be the one making the decision to purchase your product. I actually considered using the e-mail from Carolyn as an example of what to do.

            Yes, people will be upset in the process. I have been on both sides of the interviewing desk and not everyone can be hired. Are there times I wish I would have made it further, sure. Is Buffer still the type of organization I would want to be part of 100%. I did end up going back to school so the next application will probably be for a front-end developer position in a couple of years:)

          • Sean Judd

            I agree 100% with you Robert on treating applicants with respect, and people in general! I’ve also had those one-line replies in the past and it does feel a bit unfair, when you’ve spent between 60-120 minutes making an application, that the recipient can’t even spend 5 minutes writing a genuine email. In one case I asked for feedback on where I had come up short and, despite following up 2 weeks later, never did receive a reply. I think the way to look at rejections like this is that a company that treats people like this might not be the best fit for me anyway. Also, like personal relationships, so much is to do with timing and what’s not right today might be the perfect fit somewhere down the line.

            Having said that, I do have to give credit to the guys at Buffer in this regard; I received a notification email immediately and, within the next couple of days, a couple of very helpful and genuine emails from Jenny Terry. Although I wasn’t successful right now I am really happy that Buffer practices what it preaches and, if anything, I feel even more enthusiastic about applying to join the team in future.

            Do you have a link to your article? Best of luck applying in future

          • Sean, Here is a link to the article. williger.link/youne19ef It turned out that I ended up with a startup in a marketing position and the situation came up and I did choose Buffer over competition due to this exact reason.

            Good luck to you as well.

  • Ritesh Kadmawala

    I haven’t used twitter or buffer much, but i believe i fit the other values really well. Does is make me not applicable for the job

  • vruizext

    Thank you for sharing this. It’s nice to have some insights about how the hiring
    process works. I hope that the fact I’m not a very active twitter user is not reducing my odds in the selection process. I put lot of good feelings and passion on my application, which should have increased the odds :)

    The content I use to share in instagram or facebook though, I would say it would fit quite good in your twitter list. Just decided from now on to start posting again in twitter, the more people you reach, the more people you might influence.

  • Roflsome

    Do you guys reply if rejected?

  • This is very informative. The more I learn about Buffer’s culture and 10 Values, the more I want to work with your team. So I submitted my second application.

  • tamccann


    Awesome post (as usual). What are you guys using (tools, process, timing) for setting individuals goals and performance reviews? Assuming some form of OKRs, how do managers use this in 1:1 or equivalent meetings? Is there a good way to see/share/understand each others goals? A good way to roll-up to a manager or CEO level on the kinds of things people are working on/towards? You guys do such a good job of innovative management techniques but had not see much on this. Would love a post or private email – tam@rivaliq.com.

    Thanks for all the great sharing.


  • Marc

    Hey there

    attention – there is a long post coming along =)

    I am a 29 year old electrical engineer from Germany working for a big plant construction company (50k+ people in the entire group). I have taught myself programming languages since I am 13 and had an intense education during my Bachelor studies. When I finished this I thought “man … programming for a big company isn’t really my thing” and decided to do a Master’s study in plant construction – because that’s what I want! At least that’s what I thought back in these days.

    In the past year working for that company I learned that one should always stay at what he’s good at. I may not be the best programmer in the world but for whatever reason I have a good rapport to programming and programming languages. And I think about leaving that company and become a developer. I am thinking about this, because my job is nothing but boring: I compare Excel sheets and PDFs the whole day. Whenever I have an idea to improve our teamwork or product I get told that there are people in the company responsible for that and that I have nothing to say about that. There was the situation that I proposed some parts for the thing I was working on in detail and I was told that the supplier should do that because he know’s better. He didn’t, by the way, and the whole thing took two more months (and I cost 200€/h).

    I am at the point where I hate going to work. When I get up the first thing I do is sighing, when I arrive at the office I sigh again and sit in the car for another few minutes until I get in. I work my 8hours and go home, spending the next few hours of complaining to my fiancée. We’re awaiting our little one in the next days and to be honest:

    I want to be happy again. I don’t want to complain. I really like working, but not right now – and I want this feeling back! And want to be me again.

    In the past few days I have read a lot about Buffer because of it’s transparency policy. I find this interesting. I read a lot on your page and thought “man … I should apply”. That is because it would give me the opportunity to care for our little one while my fiancée is caring for her study. Moreover I could become a developer AND earn enough money to feed our family (which is not easy when you decide to become a developer – those jobs are often not so well payed).

    Reading this post I have a feeling that I should not apply. Why? Because of two points you require:
    – the (private) usage of social media channels.
    – the usage of Buffer.

    I don’t use facebook, twitter, instagram or any else social media platform because I have not much usage of it. I have a facebook account, yes, but mainly because I stayed in the US in 2010. I have used it as a newsfeed – but not for the past months. I have a 500px account, which I used quite often. But I haven’t made any photographs in a while because I haven’t had the time for. I have a twitter account but haven’t used it yet. I want to use it as a newsfeed to be up to date with what some start-up experts have to say but I have not used it yet. I don’t think that this makes me a bad applicant.

    And even though I don’t use social media and your platform I can still say that the Buffer product and business model is great. I don’t know why this functionality is not integrated in the platforms itself (however, you still would have to operate each platform individually).

    It’s too bad that this makes me a no-go applicant. Especially because I have a strong entrepreneurial thinking. Right now I am planning a few things:
    – my own website as an alternative for LinkedIn and Xing and also to show some of my projects that might come.
    – two online shops or at least the support in setting the shops up. I am consulting some friends in which shop they should use and where they should host it. I might also get into programming and maybe into starting these things (on the technical site).
    – I am doing a feasibility study right now for a more technological idea (there will be a meeting at a research service provider in January).
    – I am planning an app (iOs only because I only have a macbook and a iPhone) for the Gambio online shop.

    I wrote this post because I am curious of what you from Buffer think about me as a possible applicant. I would especially be interested in the opinion of Leo and Joel as the founders and drivers of the transparency policy.

    Thanks for reading this. Have a good day and enjoy the last two weeks of the year.

    – Marc

    • Marc

      Too bad that there is no comment from your side. Would’ve loved to read it :)

  • Thank you so much for the insight :)

  • Thank you for sharing this! :)

  • Zehra Zaidi

    I have a lot of experience in customer service but do not use Twitter currently just because I’m too busy and social media does distract me. However, I am extremely tech savvy and can use any social media with ease and know how to tweet. I see that buffer is really active on Twitter so this concerns me. Would I be rejected just because I don’t currently have a Twitter account?

  • Warren International

    Ah i didn’t get the job. I fit all the criteria. (Possibly 45 is too old :) I’ll become more active and you’ll hire me soon. :) HAVE A GREAT DAY

  • It would be great to know how do you measure someone falls in between the circle or not .. I mean do you have some fixed set of rules or only a review of the resume and application.

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  • Vaughn Sydrig Reyna

    I actually enjoyed being rejected for the position I dreamed of at buffer at the moment – In fact, as of writing, I’ve been just rejected like 4 hours ago. Nonetheless, it was an enlightening experience, I have not known any other company whose rejection letter would even come close to what buffer sent me. Jenny Terry was so compelling I had the urge to continue speaking with her, which, is totally awesome. I should be disappointed that I wasn’t able to get to buffer bootcamp but I’m not. They were kind and they never forgot I was a human – That another person was on the receiving end of the unfortunate news. It’s a learning moment for me, I applied the same day I found out about Buffer (because it’s just that amazing) and I should have read about and read more and more. Instead of being angry I was more embarrassed I wasted their precious time. My only concern is that I hope it doesn’t bear any weight if I choose to try applying for a position in Buffer in the near future.

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