Join the global
affpro team

Currently the entire AFFPRO team works remotely. At the same time, we are already planning to open our own office and are choosing a location. We want to create a comfortable space where the team can meet, work together, share experience and hold internal events.

All current openings are published on our website. There you will find a description of each position, the main requirements and details about the selection process. If you have additional questions or want to clarify information about a specific vacancy, you can always reach out to our HR specialist. We'll be glad to help and provide up-to-date information.

We strive to create comfortable conditions for the professional growth and well-being of every team member. Our employees receive: paid vacation and sick leave; paid corporate holidays; gifts for important events in the lives of employees and the company; compensation for English lessons or sports activities; the opportunity to attend professional conferences and industry events; real opportunities for career growth within the company. Over 90% of AFFPRO's managers and key specialists grew within the company. We invest in people's development and create opportunities for those ready to grow with us.

The hiring process depends on the specific vacancy, but in most cases it consists of 2–3 stages: an HR interview; a technical interview; a final stage (depending on the position, this may be an interview with a C-level manager or a polygraph test). On average the process takes one to two weeks. We aim to go through all stages as quickly as possible so candidates receive timely feedback and a final decision.

Yes, of course. We recommend sending your resume even if there is currently no open vacancy in your area. We keep all applications in our internal candidate database and return to them when relevant positions open. In addition, if your experience and expertise are valuable to the company, we may consider creating a new position specifically for such a specialist, even if there is no active hiring in that area at the moment.

In most cases the probation period lasts 2–3 months. As for KPIs, we evaluate results not for a single month but across the entire adaptation period. This lets a new employee comfortably get familiar with the processes, settle into the work rhythm and gradually achieve the required results. For certain roles where performance is hard to measure with quantitative metrics, we assess adaptation holistically. We pay attention to engagement, initiative, responsibility, quality of interaction with the team and professional development.

The format and frequency of meetings depend on the team and the specifics of the work. On average it's 1–3 team meetings per week. We don't support a culture of micromanagement. We don't use time trackers, we don't control every action of employees and we don't measure efficiency by the number of hours worked. What matters to us is results, responsibility and quality interaction within the team. If difficulties arise or someone needs support, the manager will always help find a solution and adapt the workflow.