Job intelligence
Quality Assurance Engineer II
Bloomreach
Before relying on the listing: Confirm Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The available details do not point to a single standout advantage yet. The clearest issue to weigh is the salary benchmark is still shallow.
The range is usable, but the comparable sample is still too shallow for a strong relative-pay call.
The work arrangement can be assessed, although it is not among the most flexible patterns detected.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Compensation
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- The salary benchmark is still shallow: Pay is disclosed, but the current comparison pool is too small for a strong relative-pay conclusion.
Questions worth asking before you invest more time
- Confirm which countries employees may work from and whether payroll-country, timezone or office-attendance restrictions apply.
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation, but the current role sample is still too small for a reliable disclosure-rate comparison.
Compensation counts only when amount, ISO currency and supported pay period are all known.
At least ten current comparable roles are required before HPJ publishes a disclosure percentage.
Employer-level comparison is withheld until enough current employer listings are available.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: advertised pay range, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
Usable advertised compensation is available.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- Is there a firm application deadline, a rolling review window or no stated closing date?
Skill bridge
What does this role connect to?
The listing contains useful skill signals, while the current occupation sample is still too thin for a broader comparison.
Skills named in this listing
Shared with the current career sample
The occupation sample is still too thin for a reliable shared-skill comparison.
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Google Cloud, Kubernetes, and MongoDB rather than relying on a keyword-only claim.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
Google Cloud
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Kubernetes
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
MongoDB
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Python
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Redis
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
The headline alone does not tell the whole story for Quality Assurance Engineer II at Bloomreach. The clearest decision context comes from the range is useful even though the comparison pool is small, remote flexibility can be weighed properly, and the application route gives a few useful clues.
The range is useful even though the comparison pool is small
A usable EUR salary is available, but there are not enough comparable current observations for a strong percentile statement yet.
Remote flexibility can be weighed properly
Location flexibility can be assessed here: Remote with some uncertainty or restrictions, with a Remote Freedom reading of 72/100.
The application route gives a few useful clues
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 3 days ago.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
No specific caution is supported by the currently available evidence. This does not prove that none exists.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
- Current comparable pay position is unavailable.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
The source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The listing was posted about 3 days ago.
Compensation intelligence
How competitive is this pay?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Why this analysis?
- This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
- Salary confidence: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Bloomreach
Good current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Bloomreach — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Software engineering (7) · Sales (7) · Data & AI (2)
Visible seniority mix: Senior / lead (20) · Leadership (2)
Current employment-type mix: Full time (16) · Contract (1)
Most visible hiring countries in this sample: Slovakia (8) · Czechia (4) · United Kingdom (2)
Other current roles from this employer
Senior Data Scientist - Personalization & Predictions
Czechia, Slovakia
Senior / lead · Remote — restrictions unclearTechnical Writer II
Czechia
Seniority not clearly specified · Remote — restrictions unclearStaff Software Engineer
Europe
Senior / lead · Region-restricted remoteStaff DevOps Engineer
Czechia
Senior / lead · Remote — restrictions unclearThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 3,000 median · 10 disclosed salaries
- CZK 1,268,375 median · 8 disclosed salaries
- EUR 46,800 median · 5 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote, but the exact applicant-location restrictions are not clear.
Flexibility signals detected
- The description indicates scheduling flexibility that can support location independence.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
No obvious trade-off appears in the available job details. That does not mean the role has no drawbacks, so the original listing and employment terms are still worth reading carefully.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Bloomreach is building the world’s premier agentic platform for personalization.We’re revolutionizing how businesses connect with their customers, building and deploying AI agents to personalize the entire customer journey.
- We're taking autonomous search mainstream, making product discovery more intuitive and conversational for customers, and more profitable for businesses.
- We’re making conversational shopping a reality, connecting every shopper with tailored guidance and product expertise — available on demand, at every touchpoint in their journey.
- We're designing the future of autonomous marketing, taking the work out of workflows, and reclaiming the creative, strategic, and customer-first work marketers were always meant to do.
And we're building all of that on the intelligence of a single AI engine — Loomi — so that personalization isn't only autonomous…it's also consistent.From retail to financial services, hospitality to gaming, businesses use Bloomreach to drive higher growth and lasting loyalty. We power personalization for more than 1,400 global brands, including American Eagle, Sonepar, and Pandora.
Become a Quality Engineer for Bloomreach!
The Data Pipeline team is a backend-focused engineering team that cares deeply about quality and reliability. We believe in autonomy, we trust data, and we own what we ship end-to-end. We move our customers' data in and out of Bloomreach Engagement reliably and at a high rate:
- Our clients feed their visitors' behavior through real-time tracking to our platform. The data then can be analyzed and used for marketing automation. We process tens of thousands of requests per second.
- Imports are critical for our clients to utilize our platform to the fullest. We import millions of rows of data and continuously improve the throughput and reliability of our imports and integrations with other data storages.
- We are also responsible for exporting data from our platform to Google's BigQuery using Google's DataFlows, PySpark and Apache Beam, allowing data access by our clients.
- We run and support our services in production, handling high-volume traffic using Google Cloud Platform and Kubernetes.
Every one of these flows is something our customers rely on being correct, at scale. That is the terrain your testing and automation will cover.
You won't be doing this alone: you'll join an experienced Senior Quality Engineer already on the team, so you'll have a buddy to ramp up with, bounce ideas off, and share the quality mission with from day one. We work remotely first (from Central & Eastern Europe), but we are more than happy to meet you in our nice offices in Bratislava, Brno or Prague. And if you are interested in who will be your engineering manager, check out Adam's LinkedIn.
Intrigued? Read on 🙂 ...
What challenge awaits you?
As a Quality Engineer in Data Pipeline, you own quality for systems that move huge volumes of customers' data in real time, at scale, across many integrations. This is a backend, data-heavy world: a tracking API on one side, an internal message format and multiple storages on the other, with Kafka, GCP and Kubernetes in between. Guaranteeing quality here means understanding how data flows end-to-end and where it can go wrong.
We need you to bring engineering rigor to that quality. Concretely, you will:
- Own end-to-end and integration testing. Complex data pipelines can behave correctly component by component yet still surprise you end-to-end. You design the tests that validate real behavior across components, so we can ship changes to high-scale integrations with confidence.
- Build automation that runs repeatedly in CI. Turn testing into automated integration and end-to-end suites (e.g. Robot Framework, API tests) wired into the deployment pipeline, giving engineers fast, reliable feedback on every change.
- Go deep in the imports domain. Imports are a rich, well-defined area with plenty to reason about. You'll build deep context so you can proactively tell the team what to test, how, and why, and where the edge cases hide.
- Shift left. Be part of grooming and design from day one, thinking about test cases and failure modes while features are being shaped rather than after the fact.
- Strengthen the pipeline core too. Beyond imports, help raise quality across the Data Pipeline core as you grow context.
- Partner with the developers. Quality is a shared responsibility: developers own their in-source tests and you add the outside-in automation layer and perspective. You make the whole team better at testing, not the place work gets handed off to.
Your responsibilities
- Design and own black-box, API-level and integration/end-to-end test automation for Data Pipeline services, primarily in the imports domain.
- Build and maintain automated test suites in CI/CD (GitLab) that gate deployments and catch regressions across components.
- Read Go/Python pipeline code well enough to find holes and design meaningful test cases - you don't need to ship features, you need to understand the system.
- Drive test strategy in grooming and design reviews - test types on the ticket, acceptance criteria, edge cases, failure modes.
- Pair with our current Data Pipeline QA to spread automation and code-adjacent testing practices across the team.
- Use telemetry and reproduction to turn production incidents into durable, automated regression tests.
Our tech stack
- Languages: Python (primary), Go (enough to read pipeline code)
- Test automation: Robot Framework (API/integration and Browser-based E2E), CI-driven suites in GitLab, with ReportPortal / Allure reporting
- Platform you'll test against: Apache Kafka, Google Cloud Platform, Kubernetes, BigQuery, MongoDB, Redis
- CI/CD & tooling: GitLab, Jira, Confluence
- AI coding agents: Cursor, Claude Code, ...
- ... and much more 🙂
Your qualifications
Must have
- You write test automation in code - integration and API tests in CI, in Python / Go or a similar language.
- You can read backend/pipeline code (Go or Python) well enough to find gaps and reason about where a change can break something else. Useful QA sees the cross-component failure the feature author might missed.
- You are comfortable owning black-box, API and integration/end-to-end automation - the outside-in layer. (In-source unit and in-repo integration tests remain with the feature developers.)
- You want to work primarily in code and automation. If you are coming from a mostly manual testing background, that is fine - as long as you are excited to make automation your main craft, because that is where this role lives.
- You are comfortable in grooming and design from day one - a shift-left mindset, defining test types and cases on the ticket before code is written.
- You can learn and adapt - essential when navigating a large codebase and a data domain that mixes tracking, imports, and multiple storages.
- You know how to be effective in a remote-first environment.
- Fluent use of AI coding agents (Cursor, Claude Code, Copilot, Gemini CLI, or similar) as part of your daily workflow.
Strongly preferred
- Prior backend exposure (an internship or role where you wrote code, or worked under a senior who set up proper testing/automation workflows) - it makes the pipeline world far less of a black box.
- Experience with ETL / data-pipeline testing: connectors, ingest at scale, data cleanup and transformations, and validating data landing correctly in target storages.
- Experience testing systems built on Kafka, GCP, or BigQuery.
- Familiarity with test frameworks such as Robot Framework, Playwright or API testing tooling (Postman and beyond).
Personal qualities
- Ownership - you take quality from detection through to a durable, automated fix that prevents the next regression.
- Systematic thinking - you find root causes, not symptoms, and you document what you learn so the team levels up.
- Collaboration - you make developers better at testing rather than becoming the place work gets "thrown over the wall".
- Curiosity - you enjoy peeling back a data pipeline until you understand what can go wrong and why.
Your success story
In 30 days
- Get to know the Data Pipeline team, the company, and the most important processes.
- Set up your local and cloud development environment and complete the Engagement engineering onboarding.
- Understand how our pipelines work end-to-end - tracking, imports, exports - and how we approach testing and automation, with a focus on the imports domain.
In 90 days
- Deliver your first meaningful quality improvement: an automated integration or end-to-end suite for a real imports flow, wired into CI so it gates deployments.
- Be active in grooming and design reviews, defining test cases and surfacing edge cases and cross-component risks before implementation.
- Pair with our current QA to share automation practices and broaden the team's quality coverage.
In 180 days
- Own the quality posture of the imports domain end-to-end - the team relies on your suites and your judgment on what "tested" means.
- Drive measurable improvements: more of the pipeline covered by repeatable automated tests, faster feedback in CI, and higher release confidence across the team.
- Extend your coverage and influence into the Data Pipeline core.
- Find out that our values are truly lived by us. We are dreamers and builders. Join us!
#LI-KP1
The pay range actually offered will take into account a variety of potential factors considered in compensation, including but not limited to skills, qualifications, geographic location, accomplishments, experience, credentials, internal equity and business needs, and may vary from the range listed above.
Base Salary Range
€26.000—€39.000 EUR
More things you'll like about Bloomreach:
Culture:
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A great deal of freedom and trust. At Bloomreach we don’t clock in and out, and we have neither corporate rules nor long approval processes. This freedom goes hand in hand with responsibility. We are interested in results from day one.
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We have defined our 5 values and the 10 underlying key behaviors that we strongly believe in. We can only succeed if everyone lives these behaviors day to day. We've embedded them in our processes like recruitment, onboarding, feedback, personal development, performance review and internal communication.
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We believe in flexible working hours to accommodate your working style.
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We work virtual-first with several Bloomreach Hubs available across three continents.
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We organize company events to experience the global spirit of the company and get excited about what's ahead.
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We encourage and support our employees to engage in volunteering activities - every Bloomreacher can take 5 paid days off to volunteer*.
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The Bloomreach Glassdoor page elaborates on our stellar 4.7/5 rating. The Bloomreach Comparably page Culture score is even higher at 4.9/5
Personal Development:
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We have a People Development Program - participating in personal development workshops on various topics run by experts from inside the company. We are continuously developing & updating competency maps for select functions.
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Our resident communication coach Ivo Večeřa is available to help navigate work-related communications & decision-making challenges.*
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Our managers are strongly encouraged to participate in the Leader Development Program to develop in the areas we consider essential for any leader. The program includes regular comprehensive feedback, consultations with a coach and follow-up check-ins.
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Bloomreachers utilize the $1,500 professional education budget on an annual basis to purchase education products (books, courses, certifications, etc.)*
Well-being:
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The Employee Assistance Program -- with counselors -- is available for non-work-related challenges.*
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Subscription to Calm - sleep and meditation app.*
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We organize ‘DisConnect’ days where Bloomreachers globally enjoy one additional day off each quarter, allowing us to unwind together and focus on activities away from the screen with our loved ones.
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We facilitate sports, yoga, and meditation opportunities for each other.
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Extended parental leave up to 26 calendar weeks for Primary Caregivers.*
Compensation:
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Restricted Stock Units or Stock Options are granted depending on a team member’s role, seniority, and location.*
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Everyone gets to participate in the company's success through the company performance bonus.*
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We offer an employee referral bonus of up to $3,000!
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We reward & celebrate work anniversaries -- Bloomversaries!*
(*Subject to employment type. Interns are exempt from marked benefits, usually for the first 6 months.)
Excited? Join us and transform the future of commerce experiences!
If this position doesn't suit you, but you know someone who might be a great fit, share it - we will be very grateful!
Any unsolicited resumes/candidate profiles submitted through our website or to personal email accounts of employees of Bloomreach are considered property of Bloomreach and are not subject to payment of agency fees.
#LI-Remote
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed in the current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.