Make everycollaborationcount

We operate a hybrid model. Our headquarters in Berlin runs a hybrid setup (onsite + remote) and, where we have hubs, teams use coworking spaces (WeWork/On-Demand) for local meetups. Our culture is built on trust and accountability: teams and managers agree on how often people come to the office and what their team “rituals” look like, so people can organise their work in a way that suits the team and the role. You can also work remotely from outside your country of employment for up to 90 days per year.

Talon.One is headquartered in Berlin, Germany, where roughly 130 team members work from our Berlin office. We also have hubs across the US, the UK, Germany, Singapore and Australia (a global network of hubs and coworking arrangements). Many employees are distributed across Germany, the UK, Singapore and Australia in addition to our hubs — and teams decide their onsite/remote rhythms locally.

We recommend familiarising yourself with our product, our operating principles and values (for example: ownership, learning, teamwork, and our operating principle of prioritising action over consensus), and our company culture and documentation. Reading the product and culture materials will give you context on how we work and what we value — this makes interviews more productive and helps you decide whether Talon.One is the right fit. Treat interviews as a conversation: prepare examples, bring good questions, and be ready to walk through your task decisions. This makes the process more useful for both you and the hiring team.

Our goal is to be efficient: the full process typically takes about 2–5 weeks, depending on the role. Some roles include a take-home task and a panel interview which can affect timing.

We aim to provide feedback promptly — we’ll do our best to get back to you within about 5 days after a stage. In practice, candidates often hear back within 2–3 days, but timelines can vary by role and interviewer availability. If you need a faster reply, please let your Talent Acquisition Specialist know. We typically provide more detailed feedback after the task and the panel interview; for early screening stages you’ll usually receive brief, constructive feedback.

We generally prefer a 6-month cooling-off period before a candidate reapplies, so you have time to gain additional experience or skills that strengthen your application. If you believe a different role is a strong fit sooner, feel free to reach out to your Talent Acquisition Specialist to discuss — exceptions can be made depending on the role and circumstances