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How to Actually Get Hired
Who reads applications, which channel gets a reply, and what they screen for.
Why applying the normal way doesn't work
At this size (<50 people), Cleva has no recruiting function. Founders handle hiring alongside everything else. Reach them directly or get lost in the inbox.
Who to contact at Cleva
We're still mapping Cleva's hiring process. At this size (<50 people, Fintech), a founder or department head typically decides, but we haven't confirmed it yet.
What Cleva screens for
Fintech companies at typically screen for domain expertise and regulatory awareness — proof of work beats pedigree.
Tailor your CV to the specific Cleva role rather than sending a general one. Applications that mirror the language of the job description clear automated filters at a materially higher rate.
Mistakes that kill applications
Don't send the same CV you sent everywhere else. At <50 people it's obvious, and it's the fastest rejection there is.
Lead with their problem, not your ambition. Cleva is focused on is growing fast after their null round — show you understand that.
Most Fintech applications get ghosted. A day-five follow-up can double your response rate.
Frequently asked questions
How do I apply to Cleva?
Through the roles on our Cleva jobs page, or directly to a founder or department head if you can reach them. At <50 people, direct outreach outperforms the form.
Does Cleva respond to cold emails?
We haven't verified response rates at Cleva yet.
Who is the hiring manager at Cleva?
At this size, hiring is usually run by a founder or department head.
How competitive is it to get hired at Cleva?
Roles at <50-person Fintech companies typically draw 50-100 applicants in the first two weeks. Applying inside 72 hours of a posting going live is the single biggest lever you control.
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