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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 <50 people, Increase has no recruiting team. Your application lands with a founder who is also running sales, product and payroll. The obstacle isn't a queue or an ATS, it's being seen at all. Cold outreach outperforms the form here, consistently.
Who to contact at Increase
No verified contact route for Increase yet. Based on size (<50) and sector (Fintech, Banking and Exchange), a founder or department head is likely the decision-maker, but treat this as a model.
What Increase screens for
For a Fintech, Banking and Exchange company, expect them to prioritize relevant experience and ability to operate autonomously over credentials.
Customize your CV for the Increase role. Matching the job description language helps clear ATS filters.
Mistakes that kill applications
Generic CVs stand out at a <50-person company — and not in a good way. Fastest path to rejection.
Skip 'I'm looking for...' — start with is growing fast after their null round and your specific angle on solving it.
Applying and waiting = silence. Follow up at day five — it roughly doubles your odds of a reply.
Frequently asked questions
How do I apply to Increase?
Through the roles on our Increase jobs page, or directly to a founder or department head if you can reach them. At <50 people, direct outreach outperforms the form.
Does Increase respond to cold emails?
Response rate data for Increase not yet confirmed.
Who is the hiring manager at Increase?
At this size, hiring is usually run by a founder or department head.
What ATS does Increase use?
Increase uses Lever.
How competitive is it to get hired at Increase?
Typical applicant count for Fintech, Banking and Exchange roles (<50 people): 50-100 in two weeks. Apply fast.
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