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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, Status 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 Status
Contact route not yet verified for Status. For a <50-person Consumer, Social company, expect a founder or department head to make the call — but this is a model, not confirmed data.
What Status screens for
The hiring bar at this stage (, Consumer, Social): relevant experience and ability to operate autonomously. Show what you've shipped.
A tailored CV beats a generic one. Use Status's job description language to clear 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.
The wait-and-hope strategy fails. Follow up on day five — response rates roughly double.
Frequently asked questions
How do I apply to Status?
Through the roles on our Status jobs page, or directly to a founder or department head if you can reach them. At <50 people, direct outreach outperforms the form.
Does Status respond to cold emails?
Not enough data yet on Status's cold email response rates.
Who is the hiring manager at Status?
At this size, hiring is usually run by a founder or department head.
What ATS does Status use?
Status uses Greenhouse.
How competitive is it to get hired at Status?
Typical applicant count for Consumer, Social roles (<50 people): 50-100 in two weeks. Apply fast.
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