Working at Thanx | Glassdoor

Thanx Overview

San Francisco, CA
51 to 200 employees
2012
Company - Private
Internet
Unknown / Non-Applicable
Fivestars, LevelUp, Belly
As competition for customers’ attention intensifies, it has never been more important for brick-and-mortar businesses to have a 360° view of the people that keep them in business. Unfortunately, aggregating and understanding customer data is riddled with ... Read more

Mission: Thanx helps merchants build deeper, data-driven relationships with their best customers via automated loyalty, feedback and targeted marketing campaign tools.

Thanx Reviews

4.7
StarStarStarStarStar
Rating TrendsRating Trends
Recommend to a friend
Approve of CEO
(no image)
Zach Goldstein
49 Ratings
  • Helpful (1)

    "Sales Development Representative"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Recommends
    Neutral Outlook
    Approves of CEO

    I have been working at Thanx full-time

    Pros

    Great company culture, perks, and product.

    Cons

    Have yet to see any cons.

See All 54 Reviews

Thanx Photos

Thanx photo of: Denver Happy Hour
Thanx photo of: New Shuffle Board for Denver!
Thanx photo of: New Gong & Halloween Close!
Thanx photo of: Denver Crew + Pups (WE LOVE DOGS!)
Thanx photo of: Sunny Smiles
Thanx photo of: Fun in the Park
See All PhotosSee All

Thanx Interviews

Experience

Experience
59%
12%
29%

Getting an Interview

Getting an Interview
32%
31%
19%
12
6

Difficulty

3.2
Average

Difficulty

Hard
Average
Easy
  1. Helpful (1)  

    Full Stack Engineer Interview

    Anonymous Employee in San Francisco, CA
    Accepted Offer
    Positive Experience
    Average Interview

    Application

    I applied through other source. The process took 5 weeks. I interviewed at Thanx (San Francisco, CA) in April 2018.

    Interview

    1. Head of Engineering contacted me on a recruiting platform. We had a really great call to discuss the product, the company, and what I’m looking for in my next role. (I spent about 30-60 minutes before this reading about the company and test-driving the product on my own and writing down notes and questions for myself, but he definitely did not expect me to do this and would've clearly been happy to go through an entire pitch of the product with me -- we talked for an hour.)

    2. Technical screen with an Engineer.

    - He started out just getting to know me and telling me more about what he does. He did a really great job of making me feel comfortable before we wrote any code.

    - He gave me a coding problem that could be solved in 10 to 20 minutes (if you’re nervous). The goal here seemed to be to warm me up and evaluate my fundamental skills.
    
- He gave me a real-world object-oriented programming problem that seemed designed to assess my thought process and my understanding of OOP and approach toward well-designed code.

    3. 'Next steps' call with the Head of Talent Acquisition. This seemed like another mini-culture fit interview, and it was basically getting to know each other and making sure all of our goals were in alignment, as well as to assess where I was in the interview process with other companies. My schedule was packed at the time and he gave me a lot of flexibility in pushing out the on-site a bit, though he made it clear that they wanted to move very quickly if the onsite went well.

    4. On-site. About 4 hours of 1:1 interviews and a product demo with the heads of Engineering, Product (Co-Founder), Talent, and CEO. Employee lunch. About 2 1/2 hours of technical sessions:
    
- Problem-Solving with an Engineer: culture fit interview, whiteboard my own approach to a problem the company has faced, pair programming session where I walk the engineer through coding my whiteboard solution
    
- System Design with Technical cofounder: culture fit interview and whiteboard a real-world system design problem. This was harder.

    They made it super clear throughout the entire process that they weren’t expecting me to be perfect, they just wanted to understand who I am, how cohesively we would work together, and glean the depth and breadth of my technical knowledge so they’d know where I’d fit in within their team (and what type of support I would or wouldn’t need). Culture is key here, but they don't seem to expect you to fit into any sort of mold but rather want to know that you're the right fit for each other. The entire process was very thoughtful, and the questions were clearly realistic assessments designed to get an idea of how you think and work as an engineer. There were many points where I forgot I was in an interview and just felt like I was having great conversations about business, technology, technical recruiting, and healthy workplace culture. I definitely stumbled at times, but my interviewers always made me feel like we were in the same team and responded with friendly smiles and encouragement. During my debrief feedback, they complimented me on things such as my communication and honesty about not trying to feign any knowledge I didn’t have. And then they gave me an offer. This was the best candidate experience I’ve ever had at a company, and I’m super excited to join their team:)

    If I were to give advice, I’d say to:
    - Have a solid foundation in computer science concepts and understand basic design principles and strategies.
    - Be honest and genuine — they want your perspective, and they want to know who you are.
    - Do some research on the company; get a feel for their mission, product, customer, and user.
    - Be engaged and communicate your (hopefully high) level of interest in being a part of their team.
    - Have goals and values in alignment with theirs, and understand why these things are an important part of creating strong, successful teams. In the same way that you do not want to be another disposable face to them, they do not want to be a disposable [entity] to you; the degree to which they value the people they bring on board was very apparent to me in both some of the off-the-cuff stories my interviewers shared with me and also the number of employees who had come from successful companies and stayed there for years (in this climate, that says a lot).

    Interview Questions

    • System design whiteboard: design an image uploading service   Answer Question
See All 17 Interviews

Thanx Awards & Accolades

  • Loyalty Program to Watch, Colloquy, 2015

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