Strava

Why applying the normal way doesn't work

Strava runs an applicant tracking system (Ashby), but hiring managers still work referrals first. A cold application to Strava isn't dead, it's just fourth in line behind internal referrals, sourced candidates and recruiter pipelines.

Who to contact at Strava

We're still mapping Strava's hiring process. At this size ( people, Consumer), the hiring manager typically decides, but we haven't confirmed it yet.

What Strava screens for

relevant experience and ability to operate autonomously

Tailor your CV to the specific Strava 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 Strava applications

• ✕

  Don't send the same CV you sent everywhere else. At people it's obvious, and it's the fastest rejection there is.

• ✕

  Lead with their problem, not your ambition. Strava is focused on is growing — show you understand that.

• ✕

  Don't apply and wait. The median Consumer application gets no response ever. One follow-up at day five roughly doubles reply rates.

We don't yet have verified candidate reports for Strava. What follows is the typical process for a -person Consumer company, so treat it as a model, not confirmed detail.

Interview stages

1. 1

   Recruiter Screen

   Phone or video · 30 min

   What it testsBasic qualification and logistics
   Usually run byRecruiter or HR
2. 2

   Hiring Manager Interview

   Video call · 45 min

   What it testsRole fit and experience deep-dive
   Usually run byHiring manager
3. 3

   Technical/Functional Round

   Video call · 60 min

   What it testsSkills assessment and problem-solving
   Usually run byTeam members
4. 4

   Final Round

   In-person or video · 60 min

   What it testsCulture fit and cross-functional alignment
   Usually run bySenior leadership