Build money that works for people.

Sezvo is the consumer and business brand of UAB Aušra Pay, a licensed electronic money institution authorised and supervised in Lithuania by the Bank of Lithuania, passporting its services across the European Economic Area. We build multi-currency accounts, cards, savings vaults, payments, commission-free investing, a self-custodial crypto wallet, business accounts, loans, and insurance — all inside one product that people actually open every day. Working here means your code, your designs, and your decisions touch real money for real people. That is a responsibility we take seriously, and it shapes how we hire.

This page is the honest version of what it is like to work at Sezvo: how we think about culture, the teams you could join, how our hiring process works end to end, what we look for, the benefits we offer, and the answers to the questions candidates ask us most. There is no choreography here — just the way we actually operate.

Why work at Sezvo

Most people who join us say the same thing after a few months: the surface area of impact is unusually large. Because the company is lean relative to the number of customers we serve, individual contributors own meaningful slices of the product rather than narrow corners of it. A back-end engineer here does not ship a single endpoint and move on — they often own a payment rail, a ledger boundary, or a reconciliation flow end to end, including how it behaves when things go wrong at three in the morning.

The second thing people notice is that financial services force a kind of rigour that is genuinely satisfying. We are a regulated institution. Customer funds are safeguarded in line with electronic money institution rules, and eligible deposits are protected up to €100,000 under the applicable deposit guarantee scheme. That means the stakes are real, the constraints are real, and the craft of building something correct — not just something that demos well — matters. If you have ever wanted to work somewhere that cannot afford to be sloppy, this is that place.

Finally, the product is broad. Across the platform we run multi-currency current accounts that hold and spend 28 currencies, virtual and physical metal cards, savings vaults paying up to 5.2% AER credited daily, SEPA Instant and SWIFT payments where most internal transfers settle in around six seconds, commission-free investing in thousands of stocks and ETFs, and an on-chain wallet spanning nine networks. There is always a hard, interesting problem to pick up.

Our culture and how we work

We are remote-friendly by default and structured around small teams. We have deliberately avoided the large-org pattern where work passes through five hands before anything ships. Instead, small groups of people — usually an engineer or two, a designer, and a product lead — own an outcome and are trusted to make the calls that get them there.

A few principles describe how we actually behave day to day:

• Ownership over hand-offs. If you start it, you tend to own it through to production and beyond. We would rather you feel the consequences of a decision than file a ticket and forget it.
• Write things down. Because we work across time zones, asynchronous writing is the default. Proposals, decisions, and post-incident reviews live in documents anyone can read, not in a meeting only six people attended.
• Small surface, high standards. We keep teams small on purpose. Fewer people means clearer ownership, faster decisions, and less coordination overhead — but it also means everyone has to hold a high bar.
• Bias to the customer. When a trade-off is unclear, we ask what the person on the other side of the screen would want. They are trusting us with their money; that buys them the benefit of the doubt.
• Calm over heroics. We are not impressed by all-night firefighting. We are impressed by systems that do not catch fire. We invest in observability, testing, and on-call hygiene so the job stays sustainable.

We are honest that “remote-friendly” is not the same as “fully async, never meet.” We get together. Teams overlap their working hours by a few core hours each day, we run regular in-person gatherings, and some roles — particularly in risk, compliance, and support — benefit from time in our Vilnius or London offices. We will always be clear in the job description about what a given role expects.

The teams you could join

Sezvo is organised around a handful of disciplines. You do not need to fit neatly into one box — many of our best people sit on the seam between two — but here is how the work is broadly divided.

Engineering

Engineering builds and runs the platform: the ledger that tracks every balance, the payment integrations behind SEPA Instant and SWIFT, the card-issuing stack, the investing and crypto surfaces, and the mobile and web clients customers actually touch. We care about correctness, idempotency, and graceful failure far more than we care about chasing frameworks. Money systems reward engineers who think in terms of invariants and edge cases.

Product

Product owns the “what” and the “why.” Our product managers work close to the metal — reading support tickets, watching real flows, and shaping roadmaps that balance customer value against regulatory and operational reality. A good product decision at Sezvo is one that is shippable, compliant, and genuinely useful, in that combination.

Design

Design is responsible for making something inherently complex feel calm. We hold an Apple- and Linear-minimal standard: clear hierarchy, honest copy, no dark patterns. Designers here own flows end to end, from the first sketch to the pixels in production, and they pair closely with engineering rather than throwing mockups over a wall.

Risk and compliance

As a licensed electronic money institution, risk and compliance are not a back-office afterthought — they are core product functions. This team covers financial crime prevention, anti-money-laundering and know-your-customer programmes, transaction monitoring, regulatory reporting, and the controls that keep our licence in good standing. They work alongside engineering and product from the start of a project, not at the end.

Support

Support runs our 24/7 in-app help and is, in many ways, the team closest to the truth about the product. They handle everything from a frozen card to a stuck transfer, escalate genuine bugs to engineering with real reproductions, and feed patterns back into the roadmap. Strong support is a competitive advantage in financial services, and we treat it that way.

Growth

Growth covers marketing, lifecycle, partnerships, and the analytics behind them. Because we sell a regulated product, growth at Sezvo is disciplined: no invented numbers, no misleading claims, no hype. The job is to explain something genuinely good to the people it would help, and to do it honestly.

Our hiring process, step by step

We try to run a process that respects your time and gives you a real sense of the work. The exact shape varies by role and seniority, but the typical path looks like this:

• 1. Application review. A human reads every application. We look at what you have built and the reasoning behind it, not just where you have worked. Expect a decision within about a week.
• 2. Intro conversation. A 30-minute call with a recruiter or hiring manager to talk through your background, what you are looking for, and how the role and the company actually work. Questions go both ways.
• 3. Craft or skills stage. A practical exercise that mirrors the real job — a take-home with a generous time box, a live problem-solving session, a portfolio walk-through for design, or a case discussion for product and risk. We do not run trick puzzles.
• 4. Team conversations. A small number of focused conversations with people you would work with, covering depth in your discipline, collaboration, and how you handle ambiguity and trade-offs.
• 5. Final conversation and offer. A closing conversation, references where relevant, and a clear offer with the compensation, level, and expectations laid out plainly.

For roles that touch customer funds, customer data, or regulated functions, an offer is conditional on background and right-to-work checks appropriate to the role and jurisdiction. We will tell you up front when those apply, and we keep them proportionate and lawful.

What we look for

Titles and years of experience matter less to us than evidence. Across every team, a few qualities show up again and again in the people who do well here:

• Judgement under constraints. Anyone can build when there are no rules. Financial services has rules. We look for people who can find the elegant solution inside the constraints rather than wishing them away.
• Care for the edge cases. The happy path is the easy 10%. We hire people who instinctively ask what happens on a partial failure, a duplicate request, a network timeout, or a hostile input.
• Clear writing and clear thinking. Because so much of our work is asynchronous, the ability to explain an idea in writing is close to a load-bearing skill.
• Low ego, high standards. We want people who push for quality without making it personal — who can disagree, commit, and move forward.
• Respect for the customer. We will always favour the person who treats a stranger's money with the same care they would want for their own.

Benefits and perks

We try to offer benefits that are genuinely useful rather than a long list designed to look impressive. The specifics vary by country and role — we will detail them in your offer — but in general you can expect:

• Competitive, transparent pay. Salary bands tied to level and location, reviewed regularly, with no games about what a role is worth.
• Equity or long-term incentives for many roles, so you share in what we build together.
• Flexible, remote-friendly working with a sensible home-office or equipment allowance and the hardware you need to do the job well.
• Generous paid time off plus local public holidays, and parental leave that does not punish you for having a life.
• Health and wellbeing support appropriate to your location, because a sustainable pace is part of the deal.
• Learning budget and real time to use it — conferences, courses, and books that make you better at the work.
• Sezvo, on us. Team members use the product we build, which keeps us honest about its rough edges.
• Regular in-person gatherings so a remote-first company still feels like a team.

Locations

Our two anchor offices are in Vilnius — home to much of our engineering, risk, and compliance work, and close to our regulator — and London, where a good deal of our product, growth, and commercial work is based. Beyond those hubs, we hire remotely across the EEA, and many roles are advertised as fully remote within those regions.

Time zone overlap matters more to us than a postcode. Most teams ask for a few core hours of overlap each day so collaboration stays easy. Where a role genuinely needs in-office presence — some compliance, support, and operations functions do — we say so plainly in the job description so there are no surprises after you apply.

Inclusion and accessibility

We are building a financial platform for people in more than 160 countries, and we cannot do that well from inside a narrow team. We are committed to hiring across backgrounds, and we make decisions based on evidence of ability, not on proxies for it. We do not discriminate on the basis of age, disability, gender, gender identity, race, religion, sexual orientation, or any other protected characteristic.

Accessibility is part of that commitment, in the product and in the process. If you need an adjustment at any stage of hiring — a different interview format, extra time, captions, an accessible venue, or anything else — tell us and we will sort it out. Asking for an adjustment has no bearing on the outcome of your application, and we treat those requests in confidence.

How to apply

Find a role that fits and apply directly through the listing. A strong application is specific: tell us what you built or owned, the problem it solved, and the reasoning behind a decision you are proud of. We would rather read one honest paragraph about a real piece of work than a page of polished but generic claims.

If you do not see the exact role you want but think you would add something, send us a thoughtful note about where you would have the most impact — we read those, and good people have joined that way. We aim to respond to every application, and we will always tell you where you stand rather than leaving you guessing.

Frequently asked questions

Is Sezvo a bank?

Sezvo is the brand of UAB Aušra Pay, a licensed electronic money institution — not a traditional bank. Customer funds are safeguarded in line with electronic money institution rules, and eligible deposits are protected up to €100,000 under the applicable deposit guarantee scheme. We are precise about this distinction internally and externally, and we expect the same precision from the people we hire.

Do I need financial services experience to apply?

No. Plenty of our team came from outside finance. What matters is judgement, craft, and a willingness to learn the constraints of a regulated environment. We will help you ramp on the domain; we cannot easily teach care.

Are roles really remote?

Many are fully remote within the EEA, and most others are remote-friendly with a few core overlap hours. A minority of roles need in-person presence in Vilnius or London — we always state that in the job description.

What does the interview process actually involve?

Typically an intro conversation, a practical craft or skills stage that mirrors the real job, a few focused team conversations, and a final conversation before an offer. We do not run brain-teasers, and we try to keep the whole process to a small number of conversations.

Will I have to do an unpaid take-home?

Where we use a take-home, it is time-boxed and deliberately scoped to be respectful of your time. For some roles we offer a live alternative or a portfolio walk-through instead. We do not ask candidates to do real, shippable company work for free.

How do you handle background checks?

For roles that touch customer funds, customer data, or regulated functions, offers are conditional on background and right-to-work checks appropriate to the role and jurisdiction. We keep them proportionate and lawful and explain them before you accept.

Can I request an adjustment for the interview?

Yes, at any stage. Tell us what would help and we will arrange it. It has no bearing on your application and we handle the request in confidence.

I applied before — can I apply again?

Absolutely. People grow, roles change, and timing matters. A previous outcome does not count against a fresh application.

How long until I hear back?

We aim to review applications within about a week and to keep you informed at each stage. If a role moves slowly because of volume, we will tell you rather than going quiet.

What is the compensation philosophy?

Salary bands tied to level and location, reviewed regularly, with equity or long-term incentives for many roles. We are transparent about what a role is worth and we do not negotiate in bad faith.