Key Takeaways
- Brevo (formerly Sendinblue) is a Paris-headquartered, B Corp certified SaaS company with approximately €179M ARR in 2024, nearly 1,000 employees, and 500,000+ business customers across 180 countries.
- All hiring runs through Lever at jobs.lever.co/brevo with about 19+ open openings as of the most recent crawl, weighted toward sales (38 percent), client services, marketing, and people operations.
- Primary hiring locations are Paris (HQ at 7 Rue de Madrid), Berlin, Austin, Boston, Noida, Toronto, and select remote roles in Benelux and the UK.
- English is the working language across all functions globally; French is genuinely useful in Paris-based people, finance, and legal roles but rarely a hard requirement for engineering or commercial functions.
- The interview process runs four to seven stages over three to eight weeks, anchored by a recruiter screen, a hiring manager conversation, a take-home or functional exercise, and a values panel.
- Lever-hosted PDF resumes parse cleanly when single-column, text-based, and tagged with the language of the job posting; mirror the posting's exact phrasing without keyword stuffing.
- The company's competitive position is SMB-first against HubSpot, Mailchimp, and Salesforce; hiring favors candidates who genuinely empathize with non-technical small business users.
- Brevo's 2026 AI-first positioning is real and shapes the technical interview; show genuine LLM and automation experience rather than buzzword familiarity.
- Compensation is competitive within the European SaaS market with meaningful flexibility on base, equity, and start date but limited flexibility on level or title.
About Brevo (ex-Sendinblue)
Application Process
-
1
Step 1
Step 1 — Browse openings on the Lever-hosted job board. Brevo runs all external recruiting through Lever at jobs.lever.co/brevo, which is also surfaced through the careers.brevo.com landing page. As of the most recent crawl there are roughly 21 active public roles, weighted heavily toward sales (about 38 percent of openings), client services, marketing, and people operations. Filter by location (Paris, Austin, Berlin, Noida, Boston, Remote Benelux, UK) and by team to narrow the list. Lever's URL structure is stable enough that bookmarking a search query is reliable.
-
2
Step 2
Step 2 — Submit through the Lever application form. Each posting opens a single-page form requesting your name, email, phone, current company, LinkedIn profile, resume upload (PDF strongly preferred), and a short set of role-specific custom questions that often include language proficiency, work authorization, salary expectations, and notice period. There is no account creation step. You can apply with one click using your LinkedIn profile, but pasting a tailored resume PDF gives the recruiter more to work with and is the better default. Cover letters are optional on most roles and required on a small number of senior or apprenticeship postings.
-
3
Step 3
Step 3 — Recruiter screen (30 minutes, video). If your application matches, a member of the Brevo Talent Acquisition team will reach out within roughly five to ten business days to schedule an introductory call. The conversation covers your background, motivation for Brevo specifically, salary band, work authorization, and logistics. For Paris-based roles the recruiter will confirm hybrid expectations (typically three days in office, two remote) and any French-language requirements. The recruiter is also the person who will coordinate the rest of the process, so treat this as a relationship-building call, not just a screen.
-
4
Step 4
Step 4 — Hiring manager interview (45 to 60 minutes). The hiring manager dives into the substance of the role. For engineering this means architecture experience, language fluency, and how you have handled scale and reliability problems. For product and design it means craft, decision-making, and how you collaborate with engineering. For sales and marketing it means quota history, pipeline mechanics, and category fluency. Expect the manager to ask why Brevo specifically rather than a generic competitor; have a real answer.
-
5
Step 5
Step 5 — Technical or functional assessment. Engineering candidates typically get a take-home exercise (a small Python or Go service, a React component, or a SQL plus data modeling task) followed by a live review session. Sales candidates get a discovery call simulation or a written outbound exercise. Marketing candidates may be asked to critique a recent Brevo campaign or draft a content brief. Design candidates present a portfolio walkthrough plus a small design exercise. Brevo is reasonable about take-home scope; if a recruiter or hiring manager describes an exercise that would clearly take more than four to six hours, push back politely and ask for a smaller scope.
-
6
Step 6
Step 6 — Cross-functional and values panel (two to three back-to-back conversations). After the technical round you will meet two or three peers and adjacent stakeholders. These are partly skills-based and partly values-based. Brevo cares about humility, customer obsession, ownership, and what they internally describe as 'simplicity,' which shows up as a willingness to ship the smallest version of a thing first. Be ready to give specific examples rather than abstract principles.
-
7
Step 7
Step 7 — Final round and offer. Senior individual contributor and management hires often have a final conversation with a director or VP, and on rare occasions with a member of the executive team. Offers are extended by the recruiter with a written contract that follows French labor law for Paris hires, German law for Berlin hires, U.S. at-will for Austin and Boston hires, and the corresponding local norms elsewhere. Salary, equity (where applicable), bonus or commission structure, vacation, and start date are all negotiable; ask. The full process from application to offer typically runs three to six weeks for individual contributor roles and four to eight weeks for management hires.
Resume Tips for Brevo (ex-Sendinblue)
Lead with measurable outcomes, not responsibilities
Lead with measurable outcomes, not responsibilities. Brevo's hiring managers read hundreds of resumes a quarter and skim past bullets that describe what a job was rather than what you accomplished. Replace 'Responsible for email campaigns' with 'Designed and shipped 47 lifecycle campaigns generating €2.1M in attributable revenue at a 4.2x ROAS over 18 months.' Numbers are the universal language of B2B SaaS hiring.
Use a single-column, ATS-clean PDF
Use a single-column, ATS-clean PDF. Lever's parser handles most modern resume layouts well, but two-column designs, text inside graphics, and creative font choices break extraction in roughly 15 percent of cases. Stick with a standard sans-serif (Inter, Helvetica, Arial), 10 to 11 point body text, clear section headers, and a PDF saved from a text-based editor rather than scanned from a printout.
Mirror the language of the job description without keyword stuffing
Mirror the language of the job description without keyword stuffing. Brevo's recruiters use Lever's keyword tagging to filter candidate pools, so if the posting mentions 'lifecycle marketing,' 'transactional email,' 'deliverability,' or 'B Corp,' use those exact phrases where they truthfully apply to your experience. Forced or duplicated keywords get flagged.
Highlight European market experience or language fluency where relevant
Highlight European market experience or language fluency where relevant. For Paris-based commercial and people roles, working French is a meaningful differentiator even when the job posting says English is sufficient. For DACH and Benelux territory roles, German or Dutch fluency is often a hard requirement. List languages explicitly with a CEFR level (B2, C1, C2) rather than vague descriptors like 'fluent.'
Show SMB and mid-market customer fluency
Show SMB and mid-market customer fluency. Brevo's core ICP is the SMB and lower mid-market, so a resume full of Fortune 100 enterprise sales experience without any SMB context will read as a poor fit even when the technical skills match. If your background is enterprise-heavy, find a way to surface volume, transactional velocity, or self-serve product experience.
Quantify product and engineering work in user-facing terms
Quantify product and engineering work in user-facing terms. 'Reduced p99 latency by 40 percent on the campaign send pipeline, enabling 2x throughput during Black Friday' is more legible than 'Optimized Kafka consumer lag.' The hiring manager wants to see that you understand why your work mattered to customers, not just that the technical change worked.
Surface AI and automation experience tastefully
Surface AI and automation experience tastefully. Brevo describes itself as AI-first in 2026, so genuine experience shipping LLM-backed features, prompt engineering, or model evaluation is a real plus. Avoid the trap of slapping 'AI' on every bullet; the senior reviewers can tell the difference between someone who shipped a generation pipeline and someone who used Copilot.
Keep it to one page if you have under ten years of experience, two pages otherwi
Keep it to one page if you have under ten years of experience, two pages otherwise. Three-page resumes get skimmed even by patient reviewers. If you cannot fit your career into two pages, you are not editing hard enough.
Include a one-line summary tailored to the role
Include a one-line summary tailored to the role. Three sentences at the top of the resume explaining who you are, what you have shipped, and why this specific Brevo role is the next logical step. This is the single highest-leverage real estate on the page.
Proofread for both English and French conventions if applying in Paris
Proofread for both English and French conventions if applying in Paris. Date formats (DD/MM/YYYY vs MM/DD/YYYY), education translations (Master 2, Bac+5, Grande École), and prior-employer naming conventions all matter for the recruiter scan. If your French resume is being read by a French recruiter, lead with the French-language version and attach the English as a secondary document.
ATS System: Lever
Brevo runs all external recruiting on Lever, a candidate relationship management (CRM) and applicant tracking system (ATS) widely used across European and North American SaaS companies. The public-facing job board lives at jobs.lever.co/brevo, and applications are submitted through Lever-hosted forms rather than a Brevo-branded portal. Lever exposes a public JSON API at api.lever.co/v0/postings/brevo, which is what most third-party job aggregators (including ResumeGeni) use to surface Brevo openings. The system supports keyword extraction, structured custom questions, automated stage progression, and recruiter scorecards visible to the hiring panel.
- Apply directly through jobs.lever.co/brevo rather than a third-party aggregator when possible. Aggregator referrals sometimes lose custom field data and slow recruiter response.
- Submit your resume as a text-based PDF, not a scanned image or a .docx file. Lever's parser is reliable on PDFs from Word, Google Docs, Pages, and Notion exports.
- Fill in every custom question even when marked optional. Lever surfaces incomplete applications lower in recruiter dashboards.
- Use the LinkedIn auto-fill option to seed the form, then manually edit the resume upload and cover letter fields. The auto-fill saves time but the manual edit catches errors.
- Apply to one role at a time. Lever tracks application volume per candidate, and submitting to four roles in the same week signals lack of focus to the recruiting team.
- If you reapply later, Lever de-duplicates by email address and surfaces your prior application history to the recruiter. Update your resume meaningfully between applications rather than resubmitting the identical file.
- There is no candidate dashboard or status tracker. Email is the only communication channel, so whitelist @brevo.com and @hire.lever.co addresses to avoid losing recruiter outreach to spam filters.
Interview Culture
Brevo's interview culture sits at the intersection of European pragmatism and modern SaaS rigor.
What Brevo (ex-Sendinblue) Looks For
- Customer obsession with SMB fluency. Brevo's brand promise is that a five-person business gets the same deliverability infrastructure that a Fortune 500 enterprise gets. Candidates who can show genuine empathy for non-technical SMB users and translate that empathy into product, sales, or support decisions stand out.
- Bias toward simplicity and shipping. The company's internal language emphasizes shipping the smallest workable version of any feature, learning from real usage, and iterating. Candidates who default to elaborate plans or who confuse polish with progress will struggle in the values panel.
- European SaaS judgment. Brevo competes against U.S.-headquartered platforms like HubSpot, Mailchimp, Salesforce, and ActiveCampaign. Hiring managers value candidates who understand the European regulatory environment (GDPR, ePrivacy, the EU AI Act), the European buyer psychology (longer sales cycles, more procurement gatekeeping), and the European product expectations (multi-language, multi-currency, multi-locale by default rather than as an afterthought).
- Multilingual collaboration. Even outside the formally bilingual roles, Brevo teams operate across at least three languages on any given day. Candidates who can switch contexts gracefully, work in Slack and email in English while occasionally hopping into French or German conversations, and mentor teammates across language boundaries are valued more than monoglot specialists of equivalent skill.
- AI literacy without AI hype. Brevo's AI-first positioning in 2026 is real, but the bar is competence rather than buzzword fluency. Engineers should understand evaluation, prompt engineering, retrieval, and cost trade-offs. Product managers should understand what generative AI can and cannot reliably do for SMB users. Marketers should understand how AI changes content production economics. Candidates who oversell their AI experience get caught in the technical round.
- B Corp alignment. Brevo's B Corp certification is not a marketing veneer; it shapes hiring, vendor selection, and product decisions. Candidates who can speak credibly to environmental footprint, social responsibility, and inclusive design have an advantage, especially in senior and people-facing roles.
- Long-term thinking. Brevo is not a quick-flip startup; the company has been building for over a decade and is approaching €200M ARR. Hiring managers prefer candidates who can articulate a multi-year career vision and who treat the role as a chapter rather than a stepping stone.
Frequently Asked Questions
What ATS does Brevo use, and how do I apply?
Does Brevo require French language fluency?
How does Brevo compare to HubSpot, Mailchimp, and Salesforce as an employer?
Is Brevo hiring engineers, and what is the technical stack?
Does Brevo offer remote work?
What is the interview process timeline?
Does Brevo offer equity or stock options?
What is Brevo's B Corp certification, and does it actually affect day-to-day work?
Has Brevo had layoffs?
What should I emphasize in a Brevo cover letter?
Open Positions
Brevo (ex-Sendinblue) currently has 19 open positions.
