How to Apply to Fever

12 min read Last updated April 20, 2026 62 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Apply through boards.greenhouse.io/feverup or careers.feverup.com; the ATS is Greenhouse and there are typically 500 to 62+ open roles globally.
  • Madrid is the single largest office and hosts roughly a third of open roles, but Fever is a truly global employer with hubs in New York, London, Paris, Berlin, Mexico City, Sydney and more.
  • English is the operating language even in Madrid. Your resume, cover letter and interview answers should all be in English unless the recruiter explicitly tells you otherwise.
  • Expect a four to five round process: recruiter screen, hiring manager, technical or craft exercise, panel loop, and for senior roles a founders or executive round.
  • Fever's culture is fast, commercial and ownership-driven. Candidates who treat it as a stable European corporate will be disappointed; candidates who treat it as a high-growth scale-up with a real P&L will fit in.
  • Tailor your resume with quantified scale metrics, the exact tech stack or skill keywords from the posting, and a clean ATS-friendly layout. Skip the graphics.
  • Attend a Candlelight Concert or a Fever experience before you interview. Being able to describe the product as a customer is an unusually effective signal and many candidates skip it.

About Fever

Fever is a Madrid-headquartered live-entertainment discovery platform that has grown from a local event app into one of the most visible experiential-entertainment companies in the world. Founded in 2014 by Ignacio Bachiller Stroehlein (CEO), Alexandre Perez Casares, Francisco Hein and Pep Gomez, the company runs a marketplace that connects more than 125 million monthly users with immersive experiences in over 200 cities across 50+ countries, and it also produces original IP under the Fever Originals label. Its flagship series, Candlelight Concerts, has staged tens of thousands of classical-meets-pop shows in unconventional venues from cathedrals to rooftops, and in 2022 Fever acquired the London-based Secret Cinema for roughly 100 million dollars, absorbing the pioneer of large-scale immersive film experiences into its production stack. The company is not a pure tech startup and it is not a pure event producer. It is both, and that dual identity is the single most important thing for a candidate to understand before applying. The headcount hovers around 1,800 to 2,000 full-time employees depending on season, with the largest concentration in the Madrid HQ at Calle de Fernando el Santo 16 in the Chamberi district, and significant hubs in New York, Los Angeles, London, Paris, Berlin, Munich, Milan, Mexico City, Buenos Aires, Sydney, Melbourne and a handful of Asia-Pacific cities. Revenue has been reported in the roughly 300 to 400 million dollar range, and Fever has raised well over half a billion dollars in venture and growth capital from Goldman Sachs Asset Management, Alignment Growth, Rakuten Capital, Atresmedia, Accel, Smash Capital, and others, with its most recent large primary round landing in 2024 and continued secondary activity since. The business model is a two-sided marketplace with a proprietary production arm grafted on top: Fever takes a cut on third-party tickets it helps sell through its distribution engine, and it captures a much larger share of economics on experiences it produces itself. For a job seeker, three things follow from that structure. First, Fever is an English-first workplace despite its Spanish HQ. Job descriptions, Slack channels, engineering documentation and all-hands meetings are in English, and you can build a full career there without ever speaking Spanish, though Spanish is valued for a handful of local operations and partnerships roles in Iberia. Second, the company runs at event-industry pace. Event production has a hard, unmovable deadline: the doors open at 8pm on Saturday whether the code shipped or not, whether the permits came through or not, whether the ticketing partner integration worked or not. That reality shapes the culture, the interview bar, and the day-to-day expectations. Third, Fever has never been a sleepy European company. The founding team came out of MIT and Madrid's startup scene, the board includes senior Goldman and Rakuten partners, and the internal tempo is closer to a New York growth-stage scale-up than to a traditional European corporate. If you want the stability of a Madrid banking job you are in the wrong place. If you want to help build live experiences for millions of people with a product-and-engineering culture that takes marketplace economics seriously, keep reading.

Application Process

  1. 1
    Start at careers

    Start at careers.feverup.com or go directly to boards.greenhouse.io/feverup. The authoritative applicant tracking system is Greenhouse, and every legitimate Fever role funnels into that board; if a role is not visible on the Greenhouse board it is not actively hiring.

  2. 2
    Filter by team and location

    Filter by team and location. Departments include Engineering, Product, Design, Data, Marketing and Growth, Business Development, Event Production, Experience Management, Operations, People, Finance, Legal and internships. Location filters include Madrid, specific US cities, European capitals, LATAM, and APAC. Madrid accounts for roughly a third of open roles at any given time, so if you are location-flexible Madrid will have the widest selection.

  3. 3
    Submit a tailored application through the Greenhouse form

    Submit a tailored application through the Greenhouse form. Fever does not accept email or LinkedIn DM applications as a primary channel. Upload a PDF resume, answer any knockout questions about work authorization, salary expectations and notice period, and complete the EEOC or voluntary demographic section if you are applying to a US role.

  4. 4
    Complete a recruiter screen within one to two weeks

    Complete a recruiter screen within one to two weeks. This is a 30 to 45 minute conversation with a member of the Talent Acquisition team, usually based in Madrid or one of the regional hubs. Expect questions about your motivation for Fever specifically, the live entertainment industry in general, your willingness to work at event-industry pace, and your salary expectations in the local currency.

  5. 5
    Move into a hiring manager interview, typically 45 to 60 minutes

    Move into a hiring manager interview, typically 45 to 60 minutes. This conversation is deeper on role fit, past scope, and your understanding of Fever's business model. Hiring managers at Fever are unusually commercial for a tech company and expect you to have a point of view on the marketplace, the Originals strategy, or the specific P&L your team owns.

  6. 6
    Complete a take-home or technical exercise for engineering, product, design, dat

    Complete a take-home or technical exercise for engineering, product, design, data and some growth roles. Engineering take-homes are typically Python or Go backend exercises, React or React Native frontend exercises, or system design prompts. Product managers receive a written case study. Designers present a portfolio. Expect a reasonable time budget, usually three to five hours spread over a week, and push back politely if the scope is larger than that.

  7. 7
    Attend a panel or onsite loop, usually three to five interviews of 45 to 60 minu

    Attend a panel or onsite loop, usually three to five interviews of 45 to 60 minutes each, run either on-site in Madrid or over video. Panels typically mix a technical or craft deep-dive, a cross-functional collaborator, a values or culture interview, and a skip-level or senior leader conversation. For senior roles add a founders or C-level round.

  8. 8
    References and offer

    References and offer. Fever runs back-channel and formal references, often pulling on its large alumni network across European tech. Offers come from the recruiter, typically include base, bonus and in some cases equity or phantom shares, and move quickly once the decision is made. Relocation support to Madrid is available for many roles and is worth asking about explicitly.

Resume Tips for Fever

recommended

Write your resume in English

Write your resume in English. Even if you are applying to a Madrid-based role and your native language is Spanish, the Greenhouse review workflow, hiring managers in other regions, and the centralized Talent team all work in English. A Spanish-only CV is a self-inflicted wound.

recommended

Put measurable scale on the first half of page one

Put measurable scale on the first half of page one. Fever is a scale business: 125 million monthly users, 200+ cities, tens of thousands of events a year. Reviewers scan for candidates who have operated at scale, so lead with numbers: users reached, revenue influenced, events produced, markets launched, uptime held, latency reduced, conversion lifted.

recommended

For engineering roles, name the exact stack

For engineering roles, name the exact stack. Fever's production stack leans on Python and Django for the core backend, Go for newer services, React and React Native for web and mobile, PostgreSQL, Redis, Kafka, Kubernetes on AWS, and a modern data stack on top of Snowflake and dbt. If you have shipped these technologies in production, say so with version numbers, scale indicators and ownership scope.

recommended

For product managers, show marketplace or two-sided experience

For product managers, show marketplace or two-sided experience. Fever's PM interviews lean heavily on supply-and-demand thinking, cohort behavior, pricing, funnel economics and experimentation. Roles that demonstrate this -- marketplaces, ticketing, travel, consumer subscription, growth PM -- rank higher than generic B2B SaaS PM experience.

recommended

For event production, operations and experience management roles, quantify produ

For event production, operations and experience management roles, quantify productions. Number of events, attendee counts, budget size, venues operated, cities launched, partner vendors managed, and complexity of the format (seated concert vs. roaming immersive vs. multi-room set build). Fever produces shows that gross seven to eight figures per city, so hobbyist-scale event experience does not compete well with professional production resumes.

recommended

For growth, marketing and CRM roles, lead with paid media scale and measurement

For growth, marketing and CRM roles, lead with paid media scale and measurement sophistication. Fever is a performance-marketing-heavy business. State the monthly budget you managed, the channels (Meta, TikTok, Google, programmatic, influencer), the attribution model, and your MER, CAC or ROAS track record.

recommended

Use the exact language from the job description for ATS keyword match

Use the exact language from the job description for ATS keyword match. Greenhouse does not auto-reject on keyword score the way some enterprise ATSes do, but recruiters do keyword-filter searches against their pipeline. If the post says 'Django' write Django, not 'Python web frameworks'. If it says 'Candlelight' or 'Fever Originals', reference them.

recommended

Keep formatting ATS-clean

Keep formatting ATS-clean. Single column, standard fonts, no headshots, no skill bar graphics, dates in month-year format, consistent tense. Fever's Greenhouse instance parses PDF resumes and any fancy layout that breaks the parser will silently hurt you.

recommended

Cap the resume at two pages for most roles, one page if you have under five year

Cap the resume at two pages for most roles, one page if you have under five years of experience, three pages only if you are applying to a C-suite, VP or specialist principal engineer role where scope justifies it. Fever reviews a lot of applications per role and a bloated resume signals lack of judgment.

ATS System: Greenhouse

Fever uses Greenhouse as its applicant tracking system, with a public job board at boards.greenhouse.io/feverup and the consumer-facing careers site at careers.feverup.com routing the same listings. Greenhouse is a modern, recruiter-first ATS that does not use aggressive keyword knockout scoring the way older systems like Taleo or iCIMS do; instead, applications land in a structured review pipeline where recruiters see the resume, the parsed fields, the answers to custom application questions, and any referral notes. This means your resume content is read by a human in almost every case, but how you answer the Greenhouse-specific questions -- work authorization, salary expectations, how did you hear about us, and any role-specific knockout questions -- materially affects whether you advance.

  • Apply once through the canonical job posting on boards.greenhouse.io/feverup. Duplicate applications across multiple related roles inside a short window can flag you as spray-and-pray and are visible to the recruiter in the Greenhouse pipeline view.
  • Fill out every optional field. The 'How did you hear about Fever' dropdown, the LinkedIn URL field and the portfolio URL field are read by recruiters and strong answers (employee referral name, specific event you attended, published portfolio link) measurably improve your screen rate.
  • Answer knockout questions honestly and in English. Work authorization, notice period and salary expectations are the three most common disqualifiers. Unrealistic or unstated salary expectations for Madrid-based roles are a common reason EU-based applicants get silently passed over in favor of candidates who state a market-range number.
  • Upload your resume as a well-tagged PDF, not a scanned image or a Word doc with tracked changes. Greenhouse's parser extracts fields (name, email, work history, education) and a clean PDF parses correctly while a scanned image or heavily designed PDF often does not, leaving blank fields in the recruiter view.
  • If you have a referral, get the referring employee to submit you through the Fever internal referral flow before you apply. Greenhouse links the referral to your record and referrals are prioritized in most hiring manager queues, often by a significant margin.

Interview Culture

Fever's interview culture is a hybrid of Spanish warmth, American commercial directness, and London-style consulting rigor.

The recruiter screen will feel conversational and founder-curious: expect open-ended questions about why Fever specifically, what you think of Candlelight Concerts as a product, and whether you have attended a Fever experience as a customer (attending one before you interview is a meaningful signal). The hiring manager round is more demanding. Fever hiring managers are commercial operators, not pure craft specialists; even engineering managers are expected to understand marketplace unit economics and will ask you to connect technical decisions to business outcomes. Vague answers land badly here. A strong candidate response pattern is situation-action-metric: what the problem was, what you specifically did (not what the team did), and what the measurable outcome was. Technical rounds depend on the function. Engineering take-homes are pragmatic: build a small service or feature, demonstrate testing discipline, document trade-offs, keep the diff reviewable. Live coding is usually one round out of three or four, run in a shared editor, with emphasis on clarity and debugging rather than algorithmic cleverness. System design rounds for senior engineers focus on real Fever-adjacent problems: ticketing inventory, event search, high-cardinality pricing, event lifecycle state machines, global low-latency catalog reads. Product and design rounds always include a portfolio or case presentation and a collaborative working session where an interviewer will push on assumptions in real time; the goal is to see how you think, not whether your portfolio is flawless. Values-based interviews at Fever orbit five things the company repeatedly signals internally: ownership, speed, craft, global-by-default thinking, and being a good collaborator across functions. The ownership question is the most important and also the most commonly failed. Fever expects operators who take responsibility for outcomes beyond their job description, push scope when it benefits the company, and do not escalate every decision up a ladder. Candidates who demonstrate passive 'I was assigned this task and completed it' framing consistently underperform against candidates who describe scope they self-identified and drove. Speed is a real cultural norm and you should expect it to be tested: questions about the fastest you have ever shipped something meaningful are common, and the honest bar is days to a few weeks, not quarters. The honest framing on intensity: Fever is not a lifestyle company. Event launches create real crunches, product launches layer on top of them, and there are seasonal waves tied to summer festival season and Q4 holiday programming that every team feels. Senior leaders work through weekends around major launches. Engineering has healthier pager rotations than event production, but expectations for ownership during incidents are high. Candidates who have worked in startups, consulting, banking, event production or high-growth marketplaces tend to thrive. Candidates optimizing primarily for predictable 40-hour weeks will find it a poor fit. Fever will not tell you this during the interview loop as bluntly as this guide does, and being honest with yourself about your fit before you accept an offer will save both sides a painful six months. Compensation conversations are handled by the recruiter, usually mid-loop or at offer stage. Madrid base salaries are benchmarked to the local market with a meaningful premium for senior tech and product roles; US and London roles are benchmarked closer to local scale-up rates but typically below FAANG. Equity or phantom-share programs exist for many roles; ask explicitly how they work, what the strike or reference price is, and what the liquidity thesis looks like, because Fever is still a private company and the answer to the liquidity question is load-bearing.

What Fever Looks For

  • Operators who take ownership of outcomes, not just tasks. Fever hiring managers filter aggressively for candidates who describe work in first-person with measurable impact rather than passive voice task completion.
  • Comfort with event-industry pace and pragmatic trade-offs. Fever does not value perfection over shipping; it values shipping the right thing fast and iterating. Candidates from environments with long release cycles need to demonstrate they can ship weekly or daily.
  • Global and multi-market thinking. Fever operates in 50+ countries, and candidates who can reason about a US rollout, a European regulatory nuance, and a LATAM growth play in the same conversation outperform single-market specialists.
  • Commercial literacy across functions. Engineers, designers and operations hires are expected to understand marketplace economics, CAC, take-rate, and P&L basics. You do not need to be a finance expert, but you need to be able to connect your work to the business.
  • Craft in your specific function. Fever respects specialists: an engineer who ships clean, tested code, a designer who protects the end-to-end experience, an event producer who sweats venue safety and door flow, a data analyst who writes reproducible SQL.
  • English fluency. All internal operating language is English. Conversational fluency is mandatory; native-level writing helps for roles that produce customer-facing copy, contracts, or leadership communication.
  • Cultural fit for collaboration. Fever is cross-functional by design, and candidates who describe their wins as solo heroics rather than as team outcomes often fail the values round.
  • Interest in live entertainment as a product category. Candidates who have attended Candlelight, Secret Cinema or other experiential events, who follow the industry, and who can articulate why live entertainment matters tend to interview better than strong-on-paper generalists who treat Fever as just another tech job.

Frequently Asked Questions

What ATS does Fever use?
Fever uses Greenhouse as its applicant tracking system. The public job board lives at boards.greenhouse.io/feverup and is mirrored at careers.feverup.com. All legitimate applications route through the Greenhouse form; Fever does not accept email applications as a primary channel.
Do I need to speak Spanish to work at Fever in Madrid?
No. Fever's internal operating language is English, including in Madrid. Slack, documentation, all-hands meetings and performance reviews are in English, and you can have a full career there without speaking Spanish. Spanish is helpful but not required for most roles. A handful of local Iberia-focused partnerships, legal or ops roles do benefit from fluency, and the job description will say so explicitly.
How many employees does Fever have and how large is the company?
Fever has roughly 1,800 to 2,000 full-time employees across 30-plus global offices, with the largest concentration in Madrid. The company serves over 125 million monthly users, operates in 200+ cities across 50+ countries, and reports revenue in the hundreds of millions of dollars range. It is private and has raised well over half a billion dollars from investors including Goldman Sachs Asset Management, Alignment Growth, Rakuten Capital, Accel, Atresmedia and Smash Capital.
What technologies does Fever's engineering team use?
Fever's stack is primarily Python and Django for the core backend, Go for newer and performance-sensitive services, React for the web client, React Native for mobile (alongside some native iOS and Android work), PostgreSQL, Redis and Kafka for data and messaging, Kubernetes on AWS for infrastructure, and Snowflake with dbt for the analytics and data platform. Expect Python and React to be the most common stacks in job postings.
How competitive is it to get an engineering job at Fever?
Fever is a known brand in European and LATAM tech recruiting and attracts strong applicant volume, particularly for Madrid-based roles. The bar is high but not FAANG-equivalent: strong candidates from mid-sized European scale-ups, growth-stage US startups, or top local talent with measurable impact regularly get hired. The key differentiator is commercial literacy -- Fever's engineering interviews weigh business judgment and marketplace understanding more heavily than a pure algorithmic-grind shop.
Does Fever offer remote work?
Fever is primarily an in-office or hybrid employer, and the default expectation is that you will be physically present at one of their hubs most of the week. Fully remote roles exist but are the exception, usually for senior specialists or roles tied to specific regional markets where no hub exists. If remote is a requirement for you, confirm it explicitly with the recruiter in the first screen rather than assuming.
What is Secret Cinema's relationship to Fever?
Secret Cinema is a wholly owned subsidiary of Fever, acquired in 2022 for a reported 100 million dollars. The London-based immersive cinema pioneer now operates as part of Fever's Originals production portfolio, and many Secret Cinema roles -- producers, set builders, cast coordinators -- are listed on Fever's Greenhouse board. If you are applying to a London-based experience production role, you are likely applying to Secret Cinema in practice even if the job title says Fever.
Are Fever internships worth applying for?
Yes, especially if you are a student at a Spanish, European or North American university. Fever runs one of the larger paid internship programs in Madrid and operates structured summer and rolling internships in engineering, product, data, marketing and business development. Conversion to full-time is real but not guaranteed, and the internship itself is widely respected as a CV credential in European scale-up recruiting.
How long does Fever's hiring process typically take?
For non-senior roles, the end-to-end timeline from application to offer is typically three to six weeks. Recruiter screens happen within one to two weeks of application, hiring manager interviews within another week, take-home exercises take a week of calendar time, and the panel loop and offer wrap up the final two weeks. Senior and executive roles can take eight to twelve weeks because of founder or C-level scheduling. Silence for more than two weeks after any stage is often a soft no; a polite follow-up email to the recruiter is fair.
Does Fever pay well compared to other European tech companies?
Fever pays at or near the top of the Madrid scale-up market for senior engineering, product and data roles, and at market rates for most other functions. US and London compensation is benchmarked to local scale-up norms, generally below FAANG but competitive with mid-sized growth-stage startups. Most roles include a bonus component and many include equity or phantom shares. Because Fever is still private, the equity value depends on a future liquidity event; ask the recruiter directly about the strike or reference price and the plan mechanics before accepting an offer.
Should I attend a Fever event before interviewing?
Yes. Attending a Candlelight Concert, a Secret Cinema show, or another Fever-produced experience before your interview is an unusually high-leverage signal. It gives you concrete product observations to reference in conversations, demonstrates genuine interest, and separates you from the many candidates who treat Fever as a generic tech employer. Tickets for Candlelight are typically 30 to 60 dollars or euros in most major cities and the experience is worth it even without the interview benefit.

Open Positions

Fever currently has 62 open positions.

Check Your Resume Before Applying → View 62 open positions at Fever

Related Resources

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Sources

  1. Fever Greenhouse Jobs API —
  2. Fever Public Greenhouse Board —
  3. Fever Careers Site —
  4. Fever Company Website —
  5. Candlelight Concerts by Fever —
  6. Secret Cinema (Fever-owned immersive cinema brand) —
  7. Greenhouse Applicant Tracking System —
  8. Fever company profile on Crunchbase (funding history) —