The goal of our application process is to find out whether you are a perfect fit for us and the position, and vice versa. If you are unhappy with your new position, no one has gained anything. For this reason, we take the necessary time to ensure that we will have a good time together.

The interview process is divided into 3 steps:

1. Short online test depending on the position.

2. First interview (30 minutes): A quick way to get to know each other.

2. Second interview (1-1.5h): Interview with your potential new supervisor.

3. Reference checks from our side AND/OR a trial day at our office

Yes. Although SAWOO began as a remote-first company, we established a dedicated office in Pristina in June 2025. Moving forward, we aim to build the core of our team there, because we’ve experienced first-hand the strong motivation, work ethic, and culture of talent in Kosovo.

Employees in Kosovo work in our Pristina office. Colleagues outside Kosovo work remotely. All staff join us for workations, team gatherings, and major events that we organize.

We measure performance based on outcomes, not activity. Each role has clear targets and ownership areas, and success means driving these outcomes reliably and with high quality.

We value clarity, speed, proactive communication, and the ability to improve systems, not simply “being busy.”

High performers thrive because responsibility grows quickly for those who deliver results.

People succeed at SAWOO when they:

• Think and act like owners, not 9-to-5 employees

• Communicate clearly and proactively

• Move fast and stay focused on outcomes

• Bring energy and initiative without waiting for instructions

• Enjoy working in a high-performance, collaborative environment

We thrive when A-players support each other and push the company forward together.

Growth at SAWOO is fast-paced and merit-based. As the company scales, new roles and responsibilities emerge constantly.

Responsibility is earned with performance and is not given based on tenure or hierarchy. If you take ownership, solve problems independently, and improve systems, you can expect your role to expand quickly.

While it depends on the role, in general you can expect high levels of autonomy.

You receive clear ownership areas and expected outcomes, and then you are trusted to deliver.

You won’t be micromanaged, and you’re expected to make decisions, solve problems, and ask for clarity proactively.

People who enjoy responsibility thrive here; people who need constant guidance struggle.

Feedback at SAWOO is direct, timely, and constructive.

We use radical candor — clear communication delivered with respect and the shared goal of improving outcomes.

Everyone is expected to give and receive feedback openly, whether it’s about performance, collaboration, or improving systems.

We rely on a modern, scalable toolstack designed for speed and clarity.

Our core tools include ClickUp (processes, tasks, dashboards), COS (our own CRM), Google Workspace, Slack, and several other tools.

We document everything, follow clear SOPs, and constantly improve our internal systems. Structure is part of our culture.

Yes. All roles involve occasional travel to support 3-4 yearly events in Munich and London.

Usually, we meet one week before an event to prepare and have fun together. These trips are meaningful parts of our culture and help keep us connected.

Our mission is to build the world’s most impactful ecosystem for executive peer learning.

By 2034, we aim to have 2 million active leaders in curated communities where they learn from each other, make better decisions, and strengthen the organizations they lead.