Q&A With Owlet Baby Care Employees

The ability to actually help people. Also, living up to the trust people place in your product.

Not difficult.

Owlet is incredibly diverse, especially for a small technology company in Utah.

Owlet has an entertainment / dating benefit where they will pay up for two $30 dates / activities / baby sitting per month.

Competitive and getting better.

The vibe is good. The world of IoT is finicky. Serious bugs can happen in a very dynamic environment and it can be difficult to fix them in a timely fashion. Basically, things are good but things can become intense given the nature of the products we work on, the passion of our user base and the inherent challenges of having a stable real-time environment at all times of the day. Owlet is generally good at not focusing on hours worked and just delivering results. It's hard to track hours worked since they also embrace flex-time and some people come early and some leave late but engineers are definitely not expected to work over 40 hours unless there is a major issue that needs to be addressed.

Most of the engineering team strives to be cross-functional. Sometimes this just isn't doable since skill sets are so drastically different. Teams are frequently organized by product but Owlet is flexible. It is not uncommon to have a team that has a firmware engineer, designer, mobile developer, backend engineer and product manager. Owlet tries to encourage a unified engineering effort regardless of engineering discipline. It's good.

Good and getting better. For a while there was an interim VP of Engineering who was promoted to a full-fledged VP of Engineering and we also have a CTO. Most teams don't have the typical team lead roll but all the engineers still report to the VP of Engineering and do 1-on-1's. Engineering leadership does a good job setting reasonable expectations to the higher-ups while also pushing engineers by setting big but achievable goals. I expect team lead rolls to be introduced gradually over the next couple years as the engineering organization grows.

Fair, unbiased and just policies for promotions, recognition and raises. Annual cost of living salary adjustment at minimum.