How we hire at Base44

The way we hire at Base44 isn’t about our interview style or how many steps it takes to get to an offer. In order to understand our hiring philosophy, you have to take a deep dive into our culture and look into who we are. There’s no one better to talk about the way we hire than the managers across Base44 who are hiring themselves: Shay Korin, from Marketing, Noa Corem, from HR, and Avner Rosenan, with the Engineering perspective. Here’s what they shared.

TL;DR

Short on time? Here’s the breakdown. Three departments, three ways of describing it, but it adds up to the same takeaways:

• Own your work fully
• Bring real hunger to learn
• Have deep passion for the product
• Integrate AI into the way you think
• Win as a team, or don’t call it winning

Want the how and why behind each one? Keep reading.

It starts with a real gap

Every hire at Base44 starts because something specific is missing – a business need, a team stretched too thin, a gap someone can actually name. From there, a hiring manager and an HR partner build the process around that role, not a template. A conversation with the team, a practical task designed to spark real thinking, a straight conversation about fit, references, an offer.

As Noa puts it, sometimes “we hunt to find the right people.” And according to Shay, the right people who are hired to close those gaps must be exceptional.

What we’re actually looking for

Talent and intelligence may get you in the room, but it’s not what gets you the offer.

What we’re really looking for is passion and drive – people who’ve already proven that they can push themselves further than expected. Maybe that looks like proven professional experience, but it doesn’t have to be just that. According to Avner, “it could even be pushing a hobby to the limits.” He puts it simply: the people who thrive here are “hungry” – genuinely excited to learn things they don’t know yet, not afraid of the gap between where they are and where the work needs them to be.

Shay looks for something similar: real proof of excellence somewhere, or a clear sense of the potential to get there. Curiosity and creativity matter, but so does failure; the people who’ve stumbled and can tell you exactly what they learned from it are often a stronger bet than the ones who’ve only ever had smooth runs.

“Most of our candidates are high achievers, but if it’s all driven by ego that won’t work here. You need to understand that when we succeed, we succeed as a team,”

Owning it fully

Ask anyone at Base44 what a normal week looks like, and you’ll hear some version of the same thing: you own it, start to finish.

“We just celebrated one of our engineers who took on a project that would’ve taken a team of 15 nine months elsewhere, but he built it himself in two.” Avner says. “We’re all doing product, frontend, backend, mobile, analytics, because our tools can help with all of it, and what we bring is the initiative, the judgment, and the critical thinking to pull it together.”

Shay is quick to rule out the word “generalist” – that undersells it. “We need ownership end-to-end,” he says. “People who are exceptional, who can close the gaps themselves, not people who are average at everything.” Noa describes the same idea from where she sits: “you’re still the expert in your lane, but you understand and can move through the whole process around you.”

AI-first builder mindset

This isn’t new for Base44 – it’s the foundation the company was built on and it’s how we operate.

“We only hire people who want to leverage AI to the fullest,” Avner says. For the Marketing Team, one of the most important skills is taste. Shay explains that “we need people who really understand how and where to put themselves in the creation process. It’s about judgment and the ability to evaluate rather than taking it at face value.”

Noa says it starts way before day one: “We want to see people who really know how to use AI. Not because it’s on the job description, but because it’s already how they think.”

Team of one, team of many

Shay highlights that one of the best markers of someone who will thrive at Base44 is someone who’s independent. “We don’t have too much structure and there’s no hand-holding here,” He says. “We are here for guidance, direction, growth and learning. But when I’m interviewing a candidate, no matter what their seniority level is, I need to believe that they can succeed on their own.”

Independence is a key quality that makes a Base44 employee, but that doesn’t negate being a team player. “Most of our candidates are high achievers, but if it’s all driven by ego that won’t work here. You need to understand that when we succeed, we succeed as a team,” Noa explains. The people who do best here aren’t chasing individual wins, they’re looking for ways to bring success as a team.

What you can’t teach

If there’s one instinct that separates people here, it’s simplicity. Avner explains it well, “Base44 takes on genuinely hard, complex problems, but the goal is always to make the solution simple, not to prove how complex you can make it look.”

Noa points to how someone handles intensity. “It’s not about working longer hours, it’s about working smarter, using the right tools and better judgment to keep pace with a company that moves fast.”