In business 7 years
Funding modelBootstrapped
Team size 24

SerpApi

Scrape Google and other search engines from our fast, easy, and complete API.

Open positions:

SerpApi profile

SerpApi has been created by engineers for engineers. High compensation, transparency, remote-first, and a high trust environment are at the core of the company.

Why transparency matters to us:
A transparent world is a better world. Transparent organizations are more meaningful, connected to reality, and trustworthy. Here’s how we live this value at SerpAPI:

Open books: We share our books with all team members. We publish quarterly and annual reports (P&L, expenses).
Public roadmap: Excluding security and confidential issues, all of our work is fully accessible to the public.
Internal Trust: Internally, we share analytics, customer interactions, hiring processes, strategies, marketing, and all other business-related data.

How do you maintain flexibility & balance for your team?

We believe that providing a flexible work environment to empower everyone on our team to do great work (and live a balanced life.) This includes:

A remote-first culture: Remote is not a 2nd thought, but is core to SerpApi. All our processes are structured around being remote-first. Remote-first wasn't a reaction to COVID but was a conscious, long-term, and permanent decision.
Async communication: All of our important communications are async, written, and online. We avoid unnecessary meetings as much as possible.
Flexible schedules: Team members can adjust their schedule, timezone, and unpaid vacation time the way they see fit.

How do you ensure autonomy and plan for the future?

Outside of specifically assigned tasks, people can choose what work they think will produce the most value for SerpApi.
All team members can suggest or directly make changes to anything related or not related to their jobs following their own judgment.
We also suggest that everyone engage in any type of marketing activity. This can include writing a blog post, creating a video, posting on social media, interacting in a forum, or starting/contributing to an open- source project.

How does your company try to hire people from underrepresented groups and improve the diversity of your team?

We have a very neurodivergent-friendly work environment. Several of our team members, including our CEO, are on the spectrum. Having a neurodivergent-friendly company is not an afterthought.

We consider candidates from all over the globe. Our team works hard to ensure our hiring process is fair and that every candidate is evaluated based on their integrity, drive, and skills alone, without any bias towards their ethnicity, gender, or any other personal characteristics.

How do you support your team to grow and improve?

We offer a "Career Growth" program that supports our employees' professional development through internal career paths and training opportunities. This includes access to courses, conferences, and books. Additionally, we provide up to 50% reimbursement for essential tools such as software, hardware, subscriptions, and co-working space costs.

Perks and benefits

Profit shares: All full-time team members receive profit share bonuses. We believe it's important to achieve alignment as a team
Competitive Salary: We pay around 20% more than local averages for all positions, including in the United States.
Internal Trust: Internally, we share analytics, customer interactions, hiring processes, strategies, marketing, and all other business-related data.
Async Communications: All of our important communications are async, written, and online. We avoid unnecessary meetings as much as possible.