Who Gets Hired and Onto Which Teams
Garage has 15 open roles on its board today. Twelve require a New York City commute. Two are fully remote. One is open to US remote. The median posted salary band across seven salaried positions is $200K, Zero G Talent's board data reports, ranging from $112K to $250K, Zero G Talent's board data shows. Founders Martin Hunt and Alaz Sengul are building a technical, growth-oriented team — not a retail floor staff — and the distribution shows exactly where the capital sits.
Engineering carries the heaviest concentration. Three software engineering postings: a core Software Engineer and a Software Engineer, Growth, both in New York at $150K–$250K, Zero G Talent's board data finds, plus a remote Founding Design Engineer. The "founding" prefix signals a zero-to-one mandate — someone who owns product craft from blank canvas — while the growth engineering seat demands metric-movers, not just feature-shippers. Together they frame an engineering org that operates close to revenue.
Growth marketing is the second-largest cluster. Four roles: Growth Marketing Lead, Lifecycle and Growth Marketing Lead, Performance at $120K–$175K each, according to Zero G Talent's board data, Growth Operations at $120K–$200K, Zero G Talent's board data puts, and Organic Growth & Partnerships Lead. The split between lifecycle, performance, and organic reveals a full-funnel acquisition machine that needs specialists for each lever. A Creative Lead, Organic Social at $100K–$140K, Zero G Talent's board data indicates, remote and an Event Marketing Lead in New York round out the brand-and-community layer.
Sales appears in two flavors. An Account Executive - NYC and a broader Account Executive open to US remote, the latter at $185K–$235K, Zero G Talent's board data reveals, implying enterprise quota-carrying experience. The dual posting hints at a split motion: named-account hunting in New York and territory or SMB coverage elsewhere.
Customer success, finance, and recruiting each hold one dedicated seat: a Customer Success Associate in New York, a Senior Accountant in New York, and a pair — Founding Technical Recruiter and GTM Recruiter, both New York — to build the hiring engine itself. The "founding" tag on the technical recruiter mirrors the design engineer: first in function, building process from scratch.
The board's salary band runs $112K–$250K with a $200K median across seven salaried roles, Zero G Talent's figures put, a range that rewards senior ICs and leads without inflating early-career bands. The distribution is deliberate: heavy on growth and engineering, light on G&A, with recruiting built to scale the rest.
What It Pays
Garage's compensation sits in a tight band that reflects a lean, well-capitalized team hiring for impact over headcount. The careers page lists benefits before any salary figure: comprehensive group insurance covering drug, health, dental, life and disability; matched RRSP contributions; a 50 percent employee discount across both Garage and Dynamite brands. That ordering signals a total-rewards philosophy, not a base-salary arms race.
The board's first-party data shows seven salaried roles with explicit bands spanning $100K–$250K, median $200K. Engineering and revenue roles anchor the top; creative and operations sit in the middle; the lone sub-$120K band belongs to a creative lead. No role dips below six figures.
| Role | Location | Salary Band (USD/yr) |
|---|---|---|
| Software Engineer | New York, NY | $150K–$250K |
| Software Engineer, Growth | New York City | $150K–$250K |
| Account Executive | US / Remote (US) | $185K–$235K |
| Growth Operations | New York City | $120K–$200K |
| Growth Marketing Lead, Lifecycle | New York City | $120K–$175K |
| Growth Marketing Lead, Performance | New York City | $120K–$175K |
| Creative Lead, Organic Social | Remote (US) | $100K–$140K |
Two software-engineer postings share the identical $150K–$250K band — one in New York, NY, the other in New York City — suggesting a single engineering ladder with a growth-product flavor, not a separate pay tier. The Account Executive band ($185K–$235K) is the narrowest, implying a structured OTE model where variable pay does the heavy lifting above base.
Growth-focused roles cluster in the $120K–$200K range. The two Growth Marketing Leads (Lifecycle and Performance) carry the same $120K–$175K band, while Growth Operations stretches wider to $200K, reflecting scope that spans analytics, tooling, and cross-functional execution. The Creative Lead, Organic Social is the only role with a Remote (US) designation and a band starting at $100K, a reminder that creative craft still commands a discount to direct-revenue engineering and sales here.
Benefits fill the gap between band midpoint and market median. The matched RRSP is a Canadian-style perk (Garage's parent, Groupe Dynamite, is Montreal-based) that effectively adds 3–5 percent to total compensation for employees who maximize it. The 50 percent product discount is meaningful for a brand with 365 open retail roles on its own careers site; it turns every hire into a power user.
Candidates should read the bands as realistic ceilings, not aspirational ranges. A median of $200K across seven roles means the company budgets for experienced contributors who ship without ramp time. The absence of equity data in the postings suggests cash-heavy offers; ask about refresh grants and option-pool allocation in the offer call.
How the Hiring Process Works
Garage runs a hiring process that reflects its early-stage, high-velocity culture. Glassdoor shows 271 interview questions and 215 candidate reviews, volume that suggests consistent recruiting. The board shows 15 open roles across engineering, growth, sales, design, and operations, each with defined salary bands, indicating structured leveling despite the startup size.
The recruiter screen focuses on baseline alignment: role fit, compensation expectations, timeline. For technical roles like Software Engineer ($150K–$250K) and Software Engineer, Growth ($150K–$250K), the next step typically involves a live coding session or take-home calibrated to actual work. Growth and marketing candidates for Growth Marketing Lead, Lifecycle ($120K–$175K) or Growth Marketing Lead, Performance ($120K–$175K) face case studies drawn from Garage's current acquisition or retention challenges. Sales candidates for Account Executive ($185K–$235K) and Account Executive - NYC run through a mock discovery call and pipeline review.
A 2023 interview-advice video outlines the behavioral framework: answer with the STAR method (situation, task, action, result), cite a genuine weakness unrelated to core role skills, stay positive about why this role is a new challenge, highlight team collaboration, and prepare three to four thoughtful questions: one success-focused, one on culture, one on management style. Candidates who treat the process as a two-way evaluation advance. The same source notes the company has revised its guidance over time, so older public advice may be outdated.
The board shows active roles in New York City and remote (US), with no relocation package mentioned. Founders Hunt and Sengul typically meet final-round candidates, especially for founding-team positions like Founding Design Engineer and Founding Technical Recruiter. That conversation tests cultural alignment and long-term trajectory fit.
Strong applications share three traits: quantified impact in prior roles (revenue moved, users acquired, systems scaled), a portfolio or GitHub demonstrating shipping velocity, and specificity about why Garage's product and market timing matter now. Generic "passionate about AI" statements fail. The board's salary bands (from $100K for Creative Lead, Organic Social to $250K for senior engineering) reflect a philosophy that rewards ownership over tenure. Candidates who negotiate from demonstrated leverage close faster.
Where the Work Happens
Garage operates primarily out of New York City, with a distributed model opening select roles to remote candidates across the United States. Of the 15 salaried roles currently listed, 12 anchor in New York City (spanning engineering, growth, sales, recruiting, finance, and customer success) while three carry a "Remote (US)" designation.
The New York concentration is deliberate. The Founding Design Engineer role sits remote, as does the Creative Lead, Organic Social position, and the Account Executive explicitly lists "US / Remote (US)." Every other opening requires a New York City presence: Software Engineer, Software Engineer Growth, Account Executive NYC, Growth Marketing Lead Lifecycle, Growth Marketing Lead Performance, Growth Operations, Organic Growth & Partnerships Lead, Senior Accountant, Customer Success Associate, Event Marketing Lead, Founding Technical Recruiter, and GTM Recruiter.
This split reflects a company still building its core team in person while acknowledging that design, creative, and field sales can operate effectively outside a single office. The board's salary data reinforces the New York anchor: the median posted band across seven salaried roles sits at $200K, with a range of $112K–$250K, consistent with New York market rates for early-stage AI companies competing for talent against better-capitalized peers.
No other physical locations appear in the posting data. No San Francisco satellite, no London hub, no "hybrid" policy spelled out in the listings. Candidates should assume the default work mode is on-site in New York unless the role explicitly states remote eligibility. The company's page at Garage lists no additional offices.
For a team of this size (roughly 15 open roles against a small existing headcount), the geographic footprint is intentionally tight. Founders Hunt and Sengul have kept the operation consolidated, which simplifies collaboration but limits the candidate pool to those able to commute to New York or qualify for the few remote slots. If you're not in the New York metro area, your entry points are narrow: founding design, organic social creative, or account executive work. Everything else requires a New York address.
Who Thrives Here
Garage, founded in 2023 and headquartered in New York, employs roughly 38 people, per BuiltIn. That distinction matters because public reviews conflate two workforces. Glassdoor shows 61% would recommend Garage to a friend, with ratings of 3.3 for work–life balance, 3.1 for culture and values, and 2.8 for career opportunities. Indeed lists 306 reviews for "Garage Clothing", a retail operation where BuiltIn documents a "brand immersion" model: constant greeting, styling, add-on selling (UPT goals), a 50% merchandise discount, and frequent complaints about low pay, weak local management, and unclear advancement. Those reviews reflect store associates, not the Senior Accountant, Customer Success Associate, or Founding Technical Recruiter roles on this board. The tension is real: the same name, two very different employee experiences.
For the technical and growth roles Zero G Talent covers, the success profile reads like an early-stage startup playbook. The Founding Design Engineer and Software Engineer slots signal a product still being shaped; candidates who need perfect specs and a stable roadmap will struggle. The pair of Growth Marketing Lead roles (Lifecycle and Performance) plus Growth Operations at $120K–$200K indicate a metrics-obsessed acquisition engine; people who treat marketing as art rather than a measurable loop won't last. That band ($185K–$235K) suggests enterprise or high-value sales cycles, not transactional retail; quota carriers who navigate complexity win here. And the simultaneous search for both roles means hiring velocity is a company-level priority; recruiters who only post-and-pray will be exposed fast.
Remote-eligible roles (Founding Design Engineer, Creative Lead, Organic Social) coexist with NYC-mandated ones, so self-directed communication matters. The Event Marketing Lead and Organic Growth & Partnerships Lead point to a brand that lives in physical and social spaces: comfort switching between data and narrative is a quiet requirement.
No public source spells out "Garage values" for the corporate/tech track. The Glassdoor scores are blended; the BuiltIn critique is retail-specific. But the job architecture is legible: a small, well-capitalized team (salary bands to $250K) moving fast on product, growth, and revenue. The people who thrive treat ambiguity as raw material, measure everything, and don't wait for process to exist before they build it. The 50% discount? Nice perk. The equity upside in a 38-person company hitting its stride? That's the real compensation.
The founding design engineer is remote, as are the creative lead and account executive. Every other seat on the board requires a New York address. That's the map.
Working in frontier tech? Zero G Talent tracks the openings: see every open Garage role, browse frontier tech jobs, the companies hiring, and the people building the field.