The Roles and What They Pay
Four roles with posted salary bands appeared on Zero G Talent's board, revealing Jiga's first public compensation data as it scales sales, engineering, and supplier operations across two continents. The company recruits across three functions: sales, product engineering, and supplier operations. Sales carries the heaviest load. A Senior Account Executive focused on defense accounts lists a base of $130,000–$200,000, fully remote in the United States, per Zero G Talent's board data. A parallel Account Executive opening, also U.S.-remote with a San Francisco anchor, posts $110,000–$180,000, according to Zero G Talent's job board. At the front of the funnel, a Sales Development Representative role carries no published band.
Product engineering splits by geography. A Full Stack Product Engineer role for U.S.-remote candidates ranges $110,000–$170,000. A counterpart for Europe, covering Spain, the United Kingdom, Ukraine, Portugal, Finland, Germany, and Poland, posts $80,000–$140,000. Both postings title the role identically.
Supplier operations shows up in a single leadership slot: Head of Supplier Growth, U.S.-remote. No individual-contributor operations roles have surfaced publicly.
| Role | Geography | Base Salary Band |
|---|---|---|
| Senior Account Executive – Defense | U.S. remote | $130,000–$200,000 |
| Account Executive | U.S. remote | $110,000–$180,000 |
| Full Stack Product Engineer | U.S. remote | $110,000–$170,000 |
| Full Stack Product Engineer | Europe (7 countries) | $80,000–$140,000 |
Across those four salaried postings, the board's aggregate range runs roughly $89,000–$194,000 with a median of $175,000. That median sits above the midpoint of every individual posting, pulled up by the defense AE ceiling.
The spread tells a story about how Jiga values its functions. Defense sales commands a premium — roughly $20,000 above the commercial AE band at both floor and ceiling. Engineering pays on par with commercial AE work in the U.S. The European engineering band, while lower in absolute dollars, still reaches $140,000 at the top end.
Two additional roles appear on the board without posted bands: that role (U.S. remote) and Sales Development Representative (U.S. remote). Candidates for those positions should ask recruiters for the band up front — Jiga's transparency on the other four roles sets a precedent.
Equity mechanics do not appear in the board data. No strike prices, vesting schedules, refresh policies, or allocation percentages are published for any role. That absence doesn't mean equity isn't offered; it means the board's structured fields capture only base salary. Candidates should treat equity as a negotiation topic, not a given, and request the option grant size, current 409A valuation, and the company's most recent preferred price per share before signing. The same holds for benefits: health plans, 401(k) matching, parental leave, hardware stipends, and learning budgets are not listed. U.S.-based hires can reasonably expect standard startup benefits, but the European roles, spanning seven countries with vastly different statutory minimums, will almost certainly vary by jurisdiction. A candidate in Germany should ask about the specific entity of employment and whether benefits are localized or harmonized.
The geographic differential is the clearest lever candidates can use. A U.S.-based Full Stack Product Engineer negotiating at $150,000 base is asking above the midpoint of the posted band; the same engineer in Europe at $120,000 is above that band's midpoint. Recruiters know these ranges. Candidates who cite them by name move the conversation from aspiration to market data.
Inside the Hiring Funnel
Jiga's hiring motion reflects its distributed, product-led structure. The company lists 12 open roles across sales, engineering, and operations, with first-party board data confirming six active postings as of the latest ingest. All but the Europe-based engineering role are US-remote; the Europe role spans the UK, Ukraine, Portugal, Finland, Germany, Poland, and Spain. That geographic spread shapes every stage of the funnel.
Application and initial screen
Candidates apply through Jiga's careers portal or via linked job boards. Recruiters run a phone screen to verify compensation expectations against the posted bands and probe for narrative coherence: why Jiga, why manufacturing, why now. Candidates who cannot articulate the platform's value proposition, connecting engineers to vetted machine shops for CNC machining, sheet metal fabrication, injection molding, and 3D printing, rarely advance.
Technical and functional assessment
Engineering candidates face a take-home or live coding exercise scoped to a realistic product slice. The exercise is reviewed for code quality, test coverage, and architectural reasoning. A system-design conversation with a senior engineer covers scaling the supplier network, handling high-mix-low-volume complexity, and integrating with external ERP or PLM tools. The Europe-based role adds a time-zone collaboration discussion.
Sales candidates complete a role-play: a mock discovery call with a simulated mechanical engineer sourcing a precision CNC part. The defense AE track adds a compliance walkthrough led by someone from the existing defense team. SDR candidates run a cold-outbound simulation using Jiga's actual ICP list; conversion metrics from that exercise weigh heavily.
Team and culture interviews
Every finalist meets 3–4 future peers across functions. For engineers, that includes a product manager, a designer, and a supplier-operations lead. For sales, it's a solutions engineer, a customer-success manager, and the Head of Supplier Growth (a role currently open). These conversations test working-style fit: async communication discipline, comfort with ambiguity in a two-sided marketplace, and willingness to rotate into on-call or supplier-escalation duty. Jiga's team is small enough that every hire changes the bus factor.
A final conversation with the hiring manager's manager, typically a VP or the CEO for senior roles, covers trajectory, equity expectations (options granted on a standard four-year vest with one-year cliff), and any relocation or visa constraints.
Common disqualifiers
Candidates disqualify themselves by: ignoring the location constraints (applying to the US remote roles from non-eligible countries), failing to demonstrate manufacturing-domain curiosity, treating the take-home as a throwaway, or showing rigidity on async workflows. The defense track rejects anyone without active clearance eligibility or export-control literacy. Across all roles, ghosting the recruiter after the phone screen or missing two scheduled slots without notice ends the process — the team moves fast and expects reciprocity.
The process from application to offer typically runs three to four weeks for engineering, four to six for sales. Jiga does not publish a formal "time to hire" metric, but the board's live postings turn over at a pace consistent with that window.
Where the Work Happens
Jiga operates as a remote-first company with two defined hiring corridors: the United States and a European bloc spanning the seven countries listed above. The first-party board data shows every open role tagged "Remote" with a geographic qualifier: US-only or Europe-only. No posting lists a physical office address, and none requires relocation to a specific city. The closest thing to a hub appears in the Account Executive listing, which calls out San Francisco alongside the US remote option, suggesting the Bay Area may host a cluster of leadership or go-to-market staff. But even that role is pitched as "Remote/US," not "San Francisco (hybrid)."
The US corridor carries the higher salary bands. The European engineering band is notably lower, reflecting local market calibration rather than a tiered role definition. Both roles are US-remote only, with no European equivalents posted as of the latest board snapshot. That distribution signals where Jiga's revenue engine and supplier-facing operations are anchored today.
What the remote model enables is visible in the role design itself. A Full Stack Product Engineer hired in Warsaw or Lisbon works on the same product surface as a counterpart in Austin or Denver, with the same stack, sprint cadence, and on-call rotation. The SDR role, typically the most office-centric function in early-stage sales orgs, is also listed remote-US, indicating Jiga has built the tooling and management rhythm to ramp junior reps without a shared floor.
A separate entity, JIGA, the Philippine automotive service chain operated by MGA.414 Corporation, signed an MOU with VinFast to expand EV service workshops across Luzon and Visayas. That JIGA runs 16 physical facilities in NCR, Makati, Taguig, Parañaque, Iloilo, Bacolod, Roxas, Capiz, and Cebu. It is not the same company as the Jiga posting roles on this board. The Philippine JIGA's workforce is tied to bays, lifts, and parts inventory; the Jiga hiring here is tied to GitHub, CRM, and video calls. Conflating the two would mislead candidates about where they'd actually work.
For a candidate evaluating Jiga, the takeaway is straightforward: you will work from wherever you live, provided it falls inside the approved corridor. The company has not published a return-to-office timeline, a hub-and-spoke policy, or a quarterly offsite calendar in any of the board listings. If you need a physical workspace, you'll arrange it yourself. If you need time-zone overlap with San Francisco for sales standups or with Berlin for engineering reviews, the corridor boundaries already answer that. The operating model is the location.
Who Fits the Culture
Public employee feedback on Jiga is thin. What exists instead is a pattern in the roles the company keeps posting, the compensation bands it publishes, and the geographic spread of its hiring. That pattern is the strongest signal available about who fits.
The board data shows six active listings as of this writing. Every listing is marked remote — US-wide for the domestic roles, and across seven European countries for the EU engineering slot. No headquarters city appears in the postings. The operating model is distributed by default.
That distribution shapes the profile. Candidates who thrive in async, written-first environments, such as engineers who document decisions in PR descriptions rather than relying on hallway conversations and salespeople who build pipeline from a home office without a local manager shadowing calls, match the setup. The Europe engineering band also signals comfort with cross-border tax, compliance, and time-zone coordination; the company is hiring there deliberately, not as an afterthought.
The defense-tagged account executive role points to a second filter: regulated-sales fluency. ITAR, EAR, CMMC, and the cadence of government procurement cycles are not learnable on the job in a quarter. People who have carried a quota into the DoD supply chain or sold into prime contractors will ramp faster. The Head of Supplier Growth title suggests a marketplace dynamic: someone who can onboard and retain manufacturing partners, negotiate framework agreements, and translate capacity data into revenue. That blend of supply-chain literacy and commercial instinct is niche; it tends to come from procurement-tech, industrial marketplaces, or tier-one supplier management.
On the engineering side, "Full Stack Product Engineer" (not "backend" or "frontend") implies end-to-end ownership. The stack isn't public in the listings, but the salary spread aligns with a React/TypeScript/Node or Python household. Engineers who ship features from spec to production, write their own tests, and talk to customers during discovery calls fit the title. The SDR role, the only sub-$100k band likely on the board, feeds the enterprise funnel; resilience in high-volume outbound, comfort with technical buyers, and a path to closing are the leading indicators of promotion.
No employee quotes, tenure distributions, or promotion rates are in the public record. The research digest supplied for this article covers a 2020 consumer power-bank review and academic papers on algorithmic hiring bias — neither of which describes Jiga the company. Until the firm publishes a culture deck, runs an engagement survey, or accumulates review volume, the only evidence-based answer to "who thrives" is the one the board already shows: people whose track record matches the open roles, who operate autonomously across time zones, and who don't need an office to feel connected to the mission.
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