Become part of the Raidboxesteamnow!
Are personal responsibility, freedom and motivation important to you? We do too! Become part of our great team and help us to exceed our customers' expectations.
Are you looking for a sustainable job? Then you may already know Raidboxes. If not: Raidboxes is Europe's most sustainable web host when it comes to WordPress. For every new WordPress website hosted with us, we plant a tree in cooperation with Eden Reforestation Projects. We also support the Greenspark organization in various climate protection projects. Our data centers and our office run on green electricity from hydropower. In order to live sustainability holistically, we have had ourselves audited and certified according to B-Corp (Benefit Corporation) and GWÖ (Gemeinwohl-Ökonomie).
Our vision is for every small and medium-sized company to benefit from digitalization through our platform. In doing so, we create more freedom for our customers to focus on their passion and their business. Our daily mission at Raidboxes is therefore to have our customers' backs and make their WordPress hosting and website management as easy as possible.
Our growing team combines a wide range of skills from the areas of system administration, software development, marketing, design, communication and management. As part of the Raidboxes team, you will be given responsible tasks with plenty of scope for personal development, you will be involved in decision-making processes and you will gain insights into all areas of our company.
Diversity, equality and inclusion at Raidboxes
Diversity, equality and inclusion are core values at Raidboxes. We strive to increase diversity in our team by offering a remote-first, hybrid workplace, flexible part-time options and family-friendly benefits.
- Remote-first, plus modern office in Münster
- Flexible working hours
- Part-time (30 hours) possible
- Flat hierarchies (in the holacracy model)
- Employee shares
- Lived feedback culture (regular 1:1 discussions & pulse surveys)
- Fair salary and transparent salary development
- Overtime compensation
- 30 days paid vacation
- Sabbatical option
- Monthly budget (e.g. for company pension scheme, job bike, urban sports club)
- Training budget for courses, books and further training
- Budget for home office workplace
- Travel budget for remoters
- B-Corp and GWÖ certified
- Compensation for employees' CO₂ footprint
- Monthly communication training sessions
- Individual English courses
- Laptop with operating system of your choice
- Regular team events
- Mental Health contact person in the team
- Access to the "OpenUp" platform, where you can receive free psychological counseling if required
Would you like to help us realize our vision of the best managed WordPress platform worldwide? To make working with WordPress as easy as possible for our customers? Then become part of the Raidboxes team now!
Your direct contact person
If you have any questions about the positions or would like to send us an unsolicited application, please contact us now.
Melanie Lubbe
People Lead & Recruiting
Diversity & equality at Raidboxes
Diversity promotes innovation, equality and inclusion promote diversity.
There are numerous studies on the value of diverse teams, but this one stands out for us: Deloitte's 2018 global CIO survey illustrates that companies with inclusive cultures
- twice as likely to meet or exceed their financial targets than other companies,
- are three times as likely to be efficient,
- six times more likely to be innovative and agile and
- eight times more likely to achieve better business results.
For us, diversity, equity and inclusion (DEI) is not a debate, but a business necessity.
To highlight just two initiatives:
Election of the Equal Opportunities Officer
According to German law, this is always a woman, and only women may vote by secret ballot.
Equal opportunities officers at Raidboxes are elected for a term of four years. They do not report directly to managers, but are authorized to implement equality measures independently of other company objectives. They also advise People Operations and Culture Care and are the general point of contact for women when it comes to equality and safety in the workplace.
Flex30 part-time model
Parents and employees who have a 30-hour week due to childcare or other care responsibilities can flexibly increase their working hours to 40 hours whenever this fits in with their family's schedule and receive their usual hourly rate for these additional hours.
Employees can normally reduce their overtime flexibly in the form of compensatory time off. It is also possible to switch from full-time to part-time work. But we have recognized that part-time work is not always just a matter of preference, especially for parents with younger children (and especially mothers). Some parents prefer to work full-time if their childcare commitments allow it. That's why we pay them the same as full-time employees during the times when they can and want to work more.
Two examples from a larger number of initiatives and guidelines:
Raidboxes Code of Conduct (CoC)
Our Code of Conduct summarizes the values we are committed to as a team in a comprehensive document. It forms the cornerstone of our company culture, to which we commit in our daily interactions. New team members are briefed on the Code of Conduct on their first day at Raidboxes. Violations can be addressed directly or, if desired, through a specific role within the company.
We take issues with the Code of Conduct very seriously and investigate potential violations with a clear focus on protecting employees.
Bi-weekly anonymous pulse survey
Giving open feedback and putting it into action are crucial techniques for fostering an inclusive, agile team culture. In addition to regular one-on-one meetings, we conduct an anonymous survey of all team members at Raidboxes every two weeks.
The ability to provide anonymous feedback can open an important channel for employees who would otherwise find it difficult to be heard in a group situation. Based on the survey data, we were able to prioritize and implement a number of HR-related initiatives and improve our Employee Net Promoter Score (eNPS) from 34 to 72 within six months.