About Canonical
We deliver open source to the world faster, more securely and more cost effectively than any other company. We're also the publishers of Ubuntu, the world’s most popular enterprise Linux from cloud to edge, together with a passionate global community of 200,000+ contributors. Ubuntu means 'humanity to others'. We chose it because it embodies the generosity at the heart of open source, the new normal for platforms and innovation. Together with a community of 200,000, we publish an operating system that runs from the tiny connected devices up to the world's biggest mainframes, the platform that everybody uses on the public cloud, and the workstation experience of the world's most productive developers. Secure and reliable, elegant and intuitive, and open for innovation - this is the future of open source, which is why we're proud to be the developers of the fastest growing Linux in the world despite already being the most widely deployed. If you're interested in a career at Canonical, we are a remote-first company so please apply to any suitable role as skills are valued more than location, despite some having a preferred geographic preference.
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Canonical Recruitment Process
Interview Process
Canonical publishes its full hiring process on its careers site. It runs in three stages and, by the company’s own estimate, takes around 3 months from application to offer across all levels from Graduate to VP.
Stage 1 – Written assessments
- Written interview – A set of written questions tailored to the role, covering academic and professional achievements. It is reviewed anonymously, without your resume or personal details, to reduce early bias, and is typically graded by two domain experts.
- Psychometric assessment (GIA) – A 5-part General Intelligence Assessment taking 30–45 minutes, measuring aptitude, problem solving and speed of learning. Canonical describes it as a cognitive ability assessment rather than an IQ test, and all applicants must complete it.
- Technical assessment – Role-dependent, graded by a domain expert, and revisited in later discussions.
Stage 2 – Interviews
- Early stage interviews – Three interviews on technical and domain-specific skills, usually with future colleagues, peers and close stakeholders, used to decide which team and role fit you best.
- Talent interview – With the Talent Science team, covering career motivations. You complete a 10-minute Personality Profile Analysis (PPA) beforehand. Compensation is first discussed here.
- Late stage interviews – With your potential manager, the Hiring Lead and other senior stakeholders. Candidates for management or leadership roles also meet the CEO.
Stage 3 – Offer and onboarding – The Hiring Lead communicates the offer; on acceptance you join Canonical’s onboarding programme before your first day.
Source: the company’s own careers site (https://canonical.com/careers/hiring-process). Hiring processes change – check that page for the current version.
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