We're not
hiring right now.
But the right person is always worth a conversation.
eStreamly is early, and we hire rarely and deliberately. We don't keep roles open just to collect résumés — but when someone exceptional reaches out, we pay attention. If that might be you, tell us what you're great at.
Asia already runs on video commerce. Everyone else is 19% behind.
The thesis isn't subtle. It's why we exist. It's also why this role is interesting — there is a generational gap between where commerce is and where it's going, and you'd be building the layer that closes it for the rest of the world.
“We're not chasing a trend. We're building the infrastructure for the version of ecommerce that already works — everywhere except here. Yet.”
"If you're looking for a 9-to-4 with good pay and benefits, this is not for you."
Three things, in writing, so we can be held to them.
Diversity, no boundaries.
Talent has no color and no geography. Where you are, what you look like, who you trained with — none of it predicts whether you'll be great. We design our hiring around the work, not the resume.
Fairness, structurally.
The deal has to be fair to the team, to our members, to our clients, and to our investors — not just to one of them. If a decision only works for one side of that table, it's not done yet.
Entrepreneurship, required.
We seek people who impress us — contrarian opinions, hard work, initiative, and autonomy. The right hires don't need a manager to assign them the next problem. They show up with one.
"We're picking people very carefully. I don't want a hire — I want a partner in the technical work. Someone who'll disagree with me when I'm wrong, and own the room when I'm not in it."
Think you'd be a fit one day?
Introduce yourself.
No open role required. Tell us what you're great at and what you're looking for — one person reads every note, and we reach out when something fits.