Hubs you can walk into. Lanes you can fly.
From the Manila control tower to the Singapore charter desk, we move people between hubs because lanes are easier to manage when you've stood at both ends. Every Keenista takes at least two hub visits a year.
Find your shift.
A floor, not a list of perks.
The same package in every region. We index to the country with the strongest worker protections and apply it everywhere we operate.
Health, on day one
Medical, dental, vision, and mental-health coverage active from your first paid hour.
Equity for everyone
RSU grants on hire and at every promotion — operations, ops support, and engineering alike.
32 days off
Five weeks of paid leave plus regional public holidays. We expect you to take them.
Hub or remote
Work from any of our 14 hubs or fully remote in 19 countries. We cover the home-office setup.
Learning budget
$3,000 per year for courses, certifications, and conferences. No approval theatre.
Travel between hubs
Quarterly visits to other Keen hubs to learn the lanes you don't see day-to-day.
Family leave
20 weeks paid for any new parent, with a four-week phased return.
Sabbatical at year five
Six paid weeks to disconnect — at year five, ten, and every five thereafter.
Six rules that hold across 2,840 people and 14 hubs.
These are not posters. They are the lines we use to argue, to hire, and to settle the hard calls when a shipment is at risk.
Cargo arrives.
Every promise we make to a customer ends in a delivered shipment. The work that gets it there is the work we measure.
Operate in the open.
Status is shared, not requested. Mistakes are flagged early, fixed plainly, and learned from in the open.
Sweat the milestone.
A shipment moves through forty hand-offs. Each one is somebody's main job for ten minutes. Treat the ten minutes as if it were the whole.
Earn trust quarterly.
Tenure does not entitle you to credibility. We rebuild it with every quarter's metrics, every audit, every customer review.
Build for the next decade.
Lanes outlast contracts. Tools outlast teams. Decisions get judged on the trace they leave five years from now.
One operations team.
Air, ocean, ground, customs: different desks, same shift report. The handoff is the work.
From application to offer, in the open.
The same steps for every role. You always know where you stand and what comes next.
- 30-minute intro call with the recruiter — context for both sides, no surprises
- Hiring-manager conversation — your background, the team's needs, the open questions
- Two craft interviews with the team you'd join — practical, scoped to real work
- A final loop with cross-functional partners (operations + one peer team)
- Reference calls and offer — usually within 10 business days of the final loop