Buildsomething you'reproud of.
A career here isn't the role you get. It's the person you become while doing the work — and we've been building people that way since 1997.
Twenty-nine years old. No debt. No outside investors. Nobody outside this company gets a vote on what we build — or on who we keep.
29 years
since day one
investors
in the group
14 nationalities
systems run in
Six things that are true about working here.
And what each one asks of you.
We work hard.
Not performatively. The work is real, the clients are global, and the standards are high.
You like difficult problems.
We care deeply.
About people, careers, customers, and the work we put our name behind.
You care about people.
We give people room.
If you have an idea, you can pursue it. If you want to build something, lead something or learn something new, we will make room.
You have ideas — and you own them.
We love what we do.
Technology isn't just a job here. There is genuine pride in building things well.
You want to be really good at something.
Everyone is a founder.
One of our ten beliefs, and the reason Gateway is a group rather than one company. Most of those units began the same way: someone had an idea, defended it in a room, and was given budget and autonomy to build it.
You'd rather build the idea than file it.
The world is the workplace.
Fifteen countries, systems live in thirty-nine, two thousand people and fourteen nationalities. The culture is shared; the households are not.
You want more than one kind of room.
Presenting the caseJoined as a tech lead · thirteen years in IoT and embedded systems
Now · Sr. Lead, Innovation & Research
First onsite · EuropeJoined December 2019 · the newest and youngest on the team
Now · Senior Analyst, Development
Every year I was handed something slightly bigger than I'd earned.
He arrived with some experience behind him and was recognised early. By 2022 he had built an architecture supporting more than 1,500 screens, cleared GIFT, and was leading a team of twelve.
In February 2023 came his first onsite opportunity — the Netherlands, then Germany. The journey still continues.
"Persistence turns every challenge into a step toward something greater."
Let's be honest. Gateway isn't for everyone.
What we care about 04
- 01We care about deadlines.
- 02We care about engineering quality.
- 03We care about what we promise our clients.
- 04We expect people to take responsibility.
And what it asks 03
- 05Sometimes the technical problems are complex.
- 06Sometimes the learning curve is steep.
- 07Sometimes the work requires you to stretch.
If that isn't what you're looking for, we would rather you knew now than three months in. But if you thrive on building, on owning the outcome, and on being trusted with more than you were strictly ready for — you'll feel at home here.
If you want to grow, let's talk.
A rhythm that's fast, human, and always evolving.
You don't just join a company, you become part of a team. Work on meaningful projects in a culture that inspires, challenges, and supports your growth.
Your career isn't a ladder. It's a landscape — and here is the map.
Growth here isn't a promise made at an interview and forgotten. It is four things that happen in a specific order: a foundation that is built for you, a plan that is written with you every year, a person whose job is your growth, and a fast track that you decide when to take.
GATI
How people join from campus.
GATI
One year, deliberately demanding, built around live work rather than lectures — because everything after it rests on what gets set down here.
After that year, everyone who came through GATI joins the mainstream on exactly the same footing as everyone else.
Your growth plan
One-on-one. Not a form, and not a surprise.
Your growth plan
From then on a growth path is created for you, every year. It is monitored through the year rather than remembered at the end of it, evaluated against what was agreed, and talked through with you face to face.
Your mentor
They are accountable for the guidance your growth in this organisation needs.
Your mentor
A mentor is assigned to you — deliberately separate from whoever runs your project — and they stay yours. You approach them whenever you need to.
That is the whole of their brief.
GIFT
You nominate yourself.
GIFT
Gateway Internal Fast Track. The moment you believe you are ready to move up ahead of the normal cycle, you don't wait to be noticed and you don't wait to be nominated.
GIFT · Gateway Internal Fast Track
Nobody has to spot you. You raise your own hand.
Most organisations make you wait to be noticed. GIFT inverts that. When you believe you are ready for the next level ahead of the normal cycle, you open your own nomination — and the organisation is then obliged to give you a real answer, in the open, on a timetable.
The seven stages
You apply
A guided self-assessment — ten questions on your own readiness, answered in your own words. It autosaves; nothing reaches your managers until you press submit.
Reporting Head
The first approval. They can approve, ask you for changes with a note, or reject.
People Manager
The second approval — and if your Reporting Head said no, this is where it can be escalated to the Head for a final call.
Scheduled
Your People Manager picks the jury panel, proposes a time and books the room. You and every juror are told.
The jury
A panel meets you. Each member submits what you're strong at, what you're not yet, a development plan, a verdict and a rating.
The decision
The moment the last juror files, it goes straight to the decision. Pass or fail — and a fail is recorded with a reason.
The result
On a pass you're promoted to the new designation. With appraisal, or promotion only — the track is set up front, not negotiated after.
A no is not the end, and it is never silent.
If your Reporting Head rejects a nomination, your People Manager can escalate it to the Head. If the jury doesn't clear you, the reason is written down and you get a development plan out of it — then a cooling-off period, and you can come back. The eligibility gate is published: minimum time in role, a gap since your last review, and that cooling-off period after an unsuccessful attempt.
The alternative to changing companies for a title is a company that will give you one when you've earned it — and tell you exactly why when you haven't.
GATI · Gateway Accelerated Talent Immersion
Gati means momentum.
GATI is how people join us straight from university — hired from day one, and not only into technology. Engineering, sales, finance, marketing, marcom and HR all recruit through it. Over 1,200 people have started their careers this way. It runs for about a year, and at the end of it you are simply a colleague like any other.
What the programme actually is
Day one · the intakeWe bring you on board.
A full-time offer from day one. Not an internship, not a trial, not a maybe — you join as an employee of the organization, with everything that comes with it.
A mentor, close enough to catch youWe take full responsibility.
For what you become, not only for what you deliver. That is the commitment we make in exchange for the years you give us at the start.
The foundation year, in sessionWe make you work hard.
These are your foundation years. What you build in them decides what the next twenty look like, so we do not spend them gently.
The ones who came through itWe are not lenient.
It is your career at stake. Being easy on you now would be the least useful thing we could do, and we would rather be honest about that before you join than after.
We prepare you to be good developers, smart coders, business people, HR professionals — and a great deal more besides.
Perks aren't the pitch. The first year is hard work, real training, and giving your best — the benefits follow.
It is not a twelve-week course. The programme runs across your first year, structured around live projects, real teams and real deadlines, with mentors close enough to catch you.
Two ways in — same programme, same first day
Engineering, delivery and design
- ✓ Final-year students
- ✓ 70%+ aggregate
- ✓ No active backlogs
Sales, finance, marketing, marcom and HR
- ✓ Final-year students
- ✓ MBA
- ✓ Relevant specialisation
Marks get you into the room. They don't decide what happens in it.
Team GATIJoined 2026 · Associate
Now · Engineer, Software Development
I came in as a trainee expecting to be taught. Instead, I was trusted.
Individual tasks, group tasks, weekly presentations, and the responsibility to teach ourselves whatever we didn't know yet. What made it work was the mentors — they let us struggle just long enough to actually learn something.
In April I joined a live project. By June I was onboarded full-time, three months ahead of when my training was meant to end.
Team GATIJoined 2020 · Associate · cleared GIFT twice
Now · Sr. Analyst, Software Development
I refuse to be one label. React, Node, full-stack, DevOps — I'm whatever the work needs.
I cleared GIFT in 2021 and again in 2022, the second time while adapting to a new project and a new stack. Twice onsite in Norway.
I now mentor new joiners and run training sessions. Outside work, one book written and another in progress.
Whichever track brought you in, that's what the year asks of you: real mentors, real work, real responsibility.
Five people. Five completely different ways through.
Every one of these is a real colleague and a real sequence of years. Open any of them — you can have as many open at once as you like.
You don't have to arrive knowing exactly where you want to go. But once you see an opportunity, we expect you to take it.
- Start something.
- Fix something.
- Learn something.
- Lead something.
- Ask the uncomfortable question.
- Build the better way.
That's how careers move here.
Here's the hiring journey. Start to finish, no guesswork.
"A promise made is a promise honoured" is one of our ten beliefs, and it starts before you join. Here is the whole of it, so there is no part of this you have to guess at.
- Stage 01
HR interaction.
A first conversation with a person, not a portal. We talk through what you're looking for and are straight about what the role actually needs.
- Stage 02
Realtime assignment.
A real problem, worked through in real time — close enough to the actual job that both sides know what they'd be signing up for.
- Stage 03
Interview.
A conversation with the people you'd actually work with — not a panel reading from a script.
- Stage 04
Final HR discussion.
Role, compensation, and anything still open — settled plainly, before an offer is ever on the table.
- Stage 05
Offer rollout.
An offer, or a clear no. Either way, you hear it from us directly.
Came straight here? The five-minute version of why people stay ↑
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First, the boring part. Who are you?
A few fields, then we get to the interesting questions.
Tell us about something you built, fixed or ran that you're proud of.
It doesn't have to be work. It doesn't have to be big. We're interested in what you chose to do and why — not the technology list.
In your own words — what do you think this job actually involves?
Not the job description. What you imagine a normal Tuesday looks like. Getting this half-wrong is completely fine; we want to see how you think about it.
Which of the six things we said about ourselves made you keep reading?
Pick as many as are true. Or none of them, and tell us that instead.
We said Gateway isn't for everyone. What gave you pause?
Honestly. "Nothing" is an answer, but it's rarely the true one — and we'd rather hear the real concern now than find it three months in.
Anything else you'd like us to see?
All optional. Your CV is welcome but it isn't what we'll read first.
Here's what you're sending us.
Read it back. You can go to any question and change it.
Refer a colleague
Who should we be talking to?
This form is for people who already work here, so the referral is recorded against you properly.