We hire builders,
not resumes.
If you're passionate about building products that empower creators and reshape how brands scale authentic content — we want to hear from you.
Built by creators, for creators.
Brands pay creators and hope for the best. Creators negotiate flat fees that ignore what they actually produce. Both sides feel broken.
Clipster replaces all of that with a simple model: brands pay for verified views. Real creators, audiences and results. Creators earn for the value they create.
In 2025, we launched our platform, grew to 35 team members, scaled from zero to more than 290,000 creators, and paid out more than $7M to them. Our growth has been 100% organic — every single client came through word of mouth. We ran campaigns for companies like Telegram and UFC, labels like Universal Music Group, and artists like Elton John, Ed Sheeran, and Kendrick Lamar. We're profitable, backed by our first investor, and just getting started.
How we work.
What’s the culture like?
There are no passengers. It’s a small team where every person carries real weight — what you do is visible, and it matters.
Low hierarchy, zero red tape, easy access to everyone. Clear thinking and honest communication beat titles, credentials, and résumé theater.
We protect maker time. Meetings are rare and Slack is quieter than most places you’ve worked. That part is intentional.
Why choose Clipster?
We’re profitable, backed by our first investor, and every single client came through word of mouth — our growth has been 100% organic.
290,000+ creators, 158B+ verified views, $7M+ paid out. The scale is real, and the function you own is yours to build.
You don’t close tickets here. You ship outcomes, and you see them land.
Does Clipster offer benefits?
Competitive salary and equity, so you share in what we’re building.
Flexible time off — we trust adults to manage their own energy, not a leave balance.
Remote-first by default, a $1,000 home office bonus to set up your workspace, and an annual education stipend for books, courses, and conferences.
How do you hire?
Slowly, and we’re selective. Interviews reward people who present well under pressure — that isn’t the same as people who do great work, so we’d rather watch the work happen.
A call, a practical task built on a real problem we have, a one-week trial, then a conversation with our Founder and CEO. We’d rather explain the whole thing than leave you guessing.
