Careers FAQ

Frequently asked questions by our applicants

❓General FAQ’s

What is AMBOSS’ mission?

We place doctors at the center of everything we do at AMBOSS and let our mission guide us.

It was our founders’ ambition to go beyond supporting medical students with their studies to also empower them to be the best doctors they could be. Today, we’ve evolved into a physician-focused organisation, supporting doctors from the beginning of their studies right the way through to the highest points of their careers. Despite our broadening horizons, we’ve nurtured our close relationships with our student users and many have stayed with us as they transitioned into residency and specialization, championing AMBOSS’ use in the hospitals and surgeries they’ve joined.

Check out our article, ‘Our Mission’ to dive deeper into how our mission came about, how it reflects what matters most to us, and how it impacts what we do.

What are our values?

These three core values sit at the heart of everything we do at AMBOSS and act as our firewall as a company. We like to think of them as our “immune system” values.

1. We are generous team players: 


The greatness of a team depends on the individual team members generously involving themselves. At AMBOSS, we give without expecting something in return. We devote time and attention to our colleagues, their thoughts, and their perspectives. We first ask how we can contribute to making things better instead of finger-pointing. We give credit where credit is due and don’t hesitate to offer praise. We know that our greatest successes are a team effort and not the work of lone achievers.

2. We value substance over style:


We are not afraid to be ourselves. We are impressed by people who don’t need to impress or pretend and have no tolerance for power politics. We believe that really smart people are humble. We have no time for empty talk or hot air. If we have no clue about something, we don’t pretend we do. We are reflective about our strengths and weaknesses and are comfortable being transparent about them. We value what is right, not when we are right.

3. We are hungry for impact:


We are passionate about what we do, proud of what we have achieved, and hungry for more. We are curious about new possibilities and never stop exploring. There is no such thing as “business as usual” for us; yesterday’s success is today’s baseline. We are audacious. We challenge dogma, tradition, and even our own beliefs. While we respect a challenge, we are not intimidated by it. If it’s really important, we’ll find a way not an excuse.

What does your onboarding look like?

Our goal is to ensure that newcomers feel fully involved from Day 1.
Your first week at AMBOSS is called “Orientation Week”. This is a company-wide onboarding week in which you will participate in presentations and workshops with other new employees.
During the week you will also have independent ‘flexible slots’ to meet your manager, team and get yourself set up

From then on, new starters have an onboarding plan created by their people manager and their team. This plan will ensure that they are familiarised with knowledge that will help them succeed in their role.

In some departments we have a buddy system that connects newcomers with a fellow AMBOSSian that is assigned to help the new hire’s transition into a new work environment.

What sets AMBOSS apart from its competitors?

We’re aware of competing products on the market, but as one of the market leaders not only in Germany but worldwide, we’re confident in AMBOSS’ position as the most progressive and successful product in our field.

Our organic growth is testament to our success with medical practitioners, but our foundations, people, and the relationships we’ve built with users are also invaluable factors for our success:

  • Our inception as an organization built by doctors for doctors gives us a unique and thorough understanding of the needs we aim to meet.
  • Working with the finest engineering talent to create our vision has been top priority, and this blend of medical and technical expertise has led to the digital product we have today.
  • Our close relationship with our end users and their strong brand loyalty has provided many opportunities for user collaboration.

If you feel that this type of work environment speaks to you and you’re driven to make a difference, then get in touch.

Who is part of the AMBOSS team?

You can find most AMBOSSians on LinkedIn!

The AMBOSS team is a mix of people from all walks of life with more than 50 nationalities and a rich tapestry of professional experiences. Diversity and inclusion are both critical aspects of our organizational culture and we pride ourselves on being proactive in these areas and enshrining these values in our everyday lives.

AMBOSS is a glorious mixture of dedicated:

  • Engineers
  • Medical Editors
  • Product Managers and Designers
  • Data Analysts
  • Marketers
  • Creatives
  • Business Development and Sales Experts
  • Human Resources and Talent Gurus
  • Support Specialists
  • And so much more…

With such a wealth of professional experience and backgrounds, we ensure our employees are given every opportunity to perform to the best of their abilities in the workplace and cross-departmental collaboration is placed at the centre of our success.

Where is AMBOSS based?

You’ll find AMBOSS offices in Berlin, Cologne, New York, and Cagliari, Sardinia.

Why are people so motivated to join AMBOSS?

We’re told the most common motivator is our mission: empowering doctors to provide the best possible care. Each individual’s contribution to this goal is indispensable. Our employee feedback highlighted some other interesting answers too:

  • The company’s sustainable growth and human approach to employment is very attractive.
  • AMBOSS satisfies employees’ drive to innovate and try out more experimental approaches to their work.
  • Working with a team of experts in this innovative field is inspiring.

Why do people enjoy working at AMBOSS?

We asked AMBOSSians directly, here’s what they had to say:

  • Every person is approachable and makes time for one another. You’ll often find yourself at mealtimes with people from a diverse mix of departments, including the CEOs and occasionally, our littlest AMBOSSians from the Kindergarten!
  • We’re transparent about our strategy, goals, and results.
  • This company listens. We fully support our employees not only in their work-related ideas but also in their work-life balance, offering flexibility in different aspects.
  • We have an excellent balance between support and management, choosing to empower our employees in their work and give them the tools to be more effective and grow professionally and personally. Check out this article on AMBOSS feedback culture  and discover how we nurture each others’ professional and personal growth.
  • At AMBOSS, every success is celebrated and every setback is seen as an opportunity to learn.
  • Our working environment is cosy, relaxed, and filled to the brim with delicious food!

Why do people leave AMBOSS?

Like every company, sometimes we have the pleasure of working with some truly amazing colleagues who eventually decide to move on. Sometimes they leave because they want to move into a different role that we’re not able to offer at the time or they simply want to take on a different challenge altogether. And sometimes people just get itchy feet and want to travel or decide to explore other professional opportunities.

We always try to ensure that our employees leave with the best of send-offs, but also concrete references and support with their next career choices whenever required. Exit interviews and surveys are incredibly important, not only to the employee but also to us as an organization, helping us to find out what we can improve on – we take all feedback very seriously.

🧩 The Interview Process

I've submitted a job application. How do I know if you have received my application?

You will receive an automated email response confirming receipt of your application. We value your interest in working at AMBOSS, and will do our best to keep you informed throughout the recruitment process. Due to the large volume of applications we receive, it may take some time before you receive a personalized response.

Will I hear back if I am not selected for a job?

Yes. A talent acquisition manager will contact you once we have reviewed your application whether or not you have been selected for next steps in the hiring process.

What does the interview process look like?

Our interview process is flexible and depends on a number of factors – the type of position you’ve applied for, your availability, and your location to name a few. You should know the details of the process after the first interview.

We love to meet people in person and not just over video calls, so we’ll do our best to bring you to one of our offices during the interview process so that you can meet the team and get a feel for the office culture.

The standard process involves an introductory call with the talent team, a technical interview with the manager or technical expert for the role, an assessment task focused around the role’s key skills, and finally, one or more team interviews to meet with some team members. Our CEO’s also like to meet you before running into you at the coffee machine, so we also try to set up short introductory meetings between our co-founders and final round candidates.

These steps are of course subject to change and often dependant on the seniority level of the position. The number of steps in the process can also change where deemed appropriate.

🤩 Employee Perks & Benefits

What kind of benefits do you offer?

Our benefits are fully customizable for each AMBOSSians. Depending on where you are based, you could enjoy the following benefits:

  • A subsidized public transport  card or bike subscription.
  • An “AMBOSSteria” menu brimming with high-quality meals lovingly made from the best ingredients and cooked by our own chef everyday.
  • Incredible discount on your gym subscription with Urban Sports Club in Germany or Classpass in the USA.
  • Flexible hours and working opportunities for most roles, including working from home or from our offices abroad.
  • An abundance of learning opportunities with our “crosstalks” (internal knowledge transfer) as well as internal and external training offers and seminars.
  • Growth & development is as important to you as it is to us, so we offer an individual learning budget to invest in your personal development.
  • And finally, for those with children in Berlin: a transitional kindergarten service for your children and full support in their integration into the education system here.

Do you offer relocation?

If you’re making the move to join us, make sure you get in touch as you might be eligible for the following support:

  • VISA/Blue-Card sponsorship for you and your family
  • Relocation bonus
  • Assistance with German bureaucratic processes (phew!)

Do you have flexible working hours?

Our core working hours are from 10am to 4pm. Around those times, people have the flexibility to design their own schedule.

Where can I work?

Most people at AMBOSS work onsite in one of our offices (how else would they benefit from the delicious food?!) but if their role allows it, they also have the option of working from home some days per week. Other people work exclusively from home due to the nature of their role.

We also offer the opportunity to AMBOSSians to work from our offices abroad. So, whether you’ve always wanted to visit the big apple, dive into Berlin’s rich history, or soak up some rays in Sardinia, it’s possible with us.

Do you encourage education?

Yes. Continuous education is very important to us!

We provide multiple opportunities for people to learn from each other. One example is the Crosstalk format, regular talks delivered by topic experts and so named since everyone is invited to join. We also have learning lunches for the Engineering and Product departments, the “DevLunch”, where people share their knowledge on technical or non-technical subjects.

Specifically for AMBOSSians based in the German offices, we provide support with their integration in Germany and German language learning.

When it comes to formal training, we have a catalogue of training that can be used when needed in the form of our AMBOSS Academy.  This way we can cater for our AMBOSSians’ need to develop and support the AMBOSS learning philosophy.

🕹 Engineering FAQ

Which technologies do you use?

  • Our philosophy is the best tool for the job. We give teams and engineers the ability to choose their own technology and make sure they can choose what is best suited to solve the problem. There are of course common sense limitations, for example, choosing from programming languages that are well known and supported inside the team or staying within React as a whole for our core frontend stack. To enable technology diversity, we use Docker and Kubernetes to allow teams to take full ownership of their technologies and deployments.
  • Our tech stack has historically been PHP and Symphony and it still plays a central role in our core content experience. But today, we have a microservice architecture using PHP, NodeJS, Python, Golang, and Scala. We use MySQL and PostgreSQL for our transaction data, Redis for caching, Kafka for real time messaging, ElasticSearch for search, and Google BigQuery for our data warehouse. On the frontend side we use React for our core application. We deploy using Jenkins, Docker, and Kubernetes on AWS.

How is your architecture composed?

  • Our platform is hosted in AWS (production) and Google Cloud (Data stack). In AWS we use services like EKS (Kubernetes), RDS, MSK (Kafka), Redis, Elasticsearch, S3, CloudFront,  and others. We maintain two regions and three different k8s clusters for prod, staging, and QA environments. We use helm to package our services and deploy them to kube. We have several tech stacks: PHP, Python, Golang, JavaScript, and we are potentially open for more.
  • We have a microservice architecture, using an API gateway (GraphQL) to make services accessible to our mobile and web clients.

What’s the state of your platform?

Historically, we have been a PHP only company, traditional PHP monolith with server side rendering and enriched with jQuery and PHP. In 2019, we moved this into a modern microservices architecture. While there is legacy code and a large monolith around, we are aware of the technical debt but also do not refactor or “microservicefy” it for the sake of splitting it up. We have a sensible approach to manage our core platform and step-by-step splitting of further functionality as needed.

What’s your future roadmap?

Architecture-wise, our roadmap aims at improving the autonomy of teams by decoupling services from each other and core services (part of a monolith or separate ones). Our ultimate goal is to facilitate the growth of the engineering department without sacrificing the stability of the system and addressing technical debt on the go without a complete rewrite. We invest in automation (tests, continuous deployment), monitoring (we use Datadog & Sentry), and resilience in service-to-service communication (synchronous and asynchronous).

How many users do you expect on your platform?

  • English Platform: 100K users per month, with daily fluctuation between 13K-22K depending on the seasonality.
  • German Platform: 90K users per month, with daily fluctuation between 15K-25K depending on the seasonality.
  • Website: 5M visitors per month.
  • Currently roughly doubling each year.
  • Answer for people that look for high traffic or volume here: Since we have a specialist product, we don’t have billions of visitors or views. Our technical challenges come through the user lifecycle and specialist needs.

Do you contribute to open-source?

  • We have no properly maintained open-source projects on our Github repo. Our Engineers contribute, where possible, fixes and improvements to existing open-source frameworks that we are using and that impact our work.
  • Several of our developers are involved in the open-source community outside of work and we are using a few open-source projects that people created or contributed to.
  • We have contributed a few utilities that we’ve built in open-source, e.g. a MySQL to BigQuery synchronization script.
  • We have plans to further open-source some of the cool frameworks we build internally, for example, a GraphQL framework for PHP or our monitoring integration for our data stack.

How does your CI/CD look like?

  • We use Jenkins for both but are considering alternatives (ie. Spinnaker, Prowl, Jenkins X) for the future.
  • We have multiple environments and operate in multiple regions, and Jenkins builds and coordinates the deployments throughout all environments.
  • Jenkins may perform and coordinate the deployment process for every service, but it is also using helm under the hood to do the actual deployment to each environment.
  • We have a number of shared pipelines used by many services, but our larger and more complex services have their own dedicated pipelines due to their complexity. We do hope to reduce the number of pipelines in the future to further simplify things, but even so we’re only talking about a dozen different ones currently.

How’s your test coverage?

  • We use codecov to measure unit/ API/ integration test coverage. It’s currently used in 8 of our repos and the one with the highest coverage is 100% covered; the lowest is just below 20%. We don’t look for absolutes or minimum values to work with, but approach this metric as a baseline indicator that each team (or service) has to find the right balance for. For example, critical APIs like authentication have higher standards than our user profile.
  • We don’t currently measure e2e coverage – it’s based on a different approach but would be great to have it included in the metric.

Development vs. maintenance?

  • In general, the ratio of new features and maintenance of existing features varies depending on the team. We count all work on features that have been completed before the current quarter as maintenance work.
  • We currently have two overhaul projects: the re-implementation of the iOS App and the overhaul of our search functionality.
  • Including these, we spend about 60% of our efforts on new features and initiatives, and 40% on maintenance. Without these projects, the ratio is 85% new features, 15% maintenance.

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