Founding Enterprise Sales Lead, Hopper
Artificial Intelligence
$400-500k
Offers Equity - $200K – $250K Commission & Uncapped quarterly paid performance bonus. Salary bench marked on US rates & may differ for UK location. Listed range is total compensation
More information about location
Travel booking app
Open for applications
Travel booking app
1001+ employees
Open for applications
$400-500k
Offers Equity - $200K – $250K Commission & Uncapped quarterly paid performance bonus. Salary bench marked on US rates & may differ for UK location. Listed range is total compensation
More information about location
1001+ employees
Company mission
To make booking travel faster, easier, and more transparent.
Jump to section
Company mission
To make booking travel faster, easier, and more transparent.
-1% employee growth in 12 months
Our take
Hopper is a mobile application that uses big data to predict and analyse airfare and accommodation prices, delivering savings to users. The company was created to make booking travel faster, easier, and more transparent by leveraging the power that comes from combining large amounts of data with machine learning.
As well as its booking platform, the company also has a B2B offering called HTS (Hopper Technology Solutions), which enables travel providers to integrate Hopper's travel, fintech and eCommerce products. Major partners of this initiative include Marriott, Kayak and Capital One.
Supported by early funding rounds, Hopper has used this capital bto improve operating margins and push into new international markets. Together with its consumer and enterprise products, this strategic investment strengthens Hopper's role as a data-driven travel technology leader, shaping how travellers and industry partners access and use travel intelligence.
Steph
Company Specialist at Welcome to the Jungle
Benefits
- Pre-IPO equity: Hopper gives employees the choice between stock options and restricted stock units as part of their total compensation package. When choosing stock options, employees don’t have to worry about short exercise periods if they later choose to move on. Instead we offer up to four years to exercise options after employment, depending on length of tenure.
- Evergreen equity program: We want to retain our highly valued employees. So when an employee is more than 50% of the way to vesting all of their options or RSUs, we refresh their grant. It’s as simple as that.
- Coworking spaces on demand: For those who do value having a workspace out of the home, we offer optional access to coworking spaces. In some cities - Boston, London, Montreal, Paris and Toronto - we even have dedicated coworking spaces just for Hopper.
- Light internal meeting culture: Not only do we not like meetings; we actively discourage them. We ask that no one starts their week with more than 25% of their calendar booked internally and have created a guide full of tips to help people avoid meeting overload.
- Severance program: Sometimes things don’t work out. Hopper offers a market-leading severance program that grants every ex-employee some severance - up to 7 months depending on length of tenure - to help mitigate the financial impact of the unexpected.
- Competitive salary: We compete with top-tier tech companies for world-class talent, and we win much more frequently than we lose
- Unlimited time off: We’re a travel company. We actually mean it. Unlimited time off and an annual winter shut-down, we work hard, but we know how important it is to relax
- App Perks: Unlimited free VIP Support with every purchase on Hopper and an annual $200 USD Carrot Cash voucher to kick start your travel fund.
- Fully-remote workplace: Hopper made the decision early on in 2020 to fully embrace remote work. Since then, we have ditched our full-time offices and hired hundreds of people across every US state, Canadian province and dozens of countries around the world. We’re never going back to the old way of working.
- Healthcare coverage: 100% healthcare cost coverage in the United States and Canada for our employees, with competitive offerings in other countries.
- Parental leave: We encourage our team members to take the time they need to transition to parenthood. In the United States and Canada, we offer top-up payments to 100% of salary for 12-18 week for primary parents and 6-10 weeks for secondary parents. In other countries, we complement national policies on parental leave with similar top-up components.
- Work from Anywhere: Our culture says to “work from anywhere,” and we mean it. Our legal team has created a program to provide visa sponsorship and immigration assistance to both new employees and existing employees who (voluntarily) wish to relocate to any of the countries we can support (eleven and counting).
- Internal career mobility program: We put a lot of effort into recruiting the best people. We also want to retain the best people. To facilitate internal career development, we created a program that lets any employee in good standing who has worked at Hopper for at least 6-12 months apply to any job opening at the company to be considered for both promotions and lateral transfers.
- A culture of performance: Adequate performance at Hopper receives a generous severance package. Inspired by Netflix, we employ the “keeper test” at scheduled intervals to ask leaders to re-assess their team members’ competencies, contributions and answer the simple question: “would you hire this person again?”. The upside of this is that we have built a dream team of top performers who also make great teammates.
Funding (last 2 of 10 rounds)
Nov 2022
$96m
LATE VC
Aug 2021
$175m
SERIES G
Total funding: $731m
This company has top investors
Leadership
Frederic Lalonde
(Founder & CEO)Previously worked for 4 years at Expedia, first as VP of Hotel Supplier Strategy then as VP of Hotels and Packages Product Planning.
Jobs (25)
Software Engineering
Product
Finance, Legal & Compliance
Sales & Account Management