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How We Hire

Together We Go Far

means that we are greater than the sum of our parts, stronger collectively when each one of us is at our best. In order to be the best version of Peloton, we are deeply committed to building a diverse workforce and inclusive culture where all of our team members can be the best version of themselves.

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Our interview process

Our structured hiring process is an important part of our culture, and all candidates are evaluated based on our Five Core Values. The best way for you to prepare for an interview is to consider how you’ve applied these values in your previous experience.

Our Five Core Values

  1. Put Members First
  2. Empower Teams Of Smart Creatives
  3. Operate With A Bias For Action
  4. Together We Go Far
  5. Be The Best Place To Work

Interview FAQs

We ask behavioral-based questions to assess competencies that apply to both the technical skills of the role, and your approach to bringing the organization's values to life in your own work. 

Depending on the department, the interview stages may require different steps- for example, some positions require a technical assessment such as a code pairing or algorithm exercise, or portfolio review. You’ll be alerted to these steps well in advance.

During your interview(s), your interviewer will ask a series of behavioral questions, with the intention of learning more about your relevant skills and prior role-specific experience. Peloton focuses on a behavior-based interview form, since past performance is the best predictor of future performance. We encourage you to review the STAR method when forming your answers to these questions.

We recommend structuring your interview responses to the STAR answer format:


What is a recent/relevant example that demonstrates you utilizing an attribute or skill set applicable to the open position?


What was your role in the example you’re using? Be specific about whether you were part of a team, or the sole project/task owner.


What steps did you take? Were there roadblocks that caused you to pivot? Did you anticipate these?


What was the outcome? Was it the outcome you anticipated or desired? If not, what did you learn? What would you do differently next time? Try to give quantifiable results - these could be metrics, budgets, resources, volume, etc.

Peloton uses Zoom as our video conferencing platform for remote interviews. Prior to your remote interview, you can test your internet by joining a practice meeting through this link.

During your interview process, you may be asked to complete a technical assessment. This could be a take home or live interview that assesses the technical competencies required for the role. Be prepared for behavioral or case-based questions that cover your role-related knowledge. The focus area of the technical assessment will be clarified in advance.

For technical and engineering roles, your ability may be assessed by a code pairing or algorithm exercise using an interactive whiteboard such as HackerRank, Android Studio (Android roles), or Xcode (iOS roles).

Congrats on completing your Peloton interview(s)! The team will be debriefing regarding your candidacy in the next few business days. 

Your candidate experience is really important to us. Once you have completed the interview process, you will be sent an anonymous 1-minute survey from our third-party survey partner Trustcruit. Your response helps us understand what we’re doing right and where we can improve.

Peloton is an equal opportunity employer and committed to creating an inclusive environment for all of our applicants. If you would like to request any accommodations from application to interview, please email:

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