How We Hire
It all starts here
At Peloton, we have a structured hiring process that allows us to get to know each candidate through equitable interviews. We are deeply committed to building a diverse workforce and inclusive culture where all team members can be the best version of themselves.
Interviewing at Peloton
We live and breathe our values each day, so our interviews are centered around them, too. The best way to prepare for an interview is to consider how you’ve applied these values in your previous experience.
Our Five Core Values
Put Members First
We obsess over every touchpoint of our Member experience - always remembering that when our Members win, we win.
Operate with a Bias for Action
We challenge the status quo by continuously innovating, learning, and improving.
Empower Teams of Smart Creatives
We hire team members who are great at what they do, then give them the trust, autonomy, and resources to do their jobs and make decisions.
Together We Go Far
As our company name suggests, we know the importance and value of a team.
Be the Best Place to Work
We are committed to cultivating and maintaining our authentic, world-class culture across all our markets – putting team member experience, wellbeing, and safety at the heart of all that we do.
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.
For some Android and iOS roles, Peloton utilizes tools like Android Studio or Xcode.
For other technical and engineering roles, Peloton uses Coderbyte to assess skills. See more information on how to use Coderbyte below.
Coderbyte is the tool Peloton uses for technical assessment during the interview process for technical and engineering roles. 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.
You can learn more about the Coderbyte platform here.
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: firstname.lastname@example.org.
Interview preparation tips
Review the job description and prep to discuss what excites you about the role and the team.
Take a moment to think through your example before responding. Find your natural pace to clearly and concisely explain your examples to your interviewer.
CLARIFY + QUESTION
Interviewing is a two way street. Don’t hesitate to ask clarifying questions or to ask your interviewer questions at the end of your conversation.
We are a casual work environment, and many candidates choose to wear either business casual or smart casual attire.
USE A RELIABLE INTERNET CONNECTION
For remote interviews over Zoom, ensure you are in a spot with reliable internet connection.
LEARN ABOUT PELOTON
Read through our Culture, DEI, and Teams pages as well as our behind-the-scenes blog to get a feel for who we are, what we do, and what it’s like working here.
Life At Peloton
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Peloton's EEO Statement
Peloton is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. Equal employment opportunity has been, and will continue to be, a fundamental principle at Peloton, where all team members, applicants, and other covered persons are considered on the basis of their personal capabilities and qualifications without discrimination because of race, color, religion, sex, age, national origin, disability, pregnancy, genetic information, military or veteran status, sexual orientation, gender identity or expression, marital and civil partnership/union status, alienage or citizenship status, creed, genetic predisposition or carrier status, unemployment status, familial status, domestic violence, sexual violence or stalking victim status, caregiver status, or any other protected characteristic as established by applicable law.
This policy of equal employment opportunity applies to all practices and procedures relating to
recruitment and hiring, compensation, benefits, termination, and all other terms and conditions of