Shape the future with
team and innovation
100+ experts on the team, 28+ in-house products, 50M+ audience. Build your product where ideas become the industry standard.
Our principles
We create the conditions for people to unlock their potential, work on what they love, and see real outcomes.
We set the industry standard
We don't follow the times — we set them. We inspire millions with content and products the rest of the industry then benchmarks against.
Profit share, not just a salary
Transparent system: process owners get a profit share under a written memorandum and earn above market.
100+ experts under one roof
We measure outcomes, not hours. The team is people who take ownership, close the loop, and run their own process.
Grow → become an owner
We notice and reward consistent excellence. Sustained results are the natural path to a process-owner role, not a lucky break.
TEAM
A team that gets it done
Open positions2
2D Illustrator
2D illustrations: characters, backgrounds, objects. Adaptation across formats. Meets technical specs and modern visual standards.
UX/UI Designer
Design concepts for digital products and user-journey scenarios.
New openings — on Telegram
Subscribe to our channel to hear about new roles first.
CONTACT
Advertising, partnership, careers
Direct line to the G.media team. Telegram or email — write us about anything.
Hiring people who take ownership
Step into large-scale problems and grow with us.
Sofya
Will help you find your spot and walk you through onboarding
FAQ · STRAIGHT ANSWERS
Frequently asked questions
The team is built on trust, ownership and a results-first mindset. Everyone should feel valued, understand the company's goals and see their contribution. We value open communication, constructive feedback and mutual support. Responsibility is not about ticking off tasks — it's about owning the outcome of your work.
Our culture rests on accountability, professionalism and mutual respect. Everyone understands how their work moves the company forward and takes responsibility for delivering. We value transparency in decisions, independent problem-solving, and a real balance between flexibility and commitment to the team.
Growing our people is a priority. We run a transparent career path based on outcomes and engagement. Opportunities include leading new projects, taking on broader responsibilities and exploring adjacent areas. For those who want to grow, we provide training programs, mentorship and internal rotations.
We make sure people have what they need to do great work: specialised software, modern digital tools and equipment when it's needed. Depending on the role, we'll add professional databases, licensed software or analytical platforms.
Learning is part of the job. We run internal training, webinars and masterclasses from industry experts. We back attendance at conferences, courses and certifications — financially or logistically. New hires get mentorship: experienced colleagues help them ramp up faster.
Yes. We hire formally and in line with labour law. Everyone gets stable pay, a proper contract, social benefits and corporate perks where the role provides them.
The first three months are a ramp-up period. The goal: get comfortable with our processes, build working relationships with colleagues and start adding real value. We expect attention to detail, willingness to learn, proactive problem-solving and active engagement with the culture. Ask questions and stay in touch with the team.
We work remotely. That brings flexibility and comfort, but demands strong self-organisation and ownership. To keep the team spirit alive, we run online team-builds and internal events. Long-term, we plan to open an office and we're happy to help with relocation when it's the right fit.
Our hiring process has several steps to evaluate both skills and culture fit: • Resume screening and shortlist • HR interview — expectations and background • Technical interview or test task (if needed) • Final interview with the department head We keep the process clear, transparent and respectful of candidates' time.
Send your resume to HR@g.media or use our bot. In the cover letter, tell us what drew you to the role and how your strengths will help the team.
We're always open to a chat. Email HR@g.media, drop a line via the bot, or reach out directly to our HR specialist. We'll answer any questions about open roles and the hiring process.
