Careers at WAFI

Work with us

WAFI is building software for real estate teams that need faster lead response, stronger follow-up discipline and simpler property operations.

Opportunity areas

• Product and engineering
• Customer success and implementation
• Sales and partnerships
• Content and growth

Current openings

No specific vacancy is published on this page at present. When roles open, verified position details and application instructions will be listed here. Please use the contact page for general career enquiries.

How hiring works

• A published role will state its responsibilities, required experience and work arrangement.
• Shortlisted applicants may complete structured conversations or role-relevant assessments.
• Any offer will be issued through an authorised WAFI or Propflow Technologies channel.
• Applicants should verify unusual requests through the official WAFI contact page.

Recruitment safety

WAFI does not ask applicants to pay recruitment, interview, training or equipment fees. Do not share passwords, one-time codes, banking credentials or unnecessary identity documents with unverified contacts.

Working principles

• Customer problems before vanity features
• Clear ownership and measurable outcomes
• Respectful communication and careful handling of data
• Practical experimentation with accountable review
• Continuous learning from real estate teams

Equal opportunity

Hiring decisions are intended to be based on role requirements, capability and lawful business needs. Reasonable accommodation requests can be raised through the official contact route.

A strong expression of interest

A useful application explains the work you have done, the outcome you owned, the constraints you handled and why the problem matters to WAFI customers. Clear examples are more valuable than inflated titles or copied descriptions. Links to relevant portfolios, code, writing or case studies should be shared only when you have the right to disclose them.

Interview expectations

• Conversations should be directly relevant to the role.
• Assessments should test realistic skills rather than demand unpaid production work.
• Applicants may ask about responsibilities, success measures and team context.
• Confidential information from a current or former employer should never be requested.
• Timelines may vary by role and business need; only a written authorised offer is binding.