Build impossible things.

Almost Impossible values craft over process and autonomy over micromanagement. The agency hires obsessives: people who care about the kerning and the conversion rate, who prototype before they present and ship before they celebrate. Team members own their work from concept to delivery, with creative freedom and direct accountability.

Send a portfolio and a short note on why "impossible" appeals to you to the careers email listed on almostimpossible.agency/careers. The hiring process has four steps: application review, a 30-minute screening call, a second conversation walking through a project the candidate led, and an offer decision. Almost Impossible replies to every genuine application.

Almost Impossible operates across three continents, so distributed work is built into how the agency runs. Some roles require Dubai presence for client-facing cadence, but hiring decisions favour the strongest person regardless of location. Each role page lists its work model (onsite, hybrid, or remote) on the detail view.

Almost Impossible sponsors UAE work visas for international hires where the role requires Dubai presence. Sponsorship covers the employee and, depending on seniority, dependents. Each role page lists visa support explicitly on the detail view, so candidates know upfront whether a relocation is possible for that role.

Almost Impossible is flat by design. Most roles report into a discipline lead (Creative, Strategy, Technology, or Client Services), who in turn reports to the founder. Project teams are typically three to six people, working together end-to-end rather than through account-service intermediaries. Senior practitioners are in the room from day one.

Almost Impossible runs a portfolio deep-dive as the third step of hiring. It is a 60-90-minute conversation walking through a project the candidate led, focused on how they thought rather than what the finished artefact looks like. The agency does not run paid spec work or surprise take-home briefs.