PPLSI的动态

Software Engineer About the Role We are rounding out our founding team with a product-minded Software Engineer that can lead development across one of our major workstreams. Ideally, you: Have 5+ years of software engineering experience; Have worked at an early-stage venture-backed startup; Are full-stack, with experience in AWS, Javascript, and React; Our Process We have designed our interviews to be as efficient and effective as possible, so once you pass our initial screen, please prepare for 4-6 hours of interviews across 3 rounds over 2 weeks. [Round 1] CEO Intro : 45 min Please come prepared to ask questions, and offer an informed POV about our business; discuss our values and how they line up with yours; discuss your prior work and future goals; and discuss your unique motivation behind "Why Neon?". [Round 2] Meet the team: 3.5 - 4.5 hours Three (3) 1-hour technical sessions with our Engineers to walk through a coding and/or systems design exercise (details will be provided in advance). Three (3) 30-minute sessions with our Product, Design and GTM leads. Please come prepared to wow us with your skills; discuss and demonstrate how you collaborate with teammates; ask questions about how we work, and show how you'll fit in. [Round 3] CEO Outro: 30 min Please come prepared with any open questions you have about the role, our team or opportunity; feedback on our process; your refined "Why Neon?" ;)

nexus IT group Helps Gaming Software Company Bolster Software Development Team Client Challenge: ?? Our client, a company that builds innovative gaming products, experienced significant growth since its inception in 2021. ?? To support this growth, our gaming client needed to expand their software development team by adding six engineers (2 Full Stack, 2 Frontend, and 2 Backend). ?? Despite posting openings on LinkedIn and Indeed, the hiring manager struggled to find qualified candidates. Nexus IT group's Solution: ? Leveraging our extensive recruiting network, we identified 669 suitable candidates for our client's open positions. ? We meticulously screened these candidates and presented only the top 17, ensuring a high-quality talent pool for our client's consideration. Results: ? From the 17 qualified candidates submitted, the CTO successfully hired 6 new software engineers. ? This expansion bolstered our clients software development team and equipped them to handle the demands of their ongoing growth. By partnering with Nexus IT Group, our client filled critical engineering roles and positioned themselves for continued success in the gaming industry.

Reaching out specifically to my network (no recruiters please), because we're looking to hire full stack engineers into Float. We're building a company based on the following immutable first principles... DESIGN LED Literally everything we do is permeated by design thinking, not “just” numbers. We trust our gut and obsess over details. We ship fast and iterate by talking directly to users. SMALL TEAMS We believe small focused teams lead to improved trust, greater ownership and an increased opportunity for innovation — small teams build and “collaborate better”. LESS FUSS We strive for simplicity — less is more. If you're looking to get very early into an exciting company and you're a senior full stack engineer based in EU/UK, we'd love to chat. https://lnkd.in/dWeMeZre

?? Vimeo is #hiring ?? Job Title: Software Engineer III (remote) ?? Experience: 3-5 year ?? Salary: $110000 - 169000/year ?? Apply Now: https://lnkd.in/dnbUrfUq #job #remote #workfromhome #programming #development #coding #tech #engineer #career #Javascript #PHP #React.js #HTML #Golang #Java #Full-Stack Development #CSS

Discover the benefits of hiring a software development team.

?? Birds 8-Day Hiring Sprint???♂? ?? We’re thrilled to announce that this week, we have offered not one, not two, but SIX talented Frontend Engineers to our growing team! ?? ?? ?? What’s even more remarkable is how we achieved this feat in just 8 WORKING DAYS ???? We revamped our hiring process to ensure we bring in the best talent quickly and efficiently. By streamlining our standard 6-stage process into a sleek 3-stage approach, we’ve prioritised speed and efficiency without compromising on quality. Here’s how we made it happen: ?? D-Day Weds 27th March:?It all started when our visionary CTO Dana Majid posted the hiring requirements before informing Talent Acquisition of go live. As you can imagine, this was somewhat unexpected, but it was a testament to our culture of embracing agility and taking bold risks. We trust decisions like this through and through ?? ?? Piecing the Puzzle Together:?Despite the surprise, our talented Talent Acquisition team swiftly sprung into action. Piece by piece, we meticulously pieced together the puzzle, defining hiring requirements and setting the stage for an expedited hiring process. ?? Embracing Ambiguity:?Working with ambiguity is part of our DNA at Bird. Instead of being deterred by the unexpected, we thrive in such situations. We adapt fast, pivot when needed, and always deliver with unmatched speed and precision. ?? Alignment and Calibration:?To ensure success, alignment was vital. We collaborated closely with our engineers and managers, calibrating our expectations and ensuring everyone was on the same page. This synergy allowed us to move forward with confidence and clarity. ?? Organic Sourcing through Powerful Networks:?Leveraging our extensive network and industry connections (No Inmails, No Job Ads), we tapped into a pool of top-tier talent, reaching out to potential candidates who perfectly matched our requirements. ? Efficient Screening Process:?Our streamlined screening process enabled us to swiftly evaluate candidates, identifying those who aligned with our company culture and technical expertise. ?? Dedicated Interview Days Back to Back:?To expedite the process, we organised dedicated interview days, scheduling back-to-back sessions to maximise efficiency and minimise delays. ?? Same-Day Decisive Decisions:?After each interview, our hiring team immediately convened to make prompt, decisive decisions. This eliminated unnecessary waiting periods, ensuring a seamless and swift hiring process. At Bird, we understand the importance of agility in today’s fast-paced tech landscape. By optimising our hiring process, we’re not just meeting the demands of the market, but we’re also setting a new standard for how companies can adapt and thrive in the face of change ?? ?? ?? Big Thanks to Stephen O'Halloran-Murphy Aurelien Arnoux Dana Majid Victor Cuenca Canal Michelle Brummer Casey Attard Andreas Glogger Douwe Knook Oleksandr Odinok Cristobal Schlaubitz Garcia Tomasz Jankowski ??

More than 60% of software projects fail even before public release. In most cases, the reason is that the founder wasn't able to find and hire the right development team. So, I decided to share with you my 3 step framework to find and hire the best software engineers. Since 2011, I have personally hired more than 300 software engineers for my clients and my agency. And in this video, I'm sharing my unique 3-step hiring framework I developed over the last 12 years of hiring people. With it, even first-time software founders without any technical background can easily find and hire top players on the market.

Dear Frontend Engineers, Master your craft meticulously. Ensure you thoroughly understand the product, design, your stacks and the API responses you're working with. This will save you significant stress. I have worked with some designers and engineers who love cooking beans. Yes, I mean beans! You don’t just take or consume anyhow. I am not here to brag, but I am not just a Frontend Engineer. I am a problem solver. A team lead! I have a solid background in computer science and software engineering. I was once a full-stack and cross-platform software engineer. Vast with system design and architecture. These experiences have shaped and saved me countless times. I could anticipate and resolve issues efficiently. Don't restrict yourself, please. Explore, and be a better version of yourself. R.O.

It could be as a result of contributing more often to private repositories. Not all private repository contributions show up on your GitHub contribution history. As much as this should not really matter, it's still very important. Not every recruiter will be patient and/or experienced enough to tell how good an engineer is when he/she has such an empty contribution chart on GitHub. Do your best to keep your GitHub contribution chart as green as possible - always. The balance is possible.

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