David Okuniev’s Post

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.

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?" ;)

🐥 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 👏

It’s often said that hiring software developers is more cost-effective than growing an in-house team. Do you buy into that? Regardless, we’ve compiled five key reasons why. Take a look, and feel free to drop your thoughts in a comment. 💡 Pro tip: If you’re itching for the answer, just swipe right to the seventh slide.

If software developer job vacancies were US cities, these places would be ghost towns: 1. Phoenix 2. Philadelphia 3. San Antonio 4. San Diego 5. Dallas 6. Austin 7. Jacksonville 8. San Jose 9. Fort Worth 10. Columbus The 5th - 15th most populated cities in America… Empty. There are over 1.7M software developer job vacancies in the US. That shortage isn’t going away anytime soon. Moving software development outside of IT with citizen developers and scaling output with low-code tools are the best ways for businesses to overcome this talent shortage. Waiting around for more developers to spring up isn’t. You can’t afford to wait.

After almost six years at Regrow, it’s time to find a new company where I can put my skills and gain new ones. After Regrow’s global layoffs which impacted my role, I’m open to new opportunities. Huge thank you and a lot of gratitude to Regrow and all the people there, that was and still is an amazing experience for me 💚 Let’s get some info about me and what I’m looking for. Who am I and what background and skills do I have? 💼 I have over 8 years of experience as a Front-end developer, mainly using Typescript and React. - I have strong experience developing object-based maps. - Creating dashboards using and extending existing chart libraries as well as creating custom charts. - E2E, and unit testing. - Building a custom React components system using MUI. - Working experience with Node.js, and Python. - And many more… A year ago I got the opportunity to lead a senior team of two front-end and three back-end engineers. Below are my main responsibilities and achievements: - Increased the team's performance by focusing on my team's internal/external communication, teamwork, focus, will, workflow, and personal/group motivation and growth. - In parallel, I have been actively contributing to the product as a full-stack developer. What role am I looking for? 👀 Remote full-time position of: - Engineering team lead. - Engineering manager. - Senior software developer (FE preferable) with leadership responsibilities and goals with further opportunity to be promoted to a manager role. How do I see my next company? 🏛 - Company’s product. The product should be meaningful (climate-tech, healthcare, defense, etc), and helpful for people around the world (Ukraine is a priority). - Team. People and working atmosphere are important, it doesn’t matter how professional they are, if they are not motivated, or toxic, my way is not with them - Culture. I want my next company to have its own culture and it should match my values (ex. Trust, Clarity, Ownership…). The culture might not be fully set or completely documented, but it should be there, that’s important. If you know a company that matches the criteria and is looking for described positions, please share my LinkedIn profile or simply message me 😉 #OpenToWork #leadership #react #frontend

I had ONE big problem applying to jobs Why I built getbackendjobs.com As the saying goes, looking for a job is a full-time job When searching for backend engineering roles, I had to visit and filter through over 50+ job boards and check out the jobs that matched my candidacy -I couldn't meet my daily application streak -More applications, higher chance, I couldn't apply to more -Visiting different sites & repeating the same procedure is hard -I was demotivated to continue How can I be a backend engineer when I can't even fix the problem on my front? So, I decided to fix the problem as a Backend Engineer. I created a BOT that scouts through 50+ job boards, filters through each job with my parameters, and emails me a list of these jobs every day before I wake up All I have to do is open my mail and APPLY This BOT helped me: -I saved time searching 50+ sites -I saved time filtering jobs -I got the exact job for me -I got many interviews & offers -I still use it for hunting Now, I have converted this bot to a website to help backend engineers find jobs easily. Check it out here: getbackendjobs.com

You can only get so far with no-code or low-code tools. But as a non-technical person, how can you onboard that first technical hire? Check out our tips and tricks for hiring software developers for your growing business.

Choose your new team member. You're adding a new position to a tech team. Mid-range software developer, modern stack. Your team has built and established guidelines and documentation around how to code successfully in that stack. What do you prefer? A) An expert in modern dev, including in your preferred language. 5+ years of total experience. B) An expert in modern dev, language doesn't matter. 5+ years of total experience. C) A dabbler in modern dev with over 10+ years of experience, more traditional full stack dev. D) Someone who's got aptitude and attitude and is a true junior you can mold to your system. A, B, and C will cost roughly the same. Team dynamic with each option changes. D will be 25% less to start. Curious what you think and why. And thanks to the business people for humoring me on this. You can weigh in, too - this issue translates into HR and other teams. I'll add my opinion later today in the comments. #softwaredevelopment #hiring #software

Did you know that you can hire senior software engineers for less than you pay for local junior devs? In the USA, junior developers can cost $60k to $100k per year. But globally, you can hire experienced senior developers with 5–10 years of expertise for less than $60k. Imagine what your company could achieve with senior expertise at junior prices.