Fairlo’s Post

Check out our blog for tips and advice on building a tech company and hiring software developers. Our blog has everything you need to build a great team and make your startup thrive. Read helpful content here: https://lnkd.in/daxuRFSP #Gigson #GigsonBlog

Witnessing this practice in a company I used to work for was a lightbulb moment for me. A backend engineer was told they had 2 weeks to learn React because they were being positioned as a senior frontender for a new project. The engineer had no interest in this technology or this project but had little choice in the matter. Meanwhile, the client's marketing team had made the effort to partition off this project and was under the impression they were getting a senior frontender when, in fact, they were getting a demotivated engineer with a totally different skillset. A total mismatch and surely the worst possible start to the project for everyone involved. This particular occurrence taught me a lot, and made me realise two things that directly impacted how the TechPods model was structured: 1 - Trying to fit square pegs in round holes might turn a quick profit, but you're almost guaranteed to lose the engineer in question and the client, damaging your reputation with any future employees and clients. For what, a few grand? 2 - Projects are an absolute nightmare to deal with. At TechPods, we do not build projects, we build teams! #TechPods #CoSourcing NOT #Outsourcing

🚀 Building Companies, One Golang Sip at a Time ☕️💻 Since 2015, I've embarked on the rollercoaster ride of entrepreneurship – a journey filled with more plot twists than a Silicon Valley drama series! 🎢 Through the highs, lows, and inevitable faceplants, one challenge stood out like a sore thumb: HIRING. The struggle was real, folks. Sleepless nights, endless interviews, and the eternal quest for that elusive "10X" talent. Reflecting on those early days, I realized our biggest blunder: we failed to make our hiring mission a communal quest. We kept our problems locked away in the startup vault, instead of shouting them from the rooftop as a rallying cry for all the brilliant minds out there! 📢 Lesson learned. Before diving into Ravenmail, we made a pact: no more hiding in the startup shadows. We boldly pitched our vision to the engineering gods, painting our problem as a badge of honor waiting to be conquered. And guess what? It worked like a charm! 💫 But wait, there's more! Our CTO, Narendran R, had a stroke of genius: Raven Coffee ☕️. Because, let's face it, what self-respecting engineer doesn't run on caffeine and code? The aroma of freshly brewed Golang became our secret weapon in the talent war, luring in the crème de la crème of coders. What's truly remarkable is how our hiring strategy evolved into a virtuous cycle. One stellar hire led to three more, creating a domino effect of awesomeness within our community. It's like engineering magic, only with less smoke and more Wi-Fi. 🌐 So here's to the power of problem statements, the effervescence of caffeine, and the unstoppable force of community. Cheers to building something epic, one sip of coffee at a time! ☕️🚀 #CoffeeAndCode #HiringHacks #CommunityCollaboration #Ravenmail is hiring . Please write to naren@ravenmail.io

How to create a startup in 2025 15 steps to succeed in the digital world --------------------------------- Follow Sharan Gohar for more insights and ease the stress of hiring professional developers with Ninjas Code.

Post: 👋 Hey Tech Founders, In the rush of building a next-gen product, there's always a need for exceptional developers to make the dream come true. Well, you're in luck today! We've got a team of world-class developers, fine-tuned to add value to your tech-startup. Let's get building! 💻 The exciting part? They are available IMMEDIATELY, yes, you've read it right. Save your time by bypassing the lengthy hiring processes, and get right into creating. Your product doesn't need to wait! 🚀 Cost-saving is important, right? As a tech founder you know the importance of managing budget to fuel growth. We've slashed the usual hiring rates. An amazing deal, isn’t it? 💰 Remember, a great developer is not merely a coding machine but a strategic resource. Our devs not only write efficient code, but they understand your vision. They are much more than just coders; they're partners in your journey! 🤝 Did I forget to mention? No commitments, hire for as long as you want. If you're excited to access this opportunity, just fill in the form below. Let's help you build a team that will take your product to new heights! [Get your Developer Now!](https://lnkd.in/eYYScvVf) #TechFounders #StartUp #DeveloperHiring #TimeToBuild

Why do software engineers leave Big Tech? It’s easy to see why working at the one of the largest tech companies can be a final goal for some software engineers. These places offer unmatched brand recognition, the ability work at some of the largest-scale software deployed across the globe, and top-of-market compensation. So why do people leave? I talked to half a dozen tech professionals who departed, and collected these reasons: 1. Big Tech less stable than it was Big Tech had few to no mass layoffs for years – but that’s all changed. 2. Professional growth in a startup environment It’s hard to keep learning in some Big Tech environments, compared to at startups. 3. Closed career paths at Big Tech It’s often more achievable to get to executive-level engineering positions at scaleups, than at global companies. 4. Forced out The bigger the company, the more there’s politics and scope for workers to be victims of competing interests, personalities, and rivalries. 5. Scaleups get “too Big Tech” Scaleups are nimble and move fast with few processes. Successful scaleups slow down and add more process. 6. Steep compensation drops A falling stock price can make people consider leaving if it leads their compensation to also reduce. Also, when an initial equity grant vests out after 4 years. Read the full deepdive with specific examples for all of these reasons in this free edition of The Pragmatic Engineer from last week: https://lnkd.in/eQC8QFed

🔊 Web3 Founders 🔊 ❌ You probably don't need a 'CTO' ✅ You probably need a 'Founding Engineer' 💡💡 Know the Difference 💡💡 Over the past year, the title 'Founding Engineer' has become quite popular among early-stage web3 projects hiring. (currently I'm working on 2 such roles) Rather than saying we need a 'CTO' (i.e. last bull market), more projects are now saying they need a 'Founding Engineer' and this is a very positive step. For starters, it paints a much more realistic picture of the task at hand. In turn, future psychological contract breaches between employee/ employer are less likely to occur. As Founding Engineer, you'll automatically appreciate that you'll likely have to lay much of the foundations yourself whereas the term CTO implies there's an existing template to work from and that you'll have a team of engineers at your disposal. On an organizational level, the title 'Founding Engineer' may also prevent future problems occuring as the project scales. The hands-on person required today may not be most suitable person for the CTO job tomorrow. In time, you'll probably want to hire a more conventional CTO. However, if you have already-inflated job titles, it can be hard to create new layers. In essence, having a 'Founding Engineer' in place today makes it easier for a high-level CTO to slot in tomorrow without too much fuss. For example, the 'founding engingeer' hired on Day 1 maybe perfect for the bootstrapped, 24/7 early-stage grind, but may not have the desired attributes required to instil the systematic engineering processes necessary as the project evolves. Additionally, 'founding engineer' applicants will be more likely to be accept a lower salary in lieu of equity - they'll be more understanding of risk/reward attached.

🚀 Exciting Journey, Glorious Achievements! 🌟 Our story began in 2018 when Tilde Loop was founded in the heart of London, UK. 🇬🇧 Since then, our mission has been crystal clear: empower everyone to develop reliable software, scalable platforms, and maintainable code bases. 🛠️💻 From the outset, we've been on a path of continuous growth, step by step, prioritizing the quality of our work and the cohesion of our incredible team. 🌱 Our commitment to technology and the growth of our team members ensures we deliver software that not only meets but exceeds our client's needs. 🚀 In 2022, we expanded our horizons by opening an office in Split, Croatia, transforming it into a development center. This move enables our talented team members to collaborate seamlessly, share knowledge, and progress faster together. 🌍💡 Our software engineers are the heart of our success, combining their expertise with our client's ideas to deliver software that fulfills every need and desire. Clear code, meticulous documentation, and a commitment to creating seamless digital experiences are at the core of what we do. Let's continue creating wonders together! 🌈💼 At Tilde Loop, diversity is our strength. Our team comprises individuals with different backgrounds, lifestyles, and aspirations, celebrating the uniqueness that makes us interesting. Our common beliefs in Tilde Loop's core values bind us together. 🤝 We're proud to foster a friendly, collaborative, and dynamic work environment for our incredible team. Joining forces in technologies like React, Svelte and Node.js, we've proudly served over 5 million users, completed 20+ projects, spanned across 10+ countries, and thrived for over 5 glorious years! 🎉💪 Here's to the past successes and the exciting journey ahead at Tilde Loop! 🚀🌐 #TildeLoopJourney #TechInnovation #TeamSuccess #GrowthTogether

When hiring developers, ingenuity > everything. Nice idiots aren't worth it. Yes hire professionals who can act appropriately. Those are hard to find, though. I prefer an unpolished individual who: 1. Will give it to me straight 2. Can correctly apply logic instead of overvaluing emotion. 3. Won't "go with your gut" 4. Communicates defensible reasonable positions Yes the developer needs to understand others, but there is no need for shiny emotional fakes liked by everyone. Important note: You might need to hire lying schmoozing fakers who sleep around and everyone adores in certain situations, but they aren't my preference. Beware of the consequences of hiring for politeness and ability to please over sheer intelligence. The polite super friends will stab you in your back when you last expect it while the smart rough people will just be honest even if it grates sometimes.

When hiring developers, cultural fit > everything. Brilliant jerks aren't worth it. Yes, hire brilliant developers that fit your team and culture. Those are hard to find, though. I prefer a less experienced developer that: - Seeks to understand the business context, not just the code - Welcomes knowledge sharing and team cooperation - Has great communication skills Yes, the developer needs to be good enough on the tech side, but there is no need for code ninjas. Important note: When building a startup with one developer, a brilliant jerk might be exactly what you need. He can create create everything for you super fast. But beware of the consequences. That big hammer can do more harm than good when a startup grows.