nexus IT group’s Post

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?" ;)

We're currently looking for a Frontend Engineer to be our 7th team member. If you think you have good React skills and fill the role aptly, please apply on Peerlist. But before you go and do that, please read a few cents of advice from me - 1. Try to keep your "Resume" section on Peerlist clean and up to date. Please do not add your education (or bootcamps / cohorts) in the work experience section. 2. If your experience details are outdated then spend some time adding skills that you used on the job and a description that explains what you achieved during that experience. 3. Write a bio, add a professional image - this is the first thing recruiters see about you on Peerlist. 4. Add relevant skills - Peerlist shows up your skills on the top of your profile. If you're not using that space to flaunt what you're actually good at then you're missing out on good opportunities. 5. Don't forget to add your projects and blogs in the integrations section. We pay more attention to your actual work vs your resume. 6. Apply directly to the job post. Sending a DM as an application is easy to do but there's a high chance that recruiters will miss them while shortlisting. Remember, the recruiter probably won't spend time trying to do research about you. YOU have to make it as easier as possible for the recruiter to shortlist you. All the best! Here's the link to the opening - https://lnkd.in/dUPv_waT

🐥 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 👏

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

When I tell friends and colleagues by HOW much we are growing our Engineering, Product and UX, teams they get a little 🙄 . They're curious how we are going to do that, and I say - our team is going to help us get there. Grateful for an incredibly talented and courageous group of folks on our Relay Delivery teams who are building together and also dedicating countless hours to interview and get to know awesome people like Brock Jenken. And thank you Brock for sharing your reason! Let's continue to build! Just another reason to join our dream team! REASON #16: “I get to be part of a values-first Engineering team that prioritizes production stability, code health, and sustainable development.” Brock Jenken, Senior Fullstack Developer#RELAY77REASONS Had your morning coffee yet? ☕ ️Great—here's a Relay Riddle for you.What do you get when you pair:  🍃 An environment where budding developers can learn from experienced team members, with…  🔨 A chance to sink your teeth into impactful work, and…  👥 A team who actively advocates the values of where they work?Stumped? Work here and you’ll figure out the answer real quick.And that note: We're #HIRING  77 roles for values-oriented engineers, marketers, sales professionals, and more!Think that could be you? We hope so. Check out the link below to learn more.⬇ https://lnkd.in/gsMR33fM We pass the baton. You run the Relay.

Every day without the right developer is a missed opportunity. When you hire vetted developers, you’re not just saving time you’re buying peace of mind. They’ve been tested by other top programmers, so there’s no guesswork. Whether it’s backend, frontend, or full-stack, vetted developers start contributing from day one, cutting your recruitment time in half. Tech is fast-paced; you can’t afford delays. Get projects off the ground with confidence by trusting developers who’ve already proven their skills. If you look for one then we can help you. https://lnkd.in/diP3ciSj #ItRecruitment #RightProgrammers #Recruitment

It's easy to be impressed when you hear about a company with a large team. But at RapidZapp we keep out team really lean. Why? We'd rather hire one senior, brillaint developer to build your prouduct over three junior devs who step on each other's toes and drag out a project. Hiring fewer higher caliber developers means that we avoid the miscommunication, confusion and disagreements that often comes from having several people work on the same code base. We find that less is more. Do you believe in smaller, tighter teams or go the more-is-merrier route?

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.

Don't hire 2 devs for 1 job. We've noticed an interesting trend we noticed in the last year: Small businesses hiring two developers - one less expensive for the day to day, and a more experienced developer for the heavy lifting. On paper, it looks like it works. In practice, it actually costs more money. The only time this works and saves money is if both developers report to the same company - we do that all the time. Think twice before splitting the role.

For all those trying to get into the IT and Program Development industry, don't be discouraged. 🚀 Take a look at my story. I had finished a course in frontend development and thought it would be relatively easy to land my first job. At first, it looked very promising as I was hired into a company. But it didn't last long, and they fired me because I wasn't experienced enough for them. Never mind. 😔 I thought if this company is not interested in me, some other company will hire me. Here, reality struck me. The first month went by, and then the second, and then the third. Then six months and also more. ⏳ It took me 1 year and 3 months to land my first true job in the development industry and become a programmer. I never would have thought it would be so difficult. 💪 So to all of you searching for a job and wanting to be a programmer, continue and do not give up. Something will come up.🌟 Comment your story below! ⬇️ #ShareYourJourney 🚀 #CareerJourney #ProgrammingLife #NeverGiveUp