We are a 20-person team building tailored web apps with heavy custom business logic on the server. Our products are analyzing the weather data in Switzerland, hold governmental portals online, keep trading dashboards humming, and do much more.

Clean code is our passion. Yours too?

Our interview process:

1) Phone screen with our CTO

2) Two sessions of remote pair-programming with our engineers (no algorithmic questions but reasonable pair-programming tasks).

3) Onsite half a day with us.

Interested? We'd like to hear from you:

iwan.gulenko atsign quatico.com - Please use "HN JUN 21" in the subject line to help us filter out spam

(Our website is old and not representative of our work; please anyway apply)

We are a 20-person team building tailored web apps with heavy custom business logic on the server. Our products are analyzing the weather data in Switzerland, hold governmental portals online, keep trading dashboards humming, and do much more.

Clean code is our passion. Yours too?

Our interview process:

1) Phone screen with our CTO

2) Two sessions of remote pair-programming with our engineers (no algorithmic questions but reasonable pair-programming tasks).

3) Onsite half a day with us.

Interested? We'd like to hear from you:

iwan.gulenko atsign quatico.com (Please use "HN May 21" in the subject line to help us filter out spam)

For okay-paid fulltime roles, you won't never attract people who are after the money. These people will always prefer juicy contracting rates to your small company salary.

You have to try to find people who care less about money and more about other perks like remote work, interesting tasks, a strong technical team, meaningful mission etc.

In Switzerland, which is my market, freelancers aren't liked at all. Someone who freelanced for too long will have a hard time getting a full-time job; people think former freelancers won't ever be loyal and leave once there is a better opportunity. (As with every prejudice, there is some truth to that.)

I think that's ironic. The entire software development industry in the US is based around retaining full-time employees for stints of 18-24 months.

I remember being lectured that no one wants to hire me because "I'm just waiting for retirement," and "won't be loyal."

Yet they don't have an issue with hiring someone that plans to use their gig as a stepping stone, and will leave behind a steaming pile of spaghetti code that they never had any intentions of maintaining.

There's a real good chance that offering senior developers stability and consistency will be valuable.

I ran a C++ shop, staffed by pretty high-functioning senior developers, for a long time.

When we finally rolled up the department, the engineer with the least seniority had a decade.

That is just common sense, surely? Companies don't hesitate to get rid of people they don't need. Why shouldn't employees leave for better roles? As they say in boxing, if you want loyalty, get a dog.

I will use Mighty but would like to find quick remote desktop software in general, any recommendations?

Did you check DMRAC and all the other email settings?

Maybe your emails land in spam.

Or even quicker and better: If you have their resume, just call the (best) candidates.

If they were unsure whether to work for you, you might turn them around even. On the phone you can give them reasons why they should work for you and dissolve misunderstandings that they might have gotten via your website.

If you are hiring, the biggest ROI skill you need to acquire is LEARN TO LOVE THE PHONE.

For instance, if you start going to the gym, at first, your exercise execution is perfect but after some weeks you get sloppier and sloppier.

Same here, firms that are hiring constantly tend to get fatigued. Jobseekers, however, are "active" for some weeks until they switch jobs; this is why you, as a jobseeker, need extra training during your jobhunt, to be on-par with them.

I don't recommend lying but I do recommend tailoring your resume such that it reflects actually what you did in an adequate level of detail. Most job seekers are too honest on the CV and during interviews.

This. It happened to me to receive CVs for a position and the actual candidate was completely clueless. Yet the recruiting firm was really pushing that as "a very good candidate albeit a bit junior".

OTOH, it happened to me that I had an interview with a consulting firm. They would basically forward my CV to the actual client and only hire me if the client "accepted" to "hire me" through them. The thing is, this firm asked me for my cc in ms word format, so that they could add their own logos and stuff, make it appear like I was on their payroll and more importantly remove all the contacts (as if it was any meaningful in the age of LinkedIn). I have no way to tell if they inflated my CV in any way.

Interviews are structured as if candidates are doing fancy algorithms every day, whereas you’re probably actually writing glue code 99% of the time and crammed CtCI just before the interview. The whole thing is fake, but companies started it.

When the market turns these are the first to be downsized because they are very expensive. The generalists are more sought after because firms try to produce the same output with fewer resources, and for this you need the jack-of-all-trades types.

Choose to work in a domain you are familiar with.

If you have been an accountant, try to find an accountant software vendor who will hire you.

It won't be easy though. Ageism is my pet peeve. I think it is one of the biggest, yet forgotten-about discriminations in tech. Here a shameless plug of a video how much it annoys me: https://www.youtube.com/watch?v=8V6XMvtNKS8