BorisBorisov91

I've used the Bunch.ai automated coach... And it's fantastic!

I can strongly recommend it for anyone who wants to improve their managerial skills (or soft skills in general).

It does feels quite casual, with small lessons that you can click through on your mobile device. Basically, it's like Netflix (casual), but it's educational for work-related skills :D

That's cool :-)

What is your tech stack now?

Do you already have ideas on how to evolve your tech stack when introducing the Android version in the future?

Wow, you are right - we have a very stupid usability problem/bug! We validate the URI by the "http" part, and not the "www" etc. Thank you very much for writing!

I'm a bit shocked that we didn't notice this until now!

P.S. It's now fixed, we will deploy it with the next release in a few days.

Feedback is more than welcome!

I hope you like what we have built :-)

Hi Community!

Exactly one year ago, I posted in HN that we had just released RemoteMore. We have made a lot of progress since then.

Now we are a company with 7 employees and investors! There are 3700+ developers on our marketplace, and about 300+ companies that are hiring remotely.

Find a remote developer job through our website:

https://join.remotemore.com/hackernews

Definitely www.remotemore.com/candidates

That's an awesome idea! Thank you! I'll talk with some users about it to hear their feedback.

I will think in this direction, thank you for putting some more arguments towards that!

My main concern with this direction is whether we should evaluate for language speaking skills. Second concern is cheating. Third concern, it's more difficult to build.

I'm sorry to hear! Could you email me more details to [email protected] so we can fix it faster?

OP here!

RemoteMore vs Triplebyte is an easy question.

Triplebyte: "Do you have remote opportunities? No. Right now, most of the companies we work with are hiring full-time in-office engineers. In the future, we hope to offer more remote opportunities."

--

On the remote work and getting sick, I don't have personal observations. I'll leave that question to others.

If you have a suggestion for alternative ways to evaluate: - English skills - Communication skills - Independent problem-solving skills

Of course, we are against discrimination. Just the opposite, we want a more connected world where people have easy access to job opportunities regardless of where they live.

I am very interested to hear!

Yes, you should target the more mature remote companies. There are even fully remote companies (Zapier, GitLab and so on), so it's definitely possible.

The companies that are very early on their remote capabilities typically avoid hiring remote juniors, and remote higher-level management positions. The reason is that those levels require communication with more stakeholders which means more mature remote practices. Project management type of positions are typically not too difficult to have remote.

That's interesting feedback, thanks for sharing!

With the rest of my team, we do daily stand-up on a video call - just to know each other more, and to understand each other better. Probably we will switch to fewer video calls as the team becomes more mature (e.g. once a week).

If others have feedback on this topic, it would be helpful to read it.

We have a call with the companies before approving their account. If they look unreliable, we won't approve their account.

We also follow up with the companies and the people they have hired to check if everything is going well.

So far, we haven't had problems. We will introduce company profiles soon, with remote info about the companies (e.g. how many remote vs. non-remote people work). We will probably also introduce some free built-in insurance for both parties as we scale.

Part-time, definitely. There are way more part-time positions when working remotely compared to on-site.

Yep, we like this name for multiple reasons. It is a palindrome. Also, it repeats the same sounds in two words, which typically make the words sound better. It's easy to pronounce, and spell, etc.

But most of all, it shows what we stand for: More Remote work :-)

Thank you very much for the feedback!

1) LinkedIn, unfortunately, doesn't allow the use of their API for hiring products. So we cannot pre-fill the profile using their API. We're thinking about two possible solutions: - To add a checkbox for permission to import data from LinkedIn manually. - To write something that gets the data automatically from LinkedIn.

The problem with the automatic solution is - what does LinkedIn think about that? Are we allowed to do it?

If anyone has feedback, or experience with this topic, it will help us very much!

2) We'll fix this in about 2 sprints

3) We'll fix this in the next 2-3 days.

I would say that the success in remote work is 60% the company/manager, and 40% the developer.

You need okay level on both sides. Otherwise, the collaboration breaks down within 2-3 months.

Currently, we have a call with the companies to see if they are serious about their position - e.g. what's their budget.

We will require the companies also to have profiles, in which they answer to things such as development methodology, how many people in the company work remotely, do they offer flexible working hours etc.

Great feedback, thank you, @codingdave! It is the first time I hear about someone being hired without meeting their manager. Do others have the same experience? Please let me know!

That one is now fixed, the other 2 that were mentioned yesterday will also be fixed soon.

Thank you very much, @Rohan1024

@Buboard - great to hear! Let's talk some more about this. My email is [email protected]

You can read them before logging in - just click on their link? Do let me know if it still doesn't work and we'll fix it asap!

EDIT: I see the problem now, on the main page the links work, on the app page they don't work properly. To be fixed asap.

Indeed, especially if you publish a remote job opening, you get a ton of resumes.

With RemoteMore, you can search in pre-screened list of candidates, and you can see their videos, to not waste anyone's time.

I agree completely - people are unfortunately biased.

But the candidate will go to interview with the hiring manager at some point, this cannot be avoided. Then it is in the best interest of everyone to get those things out of the way as early as possible.

It's also a cultural thing, I believe. I have lived in Denmark the past ~10 years, and in Denmark the human part is very important for building trust - seeing the person, talking with the person. Denmark is not so big on long contracts, it's more about the personal relation.

OP here - ^ that's one very good a answer!

Yes, pretty much like that. I wrote one long reply in this thread on what we're looking for and it is about the same as this post above.

I would qdd to it that experience with working remotely successfully is a great predictor, but it leaves out the candidates that have not worked out remotely so far. In that case, the focus becomes on the other indicators.

Sorry, that was what I meant - TopTal is about remote freelancing. But it is not about long-term remote jobs. Getting projects from time to time fits some people, but some people will prefer to work with one company for the long-run, a d that's what RemoteMore is about.

Totally. Remote work makes work to be about the work you do, not some other thing such as hours spent in the chair, or office politics.