iwangulenko
supercool, simple and fast to use ,good job
and even today it can never be done right
because SOME resumes are just so f** up.
Instead, find the hiring manager on Linkedin and their email on hunter.io and directly reach out.
I wouldn't never recommend doing what the author suggests, namely: "I’d prefer to discuss the details of the offer over e-mail."
The phone is always better. Busy business people such as recruiters prefer it. Especially, because nowadays everyone hides behind text. Only the phone or an in person meeting gives you the chance to really hear what is possible compensation-wise and then really get what you want.
Btw I wrote this guide years ago: https://iwangulenko.gumroad.com/l/5-salary-negtiation-hacks?...
Wittgensteins ruler.
it boggles the author's mind because - likely - this person hasn't *ever* run a company or paid people with their own hard-earned money.
Everyone works better when in a physical room doing the same thing. True in the gym, in the library, at work, anywhere.
Amazon has little traction in Switzerland still.
Swiss people like to support local businesses, hurray!
One of the things I hate most is that I often can't hear people.
Selling people jobs on the phone is stressful enough, but extremely annoying if I don't get feedback whether the person even heard what I said.
1. Engineers are similarly in demand as everywhere in Europe
2. I'd say the "cost of living" to "after tax salaries" ratio is unbeatably good
3. 100% remote work: not that popular; why would I pay you 130k CHF remote when I can get someone in Ukraine for $50k?
I had cases where firms wanted a Swiss (German speaking) person and they paid 140k CHF for fully remote but this was an exception.
Ping me for any further questions: [email protected] or better just cold call me: +41 77 986 9000 (I am on any messenger app like Signal, Whatsapp etc.)
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" in the subject line to help us filter out spam
In every culture it's different. In Switzerland, three stints of less than two years at companies is already a "Nogo".
In your situation, I would throughly ask why the stints were so short; maybe there are good reasons like the companies went bankrupt without any fault of the applicant, or maybe there is another specific reason that makes it more likely that they stick around with you, e.g., if you use a tech stack they love.
Joining Can: lovely to see a Bern-based firm at YC and on HN!
Finally, we get access to a cool startup offering FIRST before Americans/everyone else!
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" in the subject line to help us filter out spam
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 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.