rsavage
Just FYI: Every job ads link to "compensation philosophy" is broken.
The ads contain Zone salaries, but there was no where that explained what countries are what zone in the ads (or in any of the linked pages).
When there is no 'standard' way of doing things, you end up writing feature after feature to meet all the different ways people want/need to use the software to replace their spreadsheets.
Eventually it just becomes a huge messy. If instead we allows our customers to customize the software themselves, so each customer got what they needed, but still had the core backend, data, and shared functionality shared between them maybe we could build simpler software again that also does.
Maybe they can just vibe everything themselves, but vibe coded features feel like a solid middle ground.
I know of rough.app and vendo.run trying to allow vibe coded features, but I haven't seen anything take off like lovable yet. Is there something out there that is being widely used that lets any software become malleable?
World Cup schedule with no spoilers. Where you can save the teams you follow and make cal events for upcoming matches.
https://worldcup26-schedule.pages.dev/
A tech events listing page for New Zealand. Where approved organisers can freely post upcoming events and people can subscribe to hear of new events.
We would be happy to try except when it has write/merge permissions .
One click and auto merge are nice to have. Having the bot (and your company) able to deploy any code changes to production (by accident, via hack, etc) is a no go.
Suggest making them optional features and just having code comments/repo read version.
Not sure if it’s possible - but if the permissions could exclude specific branches that would be ok as well.
But needs to be no way a malicious actor could write/merge to main.
We don't track hours at all -- staff are expected to track their own hours and keep them to 32hrs. Occasionally something happens and people work longer hours in a week, however we then give them time off the following week.
Since are a lot of questions surrounding 4dww - Thought I might be able to offer some insights.
1. “four days but actually working longer” or “four days with reduced hours”.
-- We offer 32hrs work week, rather than the standard 40hrs in our home country. This is generally taken as 4 days, but some work 5 days with less ours (especially those with school aged children).
2. "What employers want to know is not what happens in poorly managed offices, but what happens in well managed offices where employee workload was already optimised."
-- I am going to be biased but we spent 3 year with standard work week, and I think we were highly productive as an organisation, our internal metrics, output and surveys agreed with this assessment. After 2 years, we haven't seen any noticeable / measurable decrease in output or performance compared to 5dww, or since we started.
3. "Do these companies close on a week day, like they just don’t open on a Monday." -- We generally allow people to choose any day off they want, put have them put it in ~4 weeks before hand. Most people take either Monday or Friday, which means we always have some staff covering the days others have off. In smaller teams that speak with customers (sales/cs) they agree among the team who takes what days, and can trade, as long as we always have coverage.
4. "4 days week sounds great, if you hate your job and you already earn less than you deserve." -- We pay top percentile as other startup/tech companies in our country's HQ. Anyone joining us shouldn't feel they are being paid any less than someone on 5dww -- and that is because we expect their output to match those of others working 5dww.
Overall we've found the move to be extremely successful at attracting and retaining talent with I believe helps us be significantly more productive than other startups I know doing 5dww.
We have a few things that I think help with our 4dww, include remote async with very flexible hours, hiring worldwide, transparent salaries and virtually no meetings in engineering.
One thing this flexibility allows us to do is ask our staff to be 'switched on' when they are working -- if for any reason they aren't being productive, we encourage them stop working, do something else, and come back later. We expect our staff aren't reading reddit, posting on hacker news, etc during work-time -- in return for the 32hrs we want to see it (almost) all productive.
I believe this, along with staff dropped the least important work gives us a similar/same output as 40hrs. With the benefit that we've been able to attract talent that otherwise may have gone elsewhere, with a turnover of virtually 0%.
Happy to answer any specifics about how we've implemented thing, or what I've seen as a co-founder leading a small (16 people) engineering team.
It’s used by a bunch of primary schools to teach kids programming via games.
It’s drag and drop interface where I believe you can drop into JavaScript as well.
Haven’t used it myself but met the founders at a game conference.
The 4dww has worked really well for us, we haven't found the same or increased productivity by moving to the 4dww. While also being able to attract and retain talent better.
I also hope it catches on more widely!
We are a SaaS startup headquartered in New Zealand, with 16 engineers across NZ, Asia and Europe. We are now looking to build out our US-timezone team. We’re look for intermediate to staff engineers who care deeply about product. We are running full-stack typescript with React on the frontend, a well tested and comprehensive CI/CD pipeline and follow a modified version of shape up.
We offer an async remote culture, with a 4 day work week (at full pay), 20 days annual leave, 20 days personal leave, a funded home office and work-from-home stipend.
Runn builds a project and resource management platform with a focus on the human aspect of delivering great projects. We have customers across 70 countries, managing 40,000 staff, from small start-ups to fortune 100 companies.
Visit https://www.runn.io/roles/runn-software-engineering-roles-am... to find out more and apply.
We are a small start up. We use SAML / SSO. We care about security. We care about privacy.
None of this is “enterprise”.
We stopped using competitors to you because of data privacy issues.
We would happily pay for a self host version, where we control all the data recorded.
These type of tools are extremely useful, and it hurts not having it. But they are just way too much of a privacy issue.
Self hosted and paid - is the future of data privacy.
I would love to see you (and others) off these options, it’s really a game changer and makes the switch easy from any product that is not self hosted and collects our customers data.
Runn builds project and resource management software for progressive businesses. Businesses that believe that driving staff engagement, interest, passion and work-life balance is the greatest contributor to delivering great projects and products.
Our software improves the work-life balance of over 18,000 people and we are on target to help 100,000 by the end of 2023.
We are a fully remote async startup with 21 people spread across 6 countries & 3 continents. We offer transparent global pay, and a 4-day work week.
Apply & find out more: https://www.runn.io/roles/open-developer-roles
Runn pays the same regardless of location (with exchange rates locked in yearly, and only ever adjusted upwards)
However, it doesn't have to. We are still small with our experiment, but we pay 95% percentile in our market, plus provide additional benefits well above the norm.
We have no issues hiring and retaining high performing staff because we pay as much or more than they would get elsewhere in the local market.
Need to remove your US bias. However - the whole point of transparent is that everyone knows.
If the salary is low for you, you will never apply. But you know exactly what you’ll be paid, and know it’s the same as everyone else doing the same role/level.
That is the benefit to being transparent - it doesn’t have to be the highest paid, it’s simply fair. equal and transparent.
Buffer leads the way (https://buffer.com/salaries) and at my startup we have transparent salaries too (https://www.runn.io/careers)
I wish more tech founders would do the right thing - rather than trying to hide reality will only ends up unfairly hurting under represented groups and those who aren’t strong negotiators.
I will bookmark and take a proper read when I can.
For the website - might be worth running it through a spell checker.
E.g found this pretty quickly “Early in the reserach session”
I just read fly had SOC2 type I recently. But I mean this hosting infra containing all our data and our customers data. People providing infra really need to take security extremely seriously and prove it.
Awesome what they are doing - just don’t feel like they are ready for primetime busines. We are a small startup (5k monthly on Heroku) but there is just no reasonable way we can tell our enterprise customers security teams are hosted on these guys and can vouch and vet their security.
Once fly has type II - we’ll take another look.
We are using paid dynos but free tier redis and Postgres. With literally a couple entires in redis and a few hundred rows in Postgres.
This is going to massively increase the bills for review apps - with 0 positives and no alternatives.
The hacks, the downtimes, the communication, the support, lack of security features, no innovation.
What exactly is heroku offering these days other than - it will cost you money to move? I can’t imagine any serious business moving to Heroku these days.
You are pushing away everyone you have left.
Most of the reviews we have seen of the competitors are all hobby level. And last time we check some of this competitors we found their security posture was not the level we would require.
So we had to simple rule them out and either stay with Heroku or move to a big 3.
If you’re keen to share - let me know and I’ll send you my details.
Lead developer / 3rd co-founder => Javascript | React | React Native | GraphQL | Node | Azure/AWS
We are an accelerator-backed start up focusing on the cultural sector.
Our goal is to become the source of information on all items of historical importance held by organisations worldwide.
When searching for information about ‘Mongolian weapons’ you go to Wikipedia, when searching for information about a specific Mongolian weapon used by Kublai Khan, you come to In-depth.
Our first product is an open-source platform allowing museums to create web and mobile experiences for their exhibitions with an aim of being highly customisable and extensible (think Wordpress/Drupal). Thus allowing museums to create unique apps and features, while sharing a base platform and driving down costs.
We will be going through an accelerator (mahuki.org) program starting in August and are partnering with the largest museum in New Zealand.
Check out the full job description at http://mus.nz/cofounder or email [email protected]
In-depth is looking for a lead developer / 3rd co-founder. Javascript | React | React Native | GraphQL | Node | Azure/AWS
In-depth inc is a newly formed start up focusing on the cultural sector.
Our goal is to become the source of information on all items of historical importance held by organisations worldwide.
When searching for information about ‘Mongolian weapons’ you go to Wikipedia, when searching for information about a specific Mongolian weapon used by Kublai Khan, you come to In-depth.
Our first product is an open-source platform allowing museums to create web and mobile experiences for their exhibitions with an aim of being highly customisable and extensible (think Wordpress/Drupal). Thus allowing museums to create unique apps and features, while sharing a base platform and driving down costs.
We will be going through an accelerator (mahuki.org) program starting in August and are partnering with the largest museum in New Zealand.
Check out the full job description at http://mus.nz/cofounder or email [email protected]