Show HN: 1,900 remote company profiles with tech stacks and employee benefits
himalayas.app
himalayas.app
I feel like there's probably a simpler and less intimidating way to organize and represent this up-front.
The simple list of programs or utilities used is actually very descriptive. The world of software is vast. Not everyone uses the same tools the same way. But if you see mostly Microsoft products you probably have a good idea of the type of organization it is versus a mix of FOSS/almost no Microsoft products.
Kind of encapsulates which industry the company works within, whether they’ve got a newer tech stack or lots of legacy, etc.
Isn't that what all the kids want these days?
As for the open jobs, we do our best to remove any openings that are no longer active but the way we do it isn't perfect + we don't automatically list every open position so that's why we haven't listened all 12 open positions.
Let me know if you have any questions.
I'll talk to the team and add your feedback to Linear.
We also require them to provide full tech stacks, benefits and info how mature they are in Software Engineering (what kind of tests they write, what methodologies they use, etc.)
Feel free to take a look:
- UK: https://devitjobs.uk
- US: https://devitjobs.us
- Switzerland: https://swissdevjobs.ch
- Germany: https://germantechjobs.de
Your site also works very well, particularly the very simple but slick design!
I wasn't nearly that far, so good learning opportunity to see how you built it...
This is the underlying link: https://salty-reaches-74577.herokuapp.com/
Feature requests are always welcome, BTW.
[1] - https://remoteleaf.com
I wanted to be able to only see companies that were willing to hire people that live in the country that I live in.
Searching by tech was potentially useful, but didn't really work. I had a large list of companies returned, a sample of which said they used that technology, but didn't have any jobs using it. It needs to be a filter on jobs not on the company - and also a critical technology on that job.
Filtering by benefit seemed a bit pointless. Why would one particular benefit be make or break? What if another company was paying twice as much, but didn't have that benefit - would it still be interesting?
Then I remembered about cryptocurrency, and understood.
Even years on, this unfortunately replaced meaning of the term "crypto" still causes a double take!
/s
(We’re mostly remote, but not entirely — we do have a local contingent in New York, but it accounts for less than half of our people, with the rest scattered throughout the Americas and Europe).
For example, I stumbled upon ockam.io during my last job search (no affiliation, and never interviewed with them as they weren't actively hiring when I wrote to them last year). I vaguely remember there being a few others, though I can't remember any names off the top of my head (it has definitely gotten harder searching for those kinds of companies as most job ads are drowned out by all the blockchain jobs). Old job posts on https://this-week-in-rust.org/ often contain a few interesting companies.
(Shameless plug: If anyone is interested in working at a non-profit focusing on non-blockchain cryptography in the field of multi-party computation, the company I'm working at is hiring at the moment and the salary ranges [for a 4-day work week] are listed: https://sinefoundation.notion.site/SINE-Job-Board-d28eda00c5...)
This means that you should have something on this job board to indicate where they want to hire people from otherwise it's completely useless.
But another reason for hiring to be restrictive is due to taxation reasons. Companies may have constraints.
Starting in September, you can live and work in over 170 countries for up to 90 days a year in each location... https://news.airbnb.com/airbnbs-design-to-live-and-work-anyw...
Most companies I know that operate internationally have subcompanies in each company they have employees in. Any FTE is employed by the sub company for taxation and legal reasons. That's a high admin burden for a 10 person start-up easier just to employee people in the same country.
It seems like every senior role I've looked at offers 100% remote as an option, but spending the rest of my career on Zoom meetings is just wildly unappealing to me.
When I was finally able to get past that noise and create a decent-sized list, Omicron hit and remote/office/hybrid policies blew up, yet again.
While it has improved, it's still in flux and I still can't get straight answers from many HR leaders.
I would love to provide this service when things stabilize a bit more.
Cool site, though. I'll definitely keep it in my bookmarks for when I'm ready to move on from my current company.
I almost built a slightly similar website as a side project, but never found the time to actually do it. The idea was similar (to include the tech stack and benefits), but I was going to focus entirely on work culture and communication as the differentiator to other job boards.
I never could figure out how I'd get companies to be up front and honest about that information. The reason I wanted to build this was because I really wanted to find jobs that didn't have any scheduled internal meetings, no expectations of a set work schedule, no expectations of participating in work "social" events, and no expectations of commuting into an office. Basically an entirely (or 80% at least) async job.
In the end, I never built that job board, and I never found that job. So I ended up founding a company that works like that instead.
Yes, sourcing the information is tricky and we a lot of it by hand, which is why it isn't always perfect. Agree that it would be epic to be able to find primarily async jobs - something for us to think about.
Glad you were able to create the environment you wanted with Haekka!
Does it even exist?
I've found workplaces without daily standups but inevitably after six months to a year either the founders or a new manager decides to implement them. I don't have anything against regular meetings but I found that having to report on my progress every day to be stressful the first 6 months in a new job.
- Order your dropdown alphabetically, it makes them easier to read and find information you care about.
- (On jobs page) Type of work has a select all button but all values are selected by default. Change Select All to Select None otherwise you have to click a bunch of times to get just the one you care about. Actually, now that I look at it, make it like the other dropsdowns. Have a Clear button, have nothing selected (with selects everything).
- Searching for a tag in Job title or keyword (like C#) pulls up irrelevant jobs
- Searching companies by country would be great (I think someone else mentioned this)
- Also consider adding more filtering dropdowns for companies to help people determine available values for example: Primary Industry, Benefits, Job Type (ie list all companies with openings for DevOps)
Makes sense to add a clear for the type of work too.
Yes, our search isn't perfect, we'll keep playing with it to try make it more accurate :) Appreciate you pointing out a specific keyword that has issues too!
Like the idea of filtering by job type too. You can already filter by benefit/market :)
This is already good, it lists non-software jobs, but it seems software is clearly, and understandably, the focus.
What is the adoption of the django vs rails or whatever in the sample size?
Is there a difference between companies that reach Series A, B? etc?
Is there a difference in valuation? (On the theory that stack X helped the team iterate faster)
Does it matter what the vertical is? (For instance, are data science companies more successful if they use a pythonic stack?)
p.s. if you don't want to release the data to internet sleuths, you might consider putting out articles like this as content marketing. People will definitely criticize you for your weak study that ignores their favorite factor, but it would be for fun.
For example; yes, Rails or Django is common to rapidly whip things up at an early-stage startup.
Data Science and ML companies will lean towards Python because it's the main building block of their product. No hard and fast rules, of course; you'll often see Scala at these companies too, given it's relationship with Spark.
Anyways, I'm always trying to understand and seek out the answers to the exact questions you have.
But, like every tool smoothening transactions, it reduces comparisons to number crushing and reduces the margins of profit both ways. And in HR, those margins are the human perks, like working with a team we like, or liking the functional aspect of what we produce, or liking the management. If we reduce every job to a stack and HR advantages, then motivations get relegated to second place.
Obviously, there is also the dark aspect that HR margins are also (and mostly) when some becomes dad and is stuck in his job, location and skills. Then, the company unduly profits.
Agree that there is more to a job than the number of perks (and perks don't often contribute a lot to how much you like your job!)
That's definitely not what we're trying to do - more so trying to give more power to job seekers into the inner workings of remote companies. In the future, we'd love to provide even more transparency beyond just tech stack/tools and go into things like what it's like to work there etc.
Simple collecting and displaying data does not force anyone to change their motivations. Price transparency does not reduce profit margin both ways. It helps allocate resources from overpaid to underpaid (this does not mean it makes all prices equal). The concept of price also factors in quality of life at work, but that is difficult to translate to a number. But workplaces known to have bad quality of life at work do have to pay more and/or accept lower quality labor.
> Obviously, there is also the dark aspect that HR margins are also (and mostly) when some becomes dad and is stuck in his job, location and skills. Then, the company unduly profits.
This has nothing to do with price transparency. It is a consequence of supply and demand.
Also, cool to see CHICKEN Scheme mentioned under tech stacks. Too bad there are no matching jobs (yet) :(
And yes, I think there's a big opportunity to create super targeted job boards where you can customize the experience for a particular audience, similar to how each component of Craigslist has been turned into a new company over time.
Why do I do all of this? Because I was also an entry level dev once.
[0]: Not live yet but it'll be at https://jobs.beginner.dev
The results kick in as "US only"
I’d rather see anonymous compensation submissions.
Or aggregate offers from Blind app.
They're getting thin on the ground lately.
They'll overvalue some little things, like the "free pizza in meetings", "childcare discount" or the "airport lounge access", while not paying anywhere as much attention proportionally to the $150k of salary.
That (and tax breaks) are the only reason for employment to give any benefits apart from raw salary anyway. In an economists world, the employee is always better placed to decide what to spend their compensation on, so it should all be money.
Employers need to start offering a perk where they enrol you in all the relevant perks.
But clearly, as you can see from the Show HN title, not everybody is so focused on the monetary side.
For some of us work-life balance, interesting work, meaning and other non-monetary factors are worth considering and are very, very important.
I thought the same thing until a senior engineering role paid me >500k/year. I realized then how hilariously ripped off I was getting prior to this job (lured by "free" lunches, coffee, massages, &c). I could make my own meaning and exciting life outside of work with what essentially amounts to several combined disposable salaries. These companies extol benefits because they're tax-deductible and saves them money, not because they are meaningful to individual employees. I can appreciate their business dilemma because high paid employees are more difficult to retain, but that should be encouraged and celebrated by us laborers.
That's why we created a job board with mandatory salary ranges (provided directly by the companies), you can find it below in the thread.