162 karma · joined March 23, 2018
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
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?
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.
I hope you like what we have built :-)
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:
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.
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."
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On the remote work and getting sick, I don't have personal observations. I'll leave that question to others.
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!
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.
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 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.
But most of all, it shows what we stand for: More Remote work :-)
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.
You need okay level on both sides. Otherwise, the collaboration breaks down within 2-3 months.
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.
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.
With RemoteMore, you can search in pre-screened list of candidates, and you can see their videos, to not waste anyone's time.
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.
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.