Just a bit of feedback:
The first job I saw on the page proclaimed "48 tech stacks" which immediately horrified me. That is, until I clicked on it and realized it's 48 different pieces of tech used at the company; including Microsoft Excel, GitHub, Git (listed separately), Zoom, among others.
I feel like there's probably a simpler and less intimidating way to organize and represent this up-front.
I'm not sure of the method you're using to obtain this data, but the listing for the company I work for has a wildly inaccurate tech stack. It's also pretty out of date on the open careers, you show one opening (which we're not even hiring for) - we have 12 open positions at the moment.
Hey! That sucks! We're pulling information from job listings/publicly available information at the moment, so not every tech stack is as accurate as we would like it to be :) - Happy to update if you can point out the company and provide information or you can sign up (https://himalayas.app/signup) and change it yourself. You can also send us an email via [email protected] if it's easier!
As for the open jobs, we do our best to remove any openings that are no longer active but the way we do it isn't perfect + we don't automatically list every open position so that's why we haven't listened all 12 open positions.
It would be extremely useful to be able to filter per country, as not all remote opportunities are available in all countries, but I guess a feature like this would have to involve data submission from the companies themselves.
On our (shameless plug) job boards, we structured the sites around countries and you also have mandatory salary brackets (provided by the companies)
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.)
This is the actual problem we are trying to solve with Remote Leaf[1](shameless plug). There are tons of remote job openings posted every day on the internet and job seekers do not need to scroll through these long feeds instead we filter them by country and skills and send it to their email. At this point, we manually curate the jobs and tag them to provide good quality service for job seekers.
Yep, I agree. You can currently filter jobs by location and time zone (https://himalayas.app/jobs) but we haven't extended the functionality to our company search yet. We will based on your feedback :)
Seems like a site that I would like to use, but it didn't solve my problems.
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?
Hey there! Thanks for the feedback. You can't currently filter companies by country, but you can filter jobs by country or time zone requirements on https://himalayas.app/jobs :)
It would be useful to filter companies not in a certain industry. For instance Rust has a ton of jobs in crypto. A lot of people refuse to work in that space.
At first I read this and was really puzzled, thinking why would someone outright refuse a job working on cryptographic products? Like, say, the next Bitlocker, or a PKI implementation in web browsers, or something like that.
Then I remembered about cryptocurrency, and understood.
Even years on, this unfortunately replaced meaning of the term "crypto" still causes a double take!
Interesting - so basically you'd like to be able to search for companies using Rust that are NOT in crypto. I can see how that could be useful, just need to figure out how to support it without making filters too complicated.
One big point about remote companies is that most companies even if they are remote still want employees that are in a similar time zone. So if you're in Japan it's unlikely a European company will hire you as the times zones are so different you essentially never be able to communicate with each other in real time.
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.
Couldn't agree more! It's clearly not obvious enough, but you can filter jobs by time zone or visa requirements if you head to https://himalayas.app/jobs - sounds like we'll need to add something similar to the /companies search eventually :)
Similar idea to my https://remoteindex.co/remote-companies (shameless plug). On RI I focus more on "remote work quality". I will need to research how they found tech stack, it's really interesting. Besides that, well executed idea. I like it, gives me a lot of inspiration.
I'm wondering if the opposite exists - I'm looking for a job board that will let me search for office-based companies (preferably hybrid 2-3 days in the office).
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.
I started working on this about 6 months ago and was having success manually curating a list of hybrid startup engineering jobs in the US. But policies were hard to decipher at so many companies (some job descriptions are straightforward, but others are super vague) that I didn't feel my data was reliable enough.
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.
Agree! And in senior roles, it is still much easier to make personal connections, grow networks, and build consensus with at least some personal face time.
Looks nice, one problem I have encountered is that I dont have much work experience so I am looking specifically for non-senior software engineering, but other than explicitly mentioning junior, I found no way to search specifically for non-senior entries and most entries I found so far are all for senior positions.
Yep, I agree that this is a problem with the current iteration of the site. We need to do a better job of differentiating between seniority for positions. Taking the time to provide this feedback :)
Maybe I'm missing it, but it would be nice to be able to filter by job. I'm not particularly interested in Web Design or Sales roles, but I didn't see a way to filter those out.
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.
Thanks Ryan! There are a bunch of other things we'd like to include on our profiles, like work culture and communication as you said, but it'll take some time for us to add them :)
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!
jobs that didn't have any scheduled internal meetings
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)
Thanks for the feedback! I believe the dropdown is ordered by popularity but it would probably make sense to order it by alphabet once you search.
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 :)
OT, but can anyone recommend a similar service not directed at SE? A friend is trying to find a remote job, but likely in HR/BD, can anyone recommend a similar service?
This is already good, it lists non-software jobs, but it seems software is clearly, and understandably, the focus.
We often talk about this internally - how do we make sure we include jobs that aren't just SE. A lot of the problem for us is that engineering jobs are readily available and commonly support remote. From personal experience, I've seen companies that are willing to hire engineers remotely, but not other roles. With that said, it's definitely becoming more popular across all roles which is nice.
When the headline is "remote companies", but they typically have a list of countries you can work from, I would've expected the filter option to allow filtering by a subset of countries you're resident in.
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.
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.
[+] [-] bruxis|3 years ago|reply
I feel like there's probably a simpler and less intimidating way to organize and represent this up-front.
[+] [-] nmfisher|3 years ago|reply
[+] [-] AbiTyasTunggal|3 years ago|reply
[+] [-] giantg2|3 years ago|reply
Isn't that what all the kids want these days?
[+] [-] testplzignore|3 years ago|reply
[+] [-] hereforphone|3 years ago|reply
[+] [-] glitchcrab|3 years ago|reply
[+] [-] AbiTyasTunggal|3 years ago|reply
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.
[+] [-] Strum355|3 years ago|reply
[+] [-] tnolet|3 years ago|reply
[+] [-] andresp|3 years ago|reply
[+] [-] Varqu|3 years ago|reply
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
[+] [-] abinaya_rl|3 years ago|reply
[1] - https://remoteleaf.com
[+] [-] AbiTyasTunggal|3 years ago|reply
[+] [-] ciex|3 years ago|reply
[+] [-] cjg|3 years ago|reply
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?
[+] [-] AbiTyasTunggal|3 years ago|reply
[+] [-] conjectures|3 years ago|reply
[+] [-] rapsey|3 years ago|reply
[+] [-] dropbone|3 years ago|reply
Then I remembered about cryptocurrency, and understood.
Even years on, this unfortunately replaced meaning of the term "crypto" still causes a double take!
[+] [-] AbiTyasTunggal|3 years ago|reply
[+] [-] jokethrowaway|3 years ago|reply
[+] [-] Shared404|3 years ago|reply
/s
[+] [-] Dave3of5|3 years ago|reply
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.
[+] [-] achow|3 years ago|reply
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...
[+] [-] AbiTyasTunggal|3 years ago|reply
[+] [-] yboris|3 years ago|reply
[+] [-] AbiTyasTunggal|3 years ago|reply
[+] [-] shman|3 years ago|reply
[+] [-] james-skemp|3 years ago|reply
[+] [-] AbiTyasTunggal|3 years ago|reply
[+] [-] mmaurizi|3 years ago|reply
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.
[+] [-] lsj0627|3 years ago|reply
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.
[+] [-] belter|3 years ago|reply
[+] [-] czbond|3 years ago|reply
[+] [-] c-fe|3 years ago|reply
[+] [-] AbiTyasTunggal|3 years ago|reply
[+] [-] Aeolun|3 years ago|reply
[+] [-] thesuitonym|3 years ago|reply
Cool site, though. I'll definitely keep it in my bookmarks for when I'm ready to move on from my current company.
[+] [-] ryanSrich|3 years ago|reply
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.
[+] [-] AbiTyasTunggal|3 years ago|reply
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!
[+] [-] stackbutterflow|3 years ago|reply
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.
[+] [-] mrpotato|3 years ago|reply
- 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)
[+] [-] AbiTyasTunggal|3 years ago|reply
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 :)
[+] [-] rich_sasha|3 years ago|reply
This is already good, it lists non-software jobs, but it seems software is clearly, and understandably, the focus.
[+] [-] AbiTyasTunggal|3 years ago|reply
[+] [-] lucideer|3 years ago|reply
[+] [-] omarhaneef|3 years ago|reply
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.
[+] [-] careersaas|3 years ago|reply
[+] [-] eastbound|3 years ago|reply
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.