Andrea Salcedo

🤓 It's not hard to hire a senior developer You're just not offering them what they want. I posted a survey in a Slack group with devs, asking this question: "Would you as a senior developer be open to change jobs NOW if you can work 100% remotely?" (Btw, many of them are social and will come to the office more often. They just want true flexibility and quality of life. And to be fair, they want to do what they love, which is coding, with the minimum amount of interruptions.) Although the dataset is small, the results are interesting. 💸 38 % are willing to take a lower salary if they can work remotely ❓ 17 % would join a company that has some financial uncertainty if they can work remotely 😑 41 % would take a job with a less exciting role, product and techstack if they can work remotely This is an incredible opportunity to hire some seriously great engineers. Especially if you: — Can't pay the highest salaries — Don't build spaceships or AI agents — Are located in a small town or rural area Are there tradeoffs and challenges with (some) remote team members? Of course. But I just can't understand why more companies are not willing to take some risk here. You might regret this when the market turns upwards again. 🕺🏻

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Our data shows Rust and Solidity developer salaries have been rising over the past few years. Curious as to why? Our latest article delves into the factors driving these trends, including market maturity, supply-demand dynamics, and the resurgence of projects like Solana. If you're a developer or hiring manager in the web3 space, this is a must-read. Discover how these languages are shaping the future and what it means for salaries in the industry - link in comments!

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Where do most of the good Software Engineers apply for jobs? The answer is usually... nowhere Great Engineers are often passive, responding occasionally to messages that really pique their interest, or sometimes reaching out to companies that have great employer branding If you haven't got great employer branding, and you don't work with an external recruitment partner or have an internal talent person doing outbound reach out, really you are settling for who is active and who happens to see your job posting If it was me building my founding engineering team, I would want to know that nearly every Software Engineer that may be relevant to my team (right tech background, worked in the environments I like, location/salary aligned) has been reached out to and knows about what I'm building The value that we can add as recruitment agencies (if a market specialist in what you're recruiting for), we can get your message out to hundreds of relevant Software Engineers in a day Then... We're good at presenting opportunities. Often I'll speak to an Engineer about a role, and they say oh I did see them online but I didn't think it looked that interesting... But we can get them interested in you Maybe you can hire a better-quality Engineer than you ever expected 🤔

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💡 [TIP] How do you handle unexpected news as an Engineering Manager? In day-to-day work, you and your teams sometimes receive unexpected news that can shake the team's motivation. As Engineering Manager, how are you handling this? Here is how I’m approaching these situations in case it helps you reinforce your own mindset: 1️⃣ Understand this reality: companies evolve. One day, your best teammate might leave. Another day, you might decide to move on. And on another day, the company might make changes. That’s just how it works. 2️⃣ So, I ask myself this question: What opportunities can my teams and I find in this situation? 3️⃣ If you're following step number 3️⃣ , I can ensure you that you'll find at least 1 opportunity to grow. 4️⃣ Communicate this to your teams and remain open to deeply listening to their thoughts and proposals. 5️⃣ Create your own plan to seize the opportunity. The ideal world doesn’t exist. And perhaps it doesn’t because “ideal” means something different to everyone. 🙂 This may sound obvious, but when we receive unexpected news, we tend to ask ourselves why and try to understand it, investing energy in something that probably isn’t up to us. This leads to frustration and exhaustion when it’s unnecessary. I choose to keep fighting to protect my #energy and #motivation. What about you? More content related to engineering management at https://lnkd.in/dNePvQJV #team #growth #engineeringmanager #manager #productivity

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𝐒𝐭𝐫𝐢𝐩𝐞’𝐬 $95𝐁 𝐒𝐮𝐜𝐜𝐞𝐬𝐬: The Power of Putting Developers First.💡 Stripe didn’t just build a payment platform—they built a developer ecosystem. Here’s what made them a standout developer-first company: 🚀 𝐒𝐢𝐦𝐩𝐥𝐞 𝐈𝐧𝐭𝐞𝐠𝐫𝐚𝐭𝐢𝐨𝐧: Payments in a few lines of code. No endless integrations. 📚 𝐒𝐭𝐞𝐥𝐥𝐚𝐫 𝐃𝐨𝐜𝐬 & 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬: Clear, actionable, and confidence-inspiring for developers. 🤝 𝐂𝐫𝐞𝐚𝐭𝐢𝐯𝐞 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐲 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Hackathons like “Donation Party” showcased real-world API use cases for social impact, doubling API usage during peak events. 🗣️ 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐭𝐡𝐚𝐭 𝐌𝐚𝐭𝐭𝐞𝐫𝐞𝐝: By listening via meetups, forums, and partnerships, they built genuine, lasting relationships with developers. From empowering developers to fostering collaboration, Stripe grew into a $95B giant by putting developers first. 💡 Are you struggling with a dev-focused strategy or aiming to replicate such growth? Let’s chat about unlocking the power of your developer community! Link to book a call in the first comment! #DevRelSquad #DeveloperFirst #DevCommunity #API #StripeSuccess #DeveloperTools #Hackathons #CommunityEngagement #TechGrowth #APIEcosystem #DevRel #TechLeadership

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Software Engineers: Let’s Talk Salary Expectations Too often, we see talented engineers come in with salary expectations far beyond industry norms. But here's the truth → our recruiting team has access to real, up-to-date market data. And in nearly all cases, the figures some candidates ask for are 3-5x higher than the going rate. If you’re looking to stand out in a competitive job market, consider this: 1. We have insights into salary trends across the industry. 2. Be open to feedback, we're here to help you align with realistic expectations. 3. Lowering expectations isn’t about undervaluing skills. It's about understanding market standards to secure more offers. Arguing against market data doesn’t lead to better outcomes. Trust the experts, engage with the process, and approach each role with informed, balanced expectations. It could be the difference between landing the right opportunity and a prolonged job search. #HiringTrends #MarketInsights #EngineeringCareers #RecruitingRealities #CareerAdvice

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Saying this without having experience/education in corporate taxes nor global tax liability is borderline negligent and horribly misleading. I'm a big supporter of remote work, but I'm also a supporter of not violating local, federal, or international tax laws and treaties. Some countries have this thing called Permanent Establishment. If an employee works there long enough, and this varies from country to country, you (the employer) may be liable for paying corporate income tax based on profits associated to that employee. So if one of your remote Sales people did 1MM in sales over the month, then you (the company) might be liable for corporate income tax based on what country they reside in. For instance, the effective corporate tax rate for companies in Japan generally ranges from approximately 28% to 35%. You do the math. I'm not an expert, but a popular LLM summarized some of the many challenges well: Allowing employees to work from anywhere in the world for any period can have significant tax implications for a company, including: 1. Permanent Establishment (PE) Risk: If employees work in a foreign country for an extended period, the company might create a PE in that country, leading to corporate tax liabilities there. 2. Withholding Taxes: Companies may need to withhold and remit local taxes on employee wages to the host country. 3. Compliance with Local Laws: Companies must adhere to the labor and tax laws of the country where the employee is working, including social security contributions and payroll taxes. 4. Double Taxation: There is a risk of being taxed in both the home and host countries. Companies need to navigate tax treaties and seek credits or exemptions to mitigate double taxation. 5. Administration and Reporting: Increased administrative burden to manage compliance with multiple tax jurisdictions, including registration, filings, and reporting requirements. 6. Employee Tax Residency: Employees may become tax residents of the host country, impacting their tax obligations and potentially the company’s tax reporting responsibilities. 7. Indirect Taxes: Other taxes such as VAT, sales tax, or service tax may apply depending on the nature of business activities conducted by the employee in the foreign country. 8. Legal and Financial Risks: Non-compliance with local tax laws can result in penalties, interest, and reputational damage. Companies considering this policy should consult with international tax experts to develop strategies for managing these risks effectively. (Not legal or tax advice, talk to professionals as the LLM suggests)

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💡 Continuous Feedback is key to Building Stronger Teams: As an Engineering Manager, I’ve learned that one of the most powerful tools we have it’s feedback. I think feedback fosters team growth and engagement. I'm not speaking only about annual reviews. It’s about making feedback a part of your day-to-day management style. What have I discovered over the years? 🔄 Real-time feedback builds trust: sharing it openly and regularly, it creates a culture of transparency opening the door for honest conversations. 🌱 Not only focussed in performance: empower growth in your teams, if they're growing, the performance and results will do it consequently. 📈 Small corrections prevent big issues or problems, giving us time to adjust our team's direction. 💬 Two-way street: be open to receiving feedback, not only from your manager but also from your team. I regularly ask my team, "What can I do better?". You can also create a quarterly feedback form to gather their input So, you'll create a team culture in which engagement, better problem-solving, and a stronger sense of ownership will make the difference 🚀 What has been your experience on this? I’d love to hear other points of view, thoughts, and reflections! Remember, I’m creating more content related to engineering management at https://lnkd.in/drVtNeji ♻ So sharing it is always more than welcome 🙇‍♂️ #leadership #engineeringManager #teamGrowth #feedbackCulture #empathy #feedback #emotionalIntelligence #diversity #cultures #newsletter #team #teamWork

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Recruiting software engineers can be easy as pie. (Guess what I made this weekend btw) But a lot of the time it’s the opposite. 🤦🏻‍♂️Unrealistic expectations 🤦🏻‍♂️Stakeholders not on the same page 🤦🏻‍♂️Long interview processes 🤦🏻‍♂️Taking too long to make decisions 🤦🏻‍♂️Not investing enough time into a search 🤦🏻‍♂️Being too reliant on direct applicants 🤦🏻‍♂️Partnering with the wrong agency We try to make things simple at 💚🖤Bounce Digital💚🖤 But if you’re not willing to change your approach Hiring engineering talent might just be pie in the sky 🥧 *Excuse the terrible puns. 

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How do you maintain productivity and motivation in remote work? Unlock the secrets: 🏠 Setting Boundaries: Establish a dedicated workspace to separate work from personal life. ⏰ Flexible Schedule: Embrace the flexibility but maintain regular hours to stay disciplined. 💡 Stay Connected: Regular check-ins with your team can boost morale and foster collaboration. 🌿 Take Breaks: Short, frequent breaks can significantly improve productivity and mental health. 🎯 Set Daily Goals: Small achievable targets can provide a sense of accomplishment. Remote work doesn't have to be isolating or unproductive. What's your top tip for staying productive? #RemoteWork #ProductivityTips #CareerGrowth

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Job interview tip: Brush up on your technical skills, especially if the role requires hands-on experience. This should be a minimum acceptable bar for candidates. I've seen many in lead and managerial positions fall into this trap, as they may not code daily anymore. If your CV boasts practical knowledge and hands-on experience with various technologies, but you struggle with basic SQL, you'll lose credibility as a candidate. As an interviewer, I don't take everything on your CV at face value. The interview is meant to test certain skills, so stay sharp and be prepared to demonstrate them, even if you're not actively using them in your current role.

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What if you have a savant in your team? In my case, the savant is the initial founder, CEO and investor, now joining forces with co-founder who will be the new CEO. The savant is me. I strive in innovation, chaos, disruption and lightning-fast execution. I am also a business guy. Check out my LinkedIn profile to find out what I am up too. In short: LLM 2.0. We started raising funds and talking to potential clients, mostly large companies. My job as a savant is to protect my executives from deep science at all costs, steer them and let them execute. There is also something I call "execution genius" (or sales genius aka rainmaker) and I deeply respect it and love having them as partners. Just giving the perspective of a "savant" here.

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🚨 Tech hiring reality check: 49 days to hire developers 47 days for product roles 39 days for designers ...and that's if you find the RIGHT talent! While others wait, winners scale. Your business can't hit pause for 7 weeks. You need a solution that doesn’t waste a second. Index.dev's talent network connects you with 16,000 pre-vetted technology professionals ready to jump in. 💯Fast, flexible, and scaled to your needs. Hire in just 48 hours. Ship at startup speed. Build at enterprise scale. 🔗 (Link in the comments) #Hire #Remote #TechTalent

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To all software developers and tech professionals navigating the hiring maze: I see you. The countless applications, coding tests, technical rounds, and waiting can be exhausting—especially when feedback feels elusive. Here’s what I commit to: 💡 Clear communication from application to offer, you deserve transparency. ⌛ Respect for Your Time. I always advocate for streamlined processes with meaningful assessments so your time is valued. 🤝 Whether you’re new to the industry or a seasoned dev, navigating opportunities can be overwhelming. I’m here to help you find roles that align with your skills and values—not just to fill vacancies. Let’s make recruitment human again. We’re building careers, not just writing code. #TechRecruitment #CandidateExperience #HiringWithEmpathy #SoftwareDevelopers #RecruitmentMatters #HumanFirst

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Hiring a developer is about finding someone who aligns with your vision and delivers results; not just someone with strong technical skills. However, it can be difficult to spot the right candidate in a world where many overpromise and underdeliver. Here are some red flags you should look out for when hiring: 1. Vague Portfolio or Lack of Proof. A developer without a clear portfolio may not have the experience he/she claims. Tip: Ask for specific projects candidates worked on and verify their involvement by asking questions. 2. Developers who overpromise results don’t either have the technicality it takes to complete a project or maybe too desperate to be considered because most desperate candidates underperform. 3. Don’t consider working with developers who struggle to communicate effectively during the hiring process. Clear, professional, and timely responses to questions are important during the recruitment process. 4. A developer who resists feedback during the hiring process will likely resist change as an employee. Only hire those who are open to collaboration, change, and flexibility. 5. Don’t hire developers who dodge questions during the hiring process. Spotting these red flags early will help you avoid hiring the wrong candidates. Have you ever dealt with a hiring mistake? Share your lessons below! #HiringTips #TechTalent #DeveloperInsights #developers #softwaredevelopment

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Time to lean on some LinkedIn experts. I've recently taken on line management of a platform engineering team. In the past I have mainly worked in product engineering teams, which naturally means there is a slight difference in the work and mindset of the engineers. As a way to ensure I can be the best manager to them, I'm looking for any materials relating to platform engineering that might make some good reading. Suggestions? P.s. I'm not necessarily looking to become a fully-fledged platform engineer myself, but at least understand the problem domain in enough detail to augment my usefulness to the team. P.p.s I also know that I should also treat the platform as a product, so that's not an issue. It's mainly around any key concepts for platform engineering that might be key to focus on. #softwaredevelopment #platformengineer #azure #aws

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In April, the salaries of senior developers remained unchanged compared to last year, whereas junior and middle developers saw a decrease of $200-500. The median salary for developers with no experience reverted to the standard $500 in April, after dropping to $400 in February. However, developers with one year of experience saw a decrease to $625 from $800 in January. Developers with two years of experience sought an average of $1650 in April, down from $2000 last year and $2500 in 2022. Those with 3-4 years of experience now expect a similar salary, having reduced their expectations by $500 compared to last year. Candidates with 5-6 years of experience anticipate an average salary of $4000, while those with 7+ years of experience expect $5000. This aligns with last year's figures, though in 2021, the expectations were $500-1000 higher.

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TL;DR - come work with me! A few weeks ago I started a new adventure as an Engineering Manager at Forter, and I’m already recruiting! Usually in those posts people are “selling” the “Hi-techs” - I can talk about the happy hours, I can talk about the appreciation Sundays and about some other cool stuff, but what I really was excited about was the product, and specifically the data behind it. Forter is all about trust - In every point along the eCommerce journey, businesses must make a critical decision - Can I trust this customer? My new team, Identity Corpus (As part of the Identity group), is helping doing exactly this - how can we take all the data we have (billions of entities) and in less then a second understand who is doing the transaction and should we trust him? I’m looking for a software engineer, with data orientation, that is willing to face the challenge of massive data and its problems - every day we need to improve our platform so it can both scale up and keep the latency as is [Forter grew from 50K transactions / day in 2016 into more than 10M transactions / day today!] We are working with AWS, Elasticsearch, Aerospike, Kafka, RocksDB, and many other technologies that are state of the art. If I made you a bit curious, and you want to hear some more, ping me or apply here - https://lnkd.in/djCWMJ9R Looking for other roles in Forter? https://lnkd.in/dTB-6H2N #forter #elasticsearch #aerospike #bigdata #jobopportunities #hiring

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