Motaz Abdou

** Lead Developer , hands on coder ** I'm looking for a hybrid first attitude *(Oxford)*, excellent ability *(next.js)* to build next level UIs, and demonstrable experience in *JavaScript*. I would envisage 10 years+ JS/TS with wicked front end UI skills in next.js 😊 (did he really just say wicked)? *Compensation* - Basic salary up to c120k, ideally more like 90k to 100k but the budget is there for the right AAD. Ability, attitude, demonstrable experience. *Tenure* - Permanent role, permanent background. Fully hands on, mobile first with a react native product. Web skills mandatory with fantastic next.js skills. Stack is TypeScript (next.js, node.js, nest.js and AWS infra) We would want to see some demonstrable experience in those areas upon presentation stage to the client. *Client domain* - Stealth start up mode - Currently have 5 of our contractors working collaboratively on an already successful and scaling medical web app which helps people with eating disorders. All of the developers are very senior and very good developers. Stack is next.js, node.js, nest.js, AWS, react native. This role will be with a front end / UI focus. There could be a 2 year succession plan for the right individual to become CTO. This isn't a must. If you want to code, you can code. If you want to lead, you can lead. First and foremost, you must use your leadership skills to lead yourself. #nextjs #next.js #next #nextlevelUI #reactjs #react.js #react #serversiderendering #asynchronousprogramming #objectorientedprogramming #engineeringprinciples #ability #attitude #demonstrableexperience #AAD

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Something I have seen lots of times on the business environment in LATAM, some big old companies are just catching up to modern tech and tendencies. You don’t have to implement it right away, but at least try to keep up and incrementally start integrating into your projects or just start experimenting so that when the times comes, you are prepared

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Can you relate? It's not always easy to hire C# developers. Misconceptions still exist around the language which makes it more challenging to fill C# roles than Java or Python. Passionate developers are often snapped up quickly, ​and convincing them to join your team requires more than a competitive salary. You need to show your vision, value their expertise, and demonstrate a genuine appreciation for the language they love ❤️. Check out my tips on building a C# obsessed team [link in the comments]. #CSharp #TechRecruitment #DeveloperPassion

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Attention Java Backend Developers! Most backend developers to be fair... 🤔 Here are some topics to look into that will help you get ahead in the job market. Also if you have experience across theses skills make sure you are highlighting these skills and experiences across your Profile and CV. (By highlighting I mean, make sure there included) Microservices Architecture The shift from monolithic to microservices is here to stay. Naturally I think the world of Mono and Micro together within an organisation will still be a thing for a while to come. frameworks like Spring boot are still super relevant right now. Get your head in the Clouds Understanding AWS, Azure, or Google Cloud is non-negotiable. Learn about cloud-native development, serverless architectures, and DevOps practices. Which one would you learn? Security In this age of rising cyber threats, understanding OAuth2, JWT, OpenID connect, encryption, and secure coding practices is essential to protect your applications. A.I Learning Python to work on AI-related services and products is a strategic move that can indeed give you a "level up" in your career as the industry increasingly emphasizes AI capabilities. Soft Skills & Leadership Technical skills are vital, but don’t underestimate the power of communication, teamwork, and leadership. Invest time in developing these skills to become a well-rounded professional. Hope you found that helpful!

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Programming tests are: ❌ Often stressful ❌ Take-home tests are usually time-consuming ❌ Rarely representative of the approach and conditions of the job that they're testing for ❌ Many times online code testing platforms will penalise you for clicking away from the screen and sometimes they penalise you for any copying and pasting ❌ Usually theoretical "best practice" based - showing how you might do something if you were working in a vacuum, not accounting for business needs / interdependencies with legacy platforms etc ❌ Typically they favour those who have more recently come from education over more seasoned professionals ❌ In some cases the results are ignored or overlooked anyway if the candidate has done well enough in interviews rendering the test itself pointless ❌ In other cases companies take a "line in the sand", "computer says no" approach where even someone who is a known entity to the team or business will be rejected if they don't do well enough on the test   I have NEVER heard a developer say that they enjoy technical tests.   Some of the most senior, capable, accomplished developers I have worked with refuse to complete them as part of a process - particularly timed ones.   How often do you write code in a real life production environment with a timer counting down? And when would you ever want your team to not have access to Google or GitHub or Stack Overflow on a difficult task? A significant part of an Engineer's role is to research potential solutions critically, not to be a walking programming encyclopedia!   Even if your test is a less pressured, more representative take-home task rather than a recorded or monitored time-pressured task, they're not always that informative and they often take up a large chunk of time, which, particularly for someone who is currently in full-time employment and interviewing for multiple other opportunities, is a lot to ask. They also often lead to excellent candidates withdrawing from the process.   To quote a senior dev I spoke to the other day: "It doesn't matter how great the pay or the company or the work are. I'm a professional with over 10 years' experience, treat me like it. Don't set me bullsh1t homework"     👉 So why is it that so many interview processes use them? 👉 And what are the genuine legitimate alternative approaches to be able to ascertain someone's technical capability?   Keen to hear your thoughts Linkedin? Futura Talent #technicaltesting #techrecruitment #developerlife #softwaredeveloper #softwareengineer

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Struggling to land a job as a Software Engineer with 0-3 years experience? Here's how to shoot to the VERY top of the pile: I won't BS you, the junior market is brutal right now. There's very few roles, and I've been hearing stories of adverts getting over 1000 applicants... So how do you stand out? The truth is, out of those 1000 applications, only 20% will be in Australia, and only 20% of those will be software engineers. That's 40 people. No hiring manager wants to interview 40 people. Especially when very few of those 40 will have the right communication skills, attitude and aptitude to get through the interview process. In fact, 99% of hiring managers would prefer to interview just 1 person. Do this, and that 1 person could be you: - Prepare some personal projects (to show willingness to develop skills) - Do some research on the company (to prove genuine interest) - Practice communicating (poor communicators fail interviews) - Apply with CV + personal project links (so you can be found easily) - Identify specifically why you are a good fit (if you don't know, nobody will) And then - CALL THE HIRING MANAGER. Or video message. Or voice note. In 30 seconds you can: - Introduce yourself and say that you've applied - Reference the personal projects on your CV - Mention why you like the company and why you'd be a great hire - Give availability to discuss the role further in an interview - All whilst proving you are a strong communicator with a great attitude Do this well and you'll be a 1/1000 candidate, I promise you.

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Here are 5 simple tips for hiring great software developers: 1. Look Beyond Technical Skills Technical skills are important, but don't focus only on resumes and qualifications, CV usually lying you. Hire developers who are smart, quick thinkers, and good problem solvers. People who can think creatively can often learn new languages faster than those with limited technical skills. 2. Give Real-World Challenges Ask candidates to solve problems your company has faced. This helps you see how they think, handle real situations, and if their skills match what you need. It also shows them what kind of work they’ll be doing. 3. Check Cultural Fit Make sure candidates fit your company’s culture and values. This is especially important for startups. Look at how they communicate, work in a team, and if they can adapt to your work environment. 4. Focus on Communication Skills Good communication is key, especially with remote teams. Hire developers who can explain technical ideas clearly, work well with others, and understand project needs. 5. Look for a Willingness to Learn Technology changes fast, so it’s important to hire developers who are always learning. Check if they’re interested in learning new things, staying updated, and being part of tech communities. By following these tips, you can hire developers who not only have the right skills but will also fit well with your team and help your company grow #code2day

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Junior and Mid engineers - this sign tells your seniority and it's easy to fix #130 Biggest tell: Going straight to coding. That's the single biggest tell interviewers use to determine your seniority. They ask you a problem and you start writing some code. Fix: 1. Start by re-reading the problem 2. Ask clarifying questions - even if you are sure you understood it correctly, you can always ask "Do I correctly understand that..." 3. Create small examples to check with the interviewer "With input XXXXX we do YYYYY to get ZZZZZ, is that correct?" 4. Once you understand the question well, try to solve it without writing any code - think out load and discuss potential solutions. The goal is to logically reach the "tough step" which you will then solve 5. When the above is complete, you can begin writing code and discuss. Of course, some examples or meta-code is fine to write, but implementing a solution you don't have is a poor practice. With years of experience, you will naturally reach the conclusion that it's easier to write code about solved problems instead of writing code for problems you have not yet solved. TopCoding - Reach Out for Interview Preparation and support! #Coding #Interview #Sofia #Bulgaria

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Hiring Django Developers in the US at the moment is unlike anything I've seen before! 🚨 People showing up to interviews who are obviously not who I invited! 🚨 Lying on qualifying questions to get through application filters! 🚨 Video interviews where the candidate "can't" (won't) turn on the camera! 🚨 People using AI to give answers! 🚨 Fake profiles! 🚨 I've even had people claim to be in their home when I can obviously hear multiple people doing tech interviews in the background! 🚨 Persistently asking for company and hiring manager names Hopefully this is just scammers up to no good and not expecting a recruiter to be able to spot it. I've learned over 16+ years recruiting Django Developers who knows their stuff and when someone is trying it on. ❓Think back - How many of your interviews in the last year have you finished and thought to yourself that something didn't quite add up... 💩 If it smells like bullshit, consider it to be bullshit! Call it out! There are still lots of genuine people out there looking for work, you just have to look that little bit harder. Or if you don't have the time, let us put a shortlist together for you. #DjangoHiring #DjangoJobs #DjangoDeveloper #DjangoRecruiter

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Looking for a Software Engineer? 𝗜𝘀 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗽𝗹𝗮𝗰𝗲 𝘁𝗼 𝘀𝗲𝗮𝗿𝗰𝗵 𝗳𝗼𝗿 𝘁𝗵𝗲𝗺? If you answered "yes". I would say based on what evidence - 𝗸𝗲𝘆𝘄𝗼𝗿𝗱𝘀? LinkedIn has a place but let's be honest - 𝗶𝘁'𝘀 𝘁𝗵𝗲 𝗹𝗮𝗻𝗱 𝗼𝗳 𝘀𝗽𝗮𝗺. If you found them on Linkedin, so did 𝗲𝘃𝗲𝗿𝘆 𝗼𝘁𝗵𝗲𝗿 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗼𝗿𝗹𝗱. Sourcing on Github has huge advantages: GitHub profiles offer insights into a candidate's: ✅Coding skills ✅Contributions ✅Projects ✅Collaboration style. By leveraging the platform, you can tap into a pool of talented developers who might not be actively looking for a job but are open to new opportunities if approached correctly. 🢃 Here is one simple way to do it and it's free 🢃 Tools shown in this video are octohunt and instant data scraper. #sourcing #recruitment #recruiting #githubsearch

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After recruiting in the React Native space for the past 6 years, over the past 1 1/2 ish years, i have seen clients are often looking for React Native Engineers, ideally with some Native Modules experience (Swift/Kotlin). Of course, the main reason is to improve the performance within their mobile application. I fully appreciate, not everyone has the opportunity to get exposed to this commercially; for the individuals in my network who have not had this opportunity, I would advise to do a personal project where you can successfully show the client you can do this! Your profile might not mention it, however if I could send your CV with a GitHub repository showing you can do this.. surely this gives you a better shot in securing the interview? Also, I have attached a link below which could potentially be helpful for anyone looking to add this to their skillset 🤷🏽‍♂️🙏 Any other tips for engineers who want to get some exposure to writing Native Modules within a cross platform application?

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Software Engineers - looking for new jobs? Use these 3 CV tips to secure more interviews... 1. Tech stack Don't just list 50+ technologies like 99% of people. Instead, make it super clear which you are an expert with. Be super honest and genuine with this. 2. Spell check It's super easy to make mistakes. So please use a free CV spell check tool. In recruitment, the little things really are the big things. 3. Achievements You have super limited space on your CV. Stop listing boring roles and responsibilities. Start sharing your key wins and achievements. -- 👉 Follow me (Alfie Whattam) for more like this! ♻️ Was this helpful? - 'Repost' this if yes! 👋 PS: I've hired hundreds of Software Engineers, and have my own recruitment agency (Alfa Technology) which helps companies do this. If you are hiring devs in the UK, then please DM me, and we would love to help :)

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Software Engineers - looking for new jobs? Use these 3 CV tips to secure more interviews... 1. Tech stack Don't just list 50+ technologies like 99% of people. Instead, make it super clear which you are an expert with. Be super honest and genuine with this. 2. Spell check It's super easy to make mistakes. So please use a free CV spell check tool. In recruitment, the little things really are the big things. 3. Achievements You have super limited space on your CV. Stop listing boring roles and responsibilities. Start sharing your key wins and achievements. -- 👉 Follow me (Alfie Whattam) for more like this ♻️ Was this helpful? - 'Repost' this if yes 👋 PS: I've hired hundreds of Software Engineers, and have my own recruitment agency (Alfa Technology) which helps companies do this. If you are hiring devs in the UK, then please DM me, and we would love to help :)

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"I do my best work at Night 🌙" So many Software Engineers I speak to often say, they work best in the night, or in large chunks of time when they can be hyper-focused on solving a problem! So why are so many SE jobs so restrictive in terms of flexibility! Software development often involves creative problem-solving. People can be most productive when they can choose when and where they work best. Flexibility allows engineers to work during their peak productivity hours. It's crazy how so many SE roles I am seeing requiring people to be on-site between the hours of 9-5. Offering a flexible work environment empowers software engineers to work in ways that best suit their needs and preferences, ultimately leading to higher job satisfaction, increased productivity, and better business results? Devs- what do you think are companies missing a trick in pulling everyone back into the office, let me know in the comments ⬇️ #techhiring #flexiblework #softwareengineers

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When recruiting for roles within Software Engineering it can be hard to find the necessary skills due to their availability... however, there are a few programming languages that make that search even harder 👀 Go, C & R can be the bane of your life when they are a requirement 🥵 I'd always recommend to Go Engineers that they put "Golang" in their CV over Go as it's an easily searchable phrase via a boolean. When it comes to C & R - I don't have a clue how you can make yourself more visible on searches when it comes to recruiters finding your CV. So until I find that solution, the below will be my reaction to seeing a C & R requirement come through the inbox 🤣 Any tips? #recruitment #C #R #software #Go #Golang

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The role of Technical tests in hiring Developers: Striking the right balance What are your thoughts on technical tests in the hiring process; do you lean towards live coding, take-home tasks, or prefer to skip them altogether? Technical tests can be a double-edged sword; they do offer insight into a developer’s problem-solving abilities, but it’s worth noting that not all exceptional developers thrive under test conditions. Live coding can add unnecessary pressure, while take-home challenges might miss the collaborative, iterative aspect of real-world work. One of our partners struggled with lengthy, rigid testing until we revamped the process to focus on practical problem-solving. This shift led to a noticeable improvement in the quality of hires and streamlined their recruitment experience. How do you prefer to assess technical skills in interviews? If your current approach isn’t yielding the results you’re after, let’s connect; I’d be glad to help optimise your strategy. #CodeConsult #TechnicalInterviews #RecruitmentStrategy #TechHiring #DeveloperSkills

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🤯 7 Things Software Engineers Secretly Hate Doing (But Still Do Anyway) 🤯 1. Writing Documentation 📚: We know it’s important, but let’s be honest, it’s not exactly thrilling. 2. Fixing Someone Else’s Code 🔧: Debugging your own code is one thing, but untangling someone else's mess? Ugh. 3. Attending Endless Meetings 🕒: Sometimes, meetings could’ve just been an email, right? 4. Code Reviews at the Last Minute ⏰: Reviewing code under a tight deadline? Stress level: 100. 5. Dealing with Merge Conflicts 😩: Why does it always happen at the worst possible time? 6. Explaining Tech Concepts to Non-Techies 🤯: It’s like speaking two different languages. “No, the cloud isn’t actually in the sky.” 7. Updating Legacy Systems 🦖: It’s like trying to modernize a dinosaur—tedious and painful. But hey, it’s all part of the job! 😅

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Early stage programmers, this one's for you! 👇👇👇 If you're new to programming or aiming to sharpen your JavaScript skills, this comprehensive guide is the perfect place to begin! 🧑‍💻 Cody Lindley (Frontend Masters) covers everything from core concepts like variables and functions to more advanced topics like closures and asynchronous programming. Whether you're diving into web development for the first time or just looking to refresh your skills, this is a must-read! Check out the full article below 📖 #WebDevelopment #LearningToCode #TechGrowth #DeveloperJourney

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