Marcel Hageman

At Evoluted | Certified B Corp™, we've been using GitLab as our DevOps platform for years, and it's been fantastic. But as our Shopify client base has grown, we faced a challenge: no built-in GitLab-Shopify integration. Many developers solve this by building custom solutions. That's what I did! Over the past 6 months, I've developed an integration leveraging GitLab CI/CD and the Shopify CLI to automate theme deployments. Here's the benefit: Streamlined development workflows for Shopify stores on GitLab. It's not a silver bullet: This solution might not be as feature-rich as the official GitHub integration, but it's robust and ready to share. Calling all Shopify devs! Have you struggled with manual deployments? I'm sharing these scripts to help you improve your workflow, just like they've helped ours at Evoluted. Links to the full breakdown of the implementation: In the first comment. #shopify #gitlab #devops #ecommerce #cicd

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The word Medium......🤮 I can't use it. I cannot get it out of my mouth. At Itsavirus we use to work with naming our engineers like so many other companies do; junior, medior, senior, expert.... But the whole idea that we have "medior" people does not fit with my beliefs... at all. ➡️ First of all; people can never be 'medior'. We are all valuable in our own right. Calling people 'medior' sucks. ➡️ Secondly; I don't allow for any form of mediocracy in our company. It has no place at Itsavirus. We strive for the best. Any reference to 'medium' is just simply wrong. In my opinion engineers at Itsavirus are either skilled professionals that simply deliver or they are in the learning phase. And yes, also our skilled professionals keep on learning! This is one of the many reasons we have implemented IC levels. Below a rough description of how this works: 🐣 IC1 (Entry-Level): These team members are in the learning phase, focusing on growth and skill development. 🐥 IC2 (Proficient Professionals): Fully independent contributors who manage tasks autonomously, consistently delivering quality results. They provide reliable support and make substantial contributions to project outcomes. 🦆 IC3 (High Performers): Experienced professionals with a strong track record for excellence. These team members bring specialized knowledge, solve complex challenges, and deliver high-quality work and solutions. 🦢 IC4 (Leaders & Strategists): Our top-level experts who, in addition to providing exceptional work, also guide teams, offer strategic insight, and take on leadership roles to drive projects forward. The implementation of this model has more positive consequences 🛑 Junior Engineers No Longer Offered: Previously, having junior engineers in our offering made sense for handling simpler tasks. However, with the advancement of AI, many of these tasks can now be executed more efficiently using tools. 🛣️ Clear Career Path for Engineers: Our engineers have a well-defined growth path without the need to move into management roles unless they choose. This allows them to focus on their strengths and passion, building on technical expertise. 🫧 Transparent Growth and Fair Rewards: The IC model provides clarity on expectations and accomplishments, ensuring that career progression and compensation are transparent, fair, and aligned with performance and skills. 😎 Enhanced Client Experience: With defined IC levels, clients like you can have a clear understanding of the expertise and contributions each team member brings to your project. When we assign someone to your team, you know precisely what to expect based on their level. Added a picture to look tough ⬇️

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LinkedIn, your "AI" autocompletion for commenting on posts just started giving me recommendations in Dutch. I never spoke Dutch. I probably never will. How about some unit tests in your features, huh? Quick reminder: AI models are *statistical* models. If they work 95% or 90% of the time, that's 5 or 10% of failures. Add those numbers to your calculations for bounce rate, churn, whatever... do the math. It's expensive. My philosophy is: always use AI models with a fallback for when they fail, and never make the whole feature completely useless, even when the AI fails. The cost for failing must be very low. In this case, your failure to even detect my language (you have them in my profile?!) cost you this post. Not sure how expensive that is, but hey, bad publicity and all.

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In 2021, I tried to understand how tech compensation really works - at least in the Netherlands. I published "the trimodal nature of software engineering salaries" article. Time for an update: Back then, based on ~100 data points (and my own experience as a hiring manager,) I suspected that there are three, distinctively different compensation bands for software engineers: 1. Local companies (Tier 1) Most local businesses that benchmark to the numbers on most salary comparison sites. They usually offer close to – and sometimes slightly above – what government positions advertise for senior engineering roles. 2. Ambitious local companies (Tier 2) Startups, scaleups, and more ambitious local companies that want to hire and retain the best people, locally. 3. Companies benchmarking across a region (Tier 3). Big Tech companies, hedge funds and scaleups that hire across regions, frequently hire from abroad, and often compete with fellow Big Tech giants for talent. Curiously, the third tier (Tier 3) seemed to be missing from most public compensation data sources. Since publishing the model, I've both received lots of feedback suggesting it applies to the US, Canada, UK, Europe and many other countries. I've since then also collected far more data points, manually tagged companies by tier, and can finally confirm that yes, this model holds up when compared with actual data. Here is the longer analysis (and the stats behind this graph below) in yesterday's The Pragmatic Engineer issue. Read it here: https://lnkd.in/e7FV4gBB

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🚀 Join us for an exciting live session on 𝑴𝒐𝒃𝒊𝒍𝒆 𝑨𝒑𝒑𝒍𝒊𝒄𝒂𝒕𝒊𝒐𝒏 𝑴𝒐𝒅𝒖𝒍𝒂𝒓𝒊𝒛𝒂𝒕𝒊𝒐𝒏 with 👾 Tjeerd In 't Veen https://lnkd.in/eg2hcCkG Are you looking to deepen your understanding of modularization and its critical role in modern app development? Don’t miss out on this insightful discussion where we'll cover: 🔍 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐌𝐨𝐝𝐮𝐥𝐚𝐫𝐢𝐳𝐚𝐭𝐢𝐨𝐧: What does it mean to modularize a mobile app, and why is it crucial for today’s development landscape? 🔍 𝐁𝐞𝐬𝐭 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞𝐬 𝐟𝐨𝐫 𝐂𝐨𝐝𝐞 𝐑𝐞𝐯𝐢𝐞𝐰: Discover effective strategies for conducting code reviews in feature modules, ensuring high-quality code and smoother collaboration. 🔍 𝐁𝐚𝐥𝐚𝐧𝐜𝐢𝐧𝐠 𝐋𝐞𝐠𝐚𝐜𝐲 𝐚𝐧𝐝 𝐍𝐞𝐰 𝐌𝐨𝐝𝐮𝐥𝐞𝐬: Learn how to progressively transition from legacy systems to a modular architecture while continuing to deliver new features. 🔍 𝐌𝐞𝐫𝐠𝐞 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭𝐬 & 𝐕𝐞𝐫𝐬𝐢𝐨𝐧 𝐂𝐨𝐧𝐭𝐫𝐨𝐥: Get practical tips on managing merge conflicts, version control, and maintaining consistency across different modules. Whether you're a seasoned developer or just starting out, this session is packed with valuable insights that can take your skills to the next level. 🕗 Time: 1 PM (Paris, France) 🇫🇷 / 1 PM (Amsterdam, Netherlands)🇳🇱 📍 Location: Only on Swift Academy 🇹🇳 See you there, and may the code be with you! ----------------------------------------------- 🚀 Support my work if you'd like! ☕️: Buy Me a Coffee https://lnkd.in/ei7cVejt 📨 Don't forget to subscribe to the newsletter of our site Swift Academy - Modern Mobile Development. https://lnkd.in/eUvvBk46 🎥You can also subscribe to my Youtube channel https://lnkd.in/eHKCft-E #MobileDevelopment #Modularization #CodeReview #VersionControl #AppDevelopment #TechTalk

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Build with bld and why it matters to the jvm ecosystem? #bld #buildtool #java #jvm

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Developers these days are so darned lazy. And cheap. OK, sorry, that was not fair. Developers have always been lazy and cheap. I was really surprised by this when I started out as a software developer, fresh out of college 25 years ago. I noticed that whenever my more experienced colleagues were asked to add new functionality, the first thing they did was to check if there was pre-existing code that did the job. Preferably free. This blew my mind. But as I thought more about it, it made sense. Especially after I attended a Business Strategy class at Southern Methodist University SMU Cox School of Business. Build vs Buy vs Reuse is a part of Business Strategy. Why build or buy something if it is freely available? When we start with something good-enough that is freely available, we can customize it to our needs. And if it is well-maintained, we get free upgrades. This frees up more time and money for us to build things that no one else can build as well as us, which makes customers very happy. It reduced the TCO (total cost of ownership) of our solutions and it increases our EBITDA, which usually makes investors very happy, which makes the board of directors very happy. So it turns out that developers are not only lazy and cheap, but they are also strategic and there is a lot we can learn from them. Especially when it comes to building Software Product Development Lifecycles. You may be tempted to reject the pre-existing frameworks and build your own because none of them are good enough for you. Newsflash! You might think you are unique and special and nobody is solving the specific kinds of problems you are. Maybe yes, maybe no. You are just as unique as every other snowflake. And while you might be doing something nobody else has done before, you don't need to develop your own SDLC. Think like a developer. Be lazy, cheap and strategic. Start with a pre-existing framework, make use of all the free training available on the market, and customize only what you need to. Your EBITDA will go up and your customers, investors and Board of Directors will be happy. You are welcome.

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How to Make your Freelance Business DBA-Compliant in the Netherlands 🇳🇱🧀🌷 ✅ Own investment: Use your own laptop ✅ Contract duration: Contracts no longer than 3 months ✅ No obligation to work specific hours: Define milestones in the contract instead ✅ Commercial risk: Define a maximum milestone payment in the contract ✅ Management and supervision: State in the contract that you'll have a 1:1 meeting with the team manager once a month ✅ Higher rate and payment based on hours: Schedule regular payments ✅ Maintain your own website and present yourself as an entrepreneur: "Open to work" on LinkedIn, freelance headline, own website ✅ Freelancer as part of the organization: Have your own email, GitHub, and VPN account Bonus Points: ➕ Pay pay-roll tax - through my own limited liability company or Besloten Venootschap (B.V.) ➕ Have multiple SBI codes (industry classification codes) - allowing you to be hired for various services The Two Difficult Points to Avoid: ❌ Performing work that is also done by employees within the organization. You could argue that, because your company has multiple SBI codes, there is no employee who can perform your specific combination of activities. You are unique: - Developing, producing and publishing software (6201) - Tutoring, training and education (85599) - Film production (59111) ❌ Performing tasks that are a structural part of the organization. This is very difficult, especially if you, as a freelancer, need additional help/temporary workers. Conclusion: Nevertheless, I believe that the number of points where I, as a freelancer, do comply is much greater than those where I don't.

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📈 The controversy around medior-level freelance gigs In the last few weeks, I have worked on several medior-level freelance vacancies. They are becoming more common. The pattern is always quite similar: ✅ Hiring manager needs an additional person for a fixed time period ✅ Their company wants to offshore the work to save money ✅ The hiring manager fights for someone local who can come to the office ✅ The budget is settled somewhere between offshoring and freelance I see a lot of vocal discontent on LinkedIn about these rates being advertised. But, having been part of these conversations, I don't think it was ever an option to hire a senior-level freelancer. In the past, companies might have reluctantly paid €100/hour+ to plug these gaps. But, offshoring has improved, and the landscape has changed. When you see these jobs advertised, they either find someone within that budget or the work goes to: 🌍 Offshoring / outsourcing companies 💼 Consultancies / detachering companies In my experience, the people applying to these jobs fall into 2 categories: 🥧 They already work for a detachering company and want a bigger slice of the pie 👶 They are entrepreneruial and want to get into freelancing early in their career These people are not applying reluctantly. They know they will make more money in the future and see it as a step on the ladder while also improving their current earnings. If a company is asking for a 10+ years experience and paying medior-level money, I understand the frustration. But, most hiring managers are very realistic about what they need. And, I think it's a good thing that these roles still exist. #freelance #zzp #interim #devops #outsourcing #offshoring

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Hey Google, when I Google, I want you to Google. ➡️ Keep my original query, at all times. Never translate, or even worse, rewrite it. ➡️ Keep interface language and query language separated, at all times. Just because my interface language is Dutch, doesn't mean I want my output in Dutch. This was really straightforward when you did just Search. But now with GenAI taking over, you're conflating the 2, big time. ➡️ Show. Me. Websites. Google has turned into my number 1 source checker. It's where I go to when ChatGPT tells me to always check stuff myself. So please show me endless lists of search results. Thanks from someone who still remembers your very first user interface: an empty page and a search box 💜 #heygoogle #propersearchisstillabusinesscase

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Dear Santa: All I want for X-mas is a stable stack. I don't care if it is frontend or backend, just make it with no breaking changes for a few months. ~ A pretty good hacker (in temperment not tech skillz) #frontend #backend #react #nextjs #node #typescript #python #openai #langchain #llamaindex #sst #opennext

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Grow with me as I make baby steps with my baby. | Update 1.0 1. New team member - because two heads are better than one. 2. Dutch translation - because he is from Germany. 3. Free Social Media Security Policy- because I am nice like that. | Okay bye for now, keep an eye out for the next update | #growth #babysteps #techseclabs #cybersecurity | Click link below to check out Update 1.0

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Should CPOs roll up their sleeves and dive into some actual Product work? Is that "bad Founder mode"? 🤔 😅 Last week, during an insightful session with Rogier Schoute at the One Month PM - The Fullstack PM Academy PM, we touched on something that really resonated with me. Rogier suggested that as a Chief Product Officer (CPO), dedicating a few hours each week to deep Product work can be incredibly beneficial. Imagine tackling the most pressing challenges alongside your team, keeping your Product muscles in shape, and staying truly connected to the core of your work! This approach not only strengthens your connection with the Product but also bridges the gap with your teams. But I also know it's not a consensual approach 👀 So, how do you CPOs out there balance this with your other responsibilities? I'm curious to hear your experiences and thoughts!

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The skills required of web developers vary depending where you are in the world. Javascript is by far the leading skill required across all nations but .NET is as important in Belgium and the Netherlands. Want to see the breakdown in more detail, this chart can be found here https://lnkd.in/eeGZki57 #webdev #javascript #digitalskills #skills #lightcast

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𝗪𝗵𝘆 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗶𝗻𝗴 𝗦𝗮𝗮𝗦 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗲𝗿𝘀 𝗶𝘀 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 – 𝗔𝗻𝗱 𝗪𝗵𝘆 𝗜𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀 As a software engineering manager in the SaaS industry, you know that finding the right talent is crucial. So does it frustrate you that the people you task with your recruiting do not understand that recruiting SaaS developers fundamentally differs from hiring regular software engineers? 𝙒𝙝𝙮 𝙩𝙝𝙚 𝘿𝙞𝙛𝙛𝙚𝙧𝙚𝙣𝙘𝙚? SaaS developers need a unique blend of skills and experience. They must be proficient in languages like JavaScript, Python, Ruby, and Node.js, and have hands-on experience with cloud infrastructure services such as AWS, Google Cloud, and Microsoft Azure. They also need to excel in API integration, database management, DevOps, and automation, and be adept with containerization technologies like Docker and Kubernetes. 𝙎𝙤𝙛𝙩 𝙎𝙠𝙞𝙡𝙡𝙨 𝙈𝙖𝙩𝙩𝙚𝙧 𝙏𝙤𝙤 Beyond technical prowess, great SaaS developers excel in problem-solving and communication. They can adapt to unexpected issues and find solutions quickly. Moreover, SaaS development is a team effort, requiring developers to work closely with designers, project managers, testers, and others. Effective communication ensures mutual understanding and alignment of technical decisions with every other aspect of the product. A top-tier SaaS developer can explain complex ideas to non-technical team members, fostering better collaboration and a unified approach to achieving common goals. 𝙏𝙝𝙚 𝘾𝙤𝙣𝙨𝙚𝙦𝙪𝙚𝙣𝙘𝙚𝙨 𝙤𝙛 𝙂𝙚𝙩𝙩𝙞𝙣𝙜 𝙄𝙩 𝙒𝙧𝙤𝙣𝙜 Hiring the wrong developer can lead to a product that is insecure, unscalable, and user-unfriendly. This not only affects your product’s performance but can also damage your company’s reputation and bottom line. 𝙒𝙝𝙮 𝙋𝙖𝙧𝙩𝙣𝙚𝙧 𝙬𝙞𝙩𝙝 𝙍𝙤𝘾𝙤 𝙍𝙚𝙘𝙧𝙪𝙞𝙩𝙢𝙚𝙣𝙩? At RoCo Recruitment, we specialize in identifying top-tier SaaS developers who bring not just technical skills, but a deep understanding of the SaaS landscape. We know what makes a great SaaS software engineer and how to attract them. Partnering with us ensures that your development team is equipped to build secure, scalable, and user-friendly products. Finding the right SaaS software developers is the only way to ensure your SaaS product is functional and competitive. Don’t leave it to chance – let RoCo Recruitment help you build a team that drives success. 𝘿𝙈 𝙞𝙛 𝙮𝙤𝙪 𝙬𝙤𝙪𝙡𝙙 𝙡𝙞𝙠𝙚 𝙩𝙤 𝙨𝙘𝙝𝙚𝙙𝙪𝙡𝙚 𝙖 𝙘𝙖𝙡𝙡 𝙩𝙤 𝙙𝙞𝙨𝙘𝙪𝙨𝙨 𝙩𝙝𝙞𝙨 𝙛𝙪𝙧𝙩𝙝𝙚𝙧 #Softwareengineering #SaaS #SaaSsoftwareengineers #RoCorecruitment #recruitment

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Bringing new developers on board can often be a lengthy endeavour, stretching over weeks or even months before they're fully integrated into a team and project. Consider this: during the onboarding period, every hour counts, both in terms of time and cost. Imagine a scenario where the average hourly rate for developers is $70/hr. If a new hire spends 60 hours onboarding, that translates to a significant investment of $4,200 just to get that developer up to speed. But that's not all. It's essential to consider the opportunity cost as well. A new developer, depending on their experience level might take over two months to reach full productivity. During this time, their output is not just limited; they're also more than twice as likely to leave due to ineffective onboarding. In essence, the true cost of onboarding extends beyond the dollars spent on training—it includes lost productivity, increased turnover, and missed opportunities. By streamlining your onboarding process with EaseIn(https://easein.io), you can not only save time but also maximise the return on your investment in new talent. #developeronboarding #onboarding #Productivity #Retention #Onboarding #employeeexperience #techonboarding

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☝️ Things I didn't knew CSS could do. ...but now I do! 💡 On the very first edition (and the very first day even) of #FrontendNation, the largest free online frontend conference, I took the virtual stage to talk about CSS. About generous amount of features that were added to the #CSS spec and can replace your #sass or #JavaScript solutions. It's also a talk about learning about knowledge gaps and taking action when identifying them. It's okay to not know every latest technology (and there are plenty in the frontend space), as long as you know what to do if you encounter lack of knowledge. ...and that talk is online, free to watch: https://lnkd.in/eVMi28Fe 🍿

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"Two front-end developers are sitting at a bar. They have nothing to talk about." I first heard this quote from Chris Coyier in 2019, but it feels even more relevant today. It's the idea that front-end has grown to cover so many different areas that it's *really hard* to be an expert at all of it. Some might be great at HTML/CSS and working closely with designers to implement slick designs and interactions. Others might be entirely focused on mastering a modern JS framework + metaframework to handle data fetching and building an architecturally sound front-end application. These are important skills, but mastering all of them is simply too much to ask of most front-end developers (especially juniors). That's why I think it's important to realize what you most enjoy working with, and then doubling down on that part. It's great to have an understanding of both "ends" of the front-end, but to really be great you probably have to narrow your focus. I'll also be diving into this a lot more in my upcoming course, so stay tuned for that 👀

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Happy Developers = Happy Customers! 🥇🙌🚀 Satisfied developers are key to productivity, creativity, and motivation, resulting in top-notch products, scalable tech, and rapid iterations. To keep developers content, enhancing the time to build a release is crucial. At Picnic Technologies, we slashed build times from 13 minutes to just 1 minute. But why the focus on build times? 🕒 𝗧𝗶𝗺𝗲 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆: Speedy builds mean less waiting and more coding time. 🧠 𝗠𝗲𝗻𝘁𝗮𝗹 𝗙𝗹𝗼𝘄: Short builds help maintain focus and reduce frustration. 🔄 𝗜𝘁𝗲𝗿𝗮𝘁𝗶𝗼𝗻 𝗦𝗽𝗲𝗲𝗱: Quick builds allow faster testing and iteration cycles. 🔧 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲 𝗨𝘁𝗶𝗹𝗶𝘇𝗮𝘁𝗶𝗼𝗻: Efficient builds optimize CI/CD resources. 😃 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗲𝗿 𝗦𝗮𝘁𝗶𝘀𝗳𝗮𝗰𝘁𝗶𝗼𝗻 Improved build times boost job satisfaction and morale. Our gains? 🔄 𝗥𝗲𝗱𝘂𝗰𝗲𝗱 𝗖𝗼𝗻𝘁𝗲𝘅𝘁 𝗦𝘄𝗶𝘁𝗰𝗵𝗶𝗻𝗴: Shorter builds minimize interruptions. 📈 𝗙𝗮𝘀𝘁𝗲𝗿 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸: Quick builds offer immediate issue identification. 🔗 𝗖𝗜 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆: Short build times streamline CI pipelines. 🛠 𝗘𝗻𝗵𝗮𝗻𝗰𝗲𝗱 𝗪𝗼𝗿𝗸𝗳𝗹𝗼𝘄: Minimizing downtime boosts productivity. 🚀 𝗣𝗿𝗼𝗷𝗲𝗰𝘁 𝗠𝗼𝗺𝗲𝗻𝘁𝘂𝗺: Fast builds accelerate project progress and innovation. Curious to learn more? Read the latest insights from Oksana Evseeva and Pieter Dirk Soels 👇https://lnkd.in/eeWwyGz9 #Developers #Productivity #TechInnovation #ContinuousImprovement #innovation #amsterdam #scaleup #jointheteam #hiring

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