Full Stack Developer

Stanwood
๐Ÿ™ 18 locations
๐ŸŒŽ 9 countries
๐Ÿค“ 11-50 members
๐ŸŒŽ Worldwide

How We Work

  • We are a 100% distributed company. Our team members work from wherever they choose to live and we regularly get together in nice locations all over Europe for fun and a bit of work. Please note that we meet somewhere in Europe, so you should be within reasonable flight time from major European cities.
  • We work in small teams, focused on shipping products in 4-6 week cycles.
  • We always strive to improve ourselves and the way we work, so we like to experiment with new tools and new ways of working. Sometimes it works out, sometimes we fail, but we always learn a lot during the process.
  • We are highly result-oriented and are looking for people who are too.
  • You take on full responsibility for your projects and its results. In return, we give you a lot of freedom and independence to shape your daily work.  
  • We strongly believe in transparency, so we share (almost) every information within the company and even open source it in our handbook.
  • We discuss issues openly and directly with each other and bring them up as soon as we notice them.
  • We highly value the opinions of our team members and make decisions based on data, not hierarchy. Your voice counts, but you might not be right every time.

Our Projects

  • Modern web apps (ReactJS, Angular)
  • FireBase integrations (Auth, Database, Hosting)
  • REST api integration

Tech Stack We Use

  • ReactJS
  • Angular
  • Django REST Framework
  • TypeScript
  • REST API
  • PostgreSQL
  • Firebase
  • Sentry
  • Github
  • Codeship โ€“ CI/CD

Required Skills

  • We are looking for an experienced developer, meaning you spent at least 55 productive months coding on commercial projects AND you have a long list of solutions which did not work (and you learned a lot from them).
  • You have to be experienced with 80% of our tech stack, also ReactJS is a must (2+ years). We know everyone is willing and capable to learn fast, but see first point.
  • Excellent English skills are crucial for this position. You need to be able to explain technical solutions to non developers. And more importantly, tell funny jokes and have a good time with us.

Compensation

  • We pay 52800-70400โ‚ฌ per year, depending on your skills and experience.

Recruitment Process

For a remote company like us, itโ€™s crucial to find the right people who can identify 100% with our company values and culture. So please donโ€™t get intimidated by our multi-step recruiting process and bear with us until the end. Itโ€™s worth it.

  • Application form
  • A 60 min call with our Platform Lead to get to know each other a bit and talk about tech stuff, processes and answer your questions about the job.
  • 3 x 30 min 1 on 1 calls with our Squad Leads (each call is with a different Squad Lead)
  • A 30 min call with a peer developer
  • A final 15 min call with Hannes, our Supreme Mugwump aka Managing Director (if your second degree is law).

Why Stanwood?

We are a family of tech enthusiasts, nerds and digital pioneers working together remotely from all over the world. We are not bound by offices or locations, our passion to build awesome technology is the glue that holds us together. We highly value our freedom to live and work wherever we want and create an environment where we can max out our potential and push our limits every day.

Everything we do has one sole purpose: We want to create awesome code and deliver software our clients love. And we want to do it in the most fun way possible for us.

Our โ€žWoodiesโ€œ comes from a multitude of countries and cultural backgrounds. Diversity, openness and communication are key to our success. We hire for attitude and train for skill. We prefer diverse, critical thinking over conformity. And we focus on quality, not working hours.

Want to know more? Check out our handbook.

Interview

We established a quite long and thorough hiring process over the past year. Candidates have to do structured interviews with five different people at Stanwood, among them future colleagues, team and platform leads and me. We do it because we want to get to know the person as best as possible under such unnatural circumstances. And even more importantly: We want to eliminate personal bias in our hiring decisions. Did you know people decide within ten seconds if they want to hire a person or not? The rest of the time, they subconsciously try to justify their decision.

My tip to candidates who would like to join Stanwood is:

- Donโ€™t get intimidated by our hiring process. Itโ€™s for our mutual benefit and it gives you a chance to get to know us, how we work and if you feel comfortable working with us.
- And secondly: Donโ€™t try to impress us and pretend to be someone you are not. It will come out over time and bite you and us in the ass. We hire you with all your strengths and weaknesses. We know everyone makes mistakes, we make a lot of them. The important thing is to analyze those mistakes and learn from them. Thatโ€™s the only way to become better developers, managers and people.
- Our opinion to videos: They are a nice gimmick to stand out in the first selection round. But for us, skills, experience and personality count. Videos show an image of what a candidate wants us to see. But we want to get to know the whole person, not just the image of who she/he wants to show us.

BTW: We hire by a โ€œHell Yeahโ€ criteria, meaning all five interviewers have to say โ€œHell yeahโ€ to the candidate. If thereโ€™s just one whoโ€™s against the decision, we donโ€™t hire the person. Thatโ€™s a lengthy process, but it pays off every time. Wrong staffing decisions cost you much more time, money and effort than taking your time until you find the perfect candidate.
Rauno Metsa ยท Founder, RemoteHub
Our main synchronous communication channel are video calls, where we discuss project and company related topics. For FYI topics we use Slack to post our status, share company news, new tech stuff and other fun things with each other. Thatโ€™s a fun environment to work in, itโ€™s good for the team spirit, for building a remote company culture and it gives us a feeling of belonging.

But to produce great quality code, developers need time slots where they can dive deep into a problem and get lost in the task at hand. Thatโ€™s a challenge for a software development agency like us with many different projects and clients who want us to respond quickly to their requests.

Our policy is that people need to reply to a message aimed at their personal handle within 2 hours. Itโ€™s enough to say: On it, getting back to you in the afternoon/tomorrow/etc. That way we ensure our team members get deep work done and keep in touch with their teammates.
Rauno Metsa ยท Founder, RemoteHub

Benefits

โœˆ๏ธ
Regular team meetings in European hotspots and 1 Stanwood Summer Extravaganza each year where we all come together, work a bit and mostly enjoy spending time with each other
93 remote teams →
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Equity is a special incentive we offer our senior managers
42 remote teams →
๐Ÿ’บ
We pay for renting a desk in a co-working space and for required tech like testing devices etc.
43 remote teams →
๐Ÿ‘Ÿ
Mindfulness is one of our core values. We encourage everyone to give meditation a try and offer free Headspace account
33 remote teams →
๐Ÿ’ป
We pay for required tech like testing devices etc.
65 remote teams →
โ›ฑ
Unlimtied time-off is to be discussed individually, but possible
38 remote teams →
๐Ÿ“š
We offer intensive inhouse training to improve our skills and external online courses as necessary
67 remote teams →
๐Ÿ“ˆ
We are 100% transparent about our KPIs and share our OKR board openly
27 remote teams →
๐Ÿ–
Our top priority is running our projects smoothly and make our clients happy. When and how long people take vacations is up to them as long as their responsibilities are taken care of.
51 remote teams →
๐Ÿ’ฐ
We share a percentage of our annual profits with all employees based on various factors (just ask us if you're interested)
12 remote teams →
๐ŸŒž
Paid vacation
81 remote teams →
๐Ÿƒ
Free Headspace subscription
๐Ÿ’ฐ
We share a percentage of our annual profits with all employees based on various factors (just ask us if you're interested)
๐Ÿ•‘
We need a few hours of time overlap to keep our still synchronous processes working. But Woodies are free to choose when and how they work best.orking hours
๐Ÿ๏ธ
Our top priority is running our projects smoothly and make our clients happy. When and how long people take vacations is up to them as long as their responsibilities are taken care of.

Workplace

โŒš๏ธ Flexible hours
We need a few hours of time overlap to keep our still synchronous processes working. But Woodies are free to choose when and how they work best.orking hours

Tools used for remote work

Remote team at Stanwood is using 12 tools like 1Password, Confluence and Google Drive when working remotely.

Engineering

๐Ÿ‘‹ Daily standups
We have 2 different kind of daily stand ups:

1. "Project office hours" twice a day at 10am and 4pm: PM opens an appear.in room and everyone working on that project can quickly and easily join and discuss questions or roadblocks. The PM summarises the results and posts it to the project channel in slack.

2. Daily Check ins in our slack standup channel: Everyone posts once a day:
- How many tickets are assigned to me? How many tickets did I close in this sprint so far? Can I take more tickets? Are there any roadblocks ahead of me?
๐Ÿค Pair programming
We have three kinds of pair programming sessions at Stanwood:

1. Every new "Wookie" - as we call our new team members in the first 3 months - goes through intensive pair programming sessions during his/her onboarding period to learn how we structure our code. We do this in regular 1:1s in appear.in where we code together and share our screens.

2. Every line of code we've ever written has been thoroughly reviewed by an experienced developer. That way we keep our code quality high and ensure we code by the same standards. In case of doubt, we jump into a short call and review the code together until we agree that's the way to go.

3. We do continuous peer training sessions to improve our skills and learn from each other.
โšก๏ธ Agile development
We use our own SCRUM/Kanban methodology which we customized to fit our 100% remote processes and our clients' requests. Each sprint is about 2 weeks where 1 of it is for planning and refining and one is for actual coding. We regularly do retros for sprints that didn't meet the set goals in order to learn from it and constantly improve.
๐Ÿ”“ Open source
One of our core values is transparency by default, so we open source a lot of things.

Our code:
https://gitlab.com/stanwood
https://github.com/stanwood

Our company handbook:
https://gitlab.com/stanwood/handbook
Here, we disclose everything from our mission and values to our processes and tools up to compensation, hiring and firing criteria.
๐Ÿ“š Learning & sharing
Constantly challenging the status quo and improving things (and ourselves!) is deeply rooted in our company culture. So we do a lot of things to ensure our company keeps becoming even better:
- regular masterclasses where people share their special skills (e.g. UX design, tool hacks, game dev, 3D printing etc)
- Training programmes
- regular 360 degree feedback rounds
- bi-weekly 1:1s where we ask: What do you want to achieve and how can we help you do that?
- our watercooler channel in slack where we post funny and personal stuff
- our thank you channel in slack where we regularly appreciate when others helped us, did an amazing job in a project, etc.

Featured on the blog

Interview

About

๐Ÿ Remote-first ๐Ÿ’ผ Consultancy
๐Ÿฆ 94 Twitter followers

Headquarters

Stanwood's remote company is headquartered in Berlin, Germany

Remote team in 18 cities and 9 countries

Stanwood is working remotely from 18 cities like Barcelona, Berlin and Munich across 9 countries like Germany, Poland and Latvia with the average temperature of 21ยฐC.

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