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 It's also pretty out of date on the open careers, you show one opening (which we're not even hiring for) - we have 12 open positions at the moment.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 hi@himalayas.app 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As for the open jobs, we do our best to remove any openings that are no longer active but the way we do it isn't perfect + we don't automatically list every open position so that's why we haven't listened all 12 open positions.
Yep this is the hard part! If job listing contains heaps of technologies in similar categories we try our best not to include them, but it’s not perfect. Any employee can sign up and update the tech stack using their work email too :)
I see the "claim this profile", which I'd like to do but I want to ensure that anyone in the company can do this, it's not an "ownership" assertion, is it?
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.
I’m 2 years into starting my own company and we don’t do schedules meetings. We don’t do commutes. We’re fully remote. We’re fully async. We have a slackbot that asks for an update, but that’s mostly for anyone who needs help getting unblocked. Most days people just ignore it, which honestly works out since when someone does respond it means they truly do need some assistance.
The web design is really good, that was the first thing I noticed. I then found that it's built by one of the co-founders and is called Untitled UI: https://www.untitledui.com
I came here to praise the wonderful component implementation and use of Tailwind CSS. The searchable dropdown is splendid with its implementation. I was not aware of Untitled UI so I went to search that and it looks like it is just a Figma kit without specific framework implementation? Are you just utilizing it's design language to guide the component design and implementation? Are you able to export components or styling to your framework with it?
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.
Agree that there is more to a job than the number of perks (and perks don't often contribute a lot to how much you like your job!)
That's definitely not what we're trying to do - more so trying to give more power to job seekers into the inner workings of remote companies. In the future, we'd love to provide even more transparency beyond just tech stack/tools and go into things like what it's like to work there etc.
> If we reduce every job to a stack and HR advantages, then motivations get relegated to second place.
Simple collecting and displaying data does not force anyone to change their motivations. Price transparency does not reduce profit margin both ways. It helps allocate resources from overpaid to underpaid (this does not mean it makes all prices equal). The concept of price also factors in quality of life at work, but that is difficult to translate to a number. But workplaces known to have bad quality of life at work do have to pay more and/or accept lower quality labor.
> 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.
This has nothing to do with price transparency. It is a consequence of supply and demand.
Love the design and how easy it is to use. The site is also fast. Feels like job boards are a category of product that lends themselves to niche offerings (although arguably remote jobs is a pretty big niche). The biggest job board in Australia is seek.com.au and it still sucks, so more power to you guys.
Thanks! Yes, super glad that the site is staying fast under the HN hug... we consider speed a core component of our offering, it's good - but there is a long way to go still...
And yes, I think there's a big opportunity to create super targeted job boards where you can customize the experience for a particular audience, similar to how each component of Craigslist has been turned into a new company over time.
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.
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 :)
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.)
Neat idea structuring the boards around countries with mandatory salary brackets. I haven't seen a job board use a map like you have, reminds me of Airbnb etc - makes a lot of sense!
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.
What's the best place to get started looking for entry level web dev jobs? Even internships? Asking for my partner, who is transitioning from environmental science to software development.
Shameless plug, but I'm working on a job board[0] specifically for entry level developer jobs. I'm hoping to open source the job board code as well so it's taking a little longer but I'm close to making the repo public. I also publish a free weekly Substack newsletter geared toward entry level devs[1] and am close to finishing a book about soft-skills for entry level devs[2].
Why do I do all of this? Because I was also an entry level dev once.
Yep, that's true! We do allow people to search by skills/tech stack in our job search but there's probably more we can do here to more tightly integrate our tech stack information with our skill information.
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.
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.
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!
I work at Materialize (materialize.com) which is mostly Rust.
(We’re mostly remote, but not entirely — we do have a local contingent in New York, but it accounts for less than half of our people, with the rest scattered throughout the Americas and Europe).
Assuming that "crypto" was meant to refer only to cryptocurrency, there are a few companies working on non-blockchain/non-cryptocurrency crypto(graphic) tech which are paying as much as web dev jobs.
For example, I stumbled upon ockam.io during my last job search (no affiliation, and never interviewed with them as they weren't actively hiring when I wrote to them last year). I vaguely remember there being a few others, though I can't remember any names off the top of my head (it has definitely gotten harder searching for those kinds of companies as most job ads are drowned out by all the blockchain jobs). Old job posts on https://this-week-in-rust.org/ often contain a few interesting companies.
(Shameless plug: If anyone is interested in working at a non-profit focusing on non-blockchain cryptography in the field of multi-party computation, the company I'm working at is hiring at the moment and the salary ranges [for a 4-day work week] are listed: https://sinefoundation.notion.site/SINE-Job-Board-d28eda00c5...)
Nope not US only, but there are a lot of US only roles. You can search by country/time zone for jobs here: https://himalayas.app/jobs - need to add a similar thing for companies at some point.
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.
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 :)
We're working on a reverse job board product where candidates will be able to list themselves and have companies approach them, so hopefully that will help a bit too!
You can filter by salary range on the jobs page (https://himalayas.app/jobs) - we kept the initial search on the homepage simple but could add more things if it's what people want.
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.
Is a simple difference in one term or the other that useful?
The simple list of programs or utilities used is actually very descriptive. The world of software is vast. Not everyone uses the same tools the same way. But if you see mostly Microsoft products you probably have a good idea of the type of organization it is versus a mix of FOSS/almost no Microsoft products.
Kind of encapsulates which industry the company works within, whether they’ve got a newer tech stack or lots of legacy, etc.
Yep and we’re trying to cater to not just software engineering tools. Marketers tend to use a lot of different SaaS products and it’s useful to know if you’re a marketer looking for a new job.
Do they ever. And seem willing to adopt whatever might help, without thought to the long term integration consequences. The disaggregation of Salesforce is vast.
That’s an original sin. I worked for what was essentially a marketing firm with a set of large assets to mock up and sell aka a casino. They had stuff going back to 2000/2001 into 2018 still in production. Really the uniting characteristic was somebody was able to sell something with whatever piece of software.
Almost as bad as saying you are proficient in python and then naming all the packages you've used. If you were truly proficient, its implicit you know how to use some popular packages already and can trivially speed up to another one based on the python package paradigms you already understand.
At first I agreed. But then I realized I work in finance and it’d be nice to know they use Excel instead of Sheets. I can’t stand Sheets for any serious work.
UX problem - order in tech stack dropdown looks like to be random. It will be more sane and much easier to search needed tech visually if it was ordered alphabetically.
Yes sadly there are a lot of jobs that are limited to specific countries or time zones. It’s best to search for your country or time zone using the search on https://himalayas.app/jobs :)
It's not against the site, it's the companies fault advertising as remote. Or mine, understanding remote as something that shouldn't have to do with borders.
I think a big part of it is compliance with local employment laws. There are great companies like remote.com and letsdeel.com that are making it easier to hire people internationally though! :)
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.
175 comments
[ 5.0 ms ] story [ 209 ms ] threadAs 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.
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.
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!
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.
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.
Agree that there is more to a job than the number of perks (and perks don't often contribute a lot to how much you like your job!)
That's definitely not what we're trying to do - more so trying to give more power to job seekers into the inner workings of remote companies. In the future, we'd love to provide even more transparency beyond just tech stack/tools and go into things like what it's like to work there etc.
Simple collecting and displaying data does not force anyone to change their motivations. Price transparency does not reduce profit margin both ways. It helps allocate resources from overpaid to underpaid (this does not mean it makes all prices equal). The concept of price also factors in quality of life at work, but that is difficult to translate to a number. But workplaces known to have bad quality of life at work do have to pay more and/or accept lower quality labor.
> 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.
This has nothing to do with price transparency. It is a consequence of supply and demand.
And yes, I think there's a big opportunity to create super targeted job boards where you can customize the experience for a particular audience, similar to how each component of Craigslist has been turned into a new company over time.
I'll talk to the team and add your feedback to Linear.
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
Your site also works very well, particularly the very simple but slick design!
I wasn't nearly that far, so good learning opportunity to see how you built it...
https://www.findeurostartups.com
This is the underlying link: https://salty-reaches-74577.herokuapp.com/
Feature requests are always welcome, BTW.
More on: https://news.ycombinator.com/item?id=31337168
[1] - https://remoteleaf.com
Why do I do all of this? Because I was also an entry level dev once.
[0]: Not live yet but it'll be at https://jobs.beginner.dev
[1]: https://newsletter.beginner.dev/
[2]: https://www.holloway.com/b/junior-to-senior
Then I remembered about cryptocurrency, and understood.
Even years on, this unfortunately replaced meaning of the term "crypto" still causes a double take!
/s
(We’re mostly remote, but not entirely — we do have a local contingent in New York, but it accounts for less than half of our people, with the rest scattered throughout the Americas and Europe).
For example, I stumbled upon ockam.io during my last job search (no affiliation, and never interviewed with them as they weren't actively hiring when I wrote to them last year). I vaguely remember there being a few others, though I can't remember any names off the top of my head (it has definitely gotten harder searching for those kinds of companies as most job ads are drowned out by all the blockchain jobs). Old job posts on https://this-week-in-rust.org/ often contain a few interesting companies.
(Shameless plug: If anyone is interested in working at a non-profit focusing on non-blockchain cryptography in the field of multi-party computation, the company I'm working at is hiring at the moment and the salary ranges [for a 4-day work week] are listed: https://sinefoundation.notion.site/SINE-Job-Board-d28eda00c5...)
This is already good, it lists non-software jobs, but it seems software is clearly, and understandably, the focus.
I feel like there's probably a simpler and less intimidating way to organize and represent this up-front.
The simple list of programs or utilities used is actually very descriptive. The world of software is vast. Not everyone uses the same tools the same way. But if you see mostly Microsoft products you probably have a good idea of the type of organization it is versus a mix of FOSS/almost no Microsoft products.
Kind of encapsulates which industry the company works within, whether they’ve got a newer tech stack or lots of legacy, etc.
Isn't that what all the kids want these days?
The results kick in as "US only"