We strive to do the same here, to give support, to offer challenges that permit one to learn and grow, and to provide vision so that you gain confidence and, eventually, independence.
You'll receive mentorship and training to grow technically and professionally. We encourage self-learning and learning as part of a team.
Exposure to a wide range of new technology across different industries with different product owners throughout the world.
No politics, no nonsense, no bullsh1t. We want to have fun and make a difference in the world. Founded by techies, for techies.
We encourage an accountable and responsible working environment. We like to have fun while we work. We like to solve interesting problems.
Be part of a tribe with similar values, similar vision, similar mission.
Would it not be great to work with people who are as talented as you, if not more.
Work from home and be accountable for your deliverables.
Have a voice in policies and process of the company. What we do, how we do it and why we do it.
Competitive + salary with Bonus/profit share.
Office in 2 countries with clients in multiple countries.
STEPS
Every individual is different and even though they have a different path, they all need to go through the following 6 steps
Typically, this is associated with your first job or internship out of college. As a follower, you are action-oriented and task-focused as you carry out what others tell you to do. You will never lead if you don’t know how to follow someone! We want to understand what the technical skills and passions of our people are, and how they want to develop their craft. We encourage a willingness to continually learn, improve and grow. This is as important a part of growth as technical and craft skills. Finding opportunities for people to leverage strengths and stretch themselves (in areas such as growing confidence, organisational skills, influencing change, galvanising teams and mentoring others) is a part of career growth. We aim to understand what areas of improvement there are, and how to utilise areas of real strength. Finding opportunities for learning and practising new technical skills is key in this area. A health-check on the basics is included: admin, timekeeping, work ethic etc.
Soon, you’ll begin to work closely with others. You’re still operating from your technical skill set, but you will develop valuable people skills through collaboration with peers on your team. We want to understand what the technical skills and passions of our people are, and how they want to develop their craft. We encourage a willingness to continually learn, improve and grow. This is as important a part of growth as technical and craft skills. Finding opportunities for people to leverage strengths and stretch themselves (in areas such as growing confidence, organisational skills, influencing change, galvanising teams and mentoring others) is a part of career growth. We aim to understand what areas of improvement there are, and how to utilise areas of real strength. Finding opportunities for learning and practising new technical skills is key in this area. A health-check on the basics is included: admin, timekeeping, work ethic etc.
As a first-time team leader, you’re tapping your people skills when you give instructions to your team, which may comprise of several people or just one person. The key here is whether you effectively instruct people on what needs to be done, instead of being the one to do it. Jobs that will help you progress at this level include: Staff leadership: At this level, you have the responsibility, but not the authority. Typical examples include planning projects, installing new systems, troubleshooting problems, negotiating with outside parties and working in a group. Staff to line shifts: This involves moving to a job with an easily determined bottom line or result, managing bigger scope and/or scale, demonstrating new skills or perspectives and taking on unfamiliar aspects of your assignments. This is as important a part of growth as technical and craft skills. Finding opportunities for people to leverage strengths and stretch themselves (in areas such as growing confidence, organisational skills, influencing change, galvanising teams and mentoring others) is a part of career growth. We aim to understand what areas of improvement there are, and how to utilise areas of real strength. Finding opportunities for learning and practising new technical skills is key in this area.
Your skill set builds as you manage larger teams with bigger goals and objectives. You will need to motivate direct reports and learn how to manage them by giving objectives and goals, as well as the means to pursue and achieve them. For example, you may be in a “change manager” role — managing a significant effort to change or implement something of significance, such as total-work systems, business restructuring, new systems and procedures, or responses to major competitor initiatives.
Now things get interesting! This stage is a transition away from directly managing a team to influencing people. Influence is a key leadership skill that you need to develop in order to work well with people across the organisation, especially with those who do not report to you. In fact, you could be influencing people in other departments who are at your level, or even a level above you.
In this final stage, you spend much of your time empowering and inspiring others. Instead of telling them what to do, you tell them what to think about. Your biggest priority is to motivate people so that they can do and become more than even they thought possible.