#ScalaIO Hey, i'm looking for an experienced Scala dev with aspirations for mentoring, evolving practices, technical management of projects (derisked path from idea to poc/MVC/milestones, reassessment, etc)
We're rudder.io, a secops tool for checking and enforcing security configurations, patch, best practices on heterogenous IT infra.
It's a 15y old Scala project, maintained with love, now mostly zio based and on the verge to switch to Scala 3. We also do elm for front, and the system team does rust and f#.
Small team (6 for dev), extremely low turnover, floss good citizens, strong and sustainable growth.
French company based on Paris with up to 90% remote, looking for a French worker based on France. Come talk to me 👋
(NDR: hum, pas sûr de pourquoi j'ai ecrit ce post en anglais)
@fanf42 thank you so much for the response! How long is probation period and are candidates normally comfortable with it? If you're interested, I can tell how Serokell hires, so that I'm contributing something to the conversation, haha.
@jonn probation is 4 month, people are OK with that because it's a legal thing in France. It can be renewed one time (so 8 months in all, which is huge, also normalized by French law).
It's kind of gradual, the more the hire remain, the more he has rights (longer severzge period, better benefits, etc). After the 8 months, since it's France, it's almost impossible to fire them.
Our onboarding states that its goal is to be able to demonstrate to the team that after 4 months, there's no doubt that the person checked all the skills and abilities and human fitness to remain. We renew with a goal to check missing ticks is necessary.
I would love to here about your hiring process yes!
@jonn I try to use pre-existing resources like floss contributions, sharing code, public discussion and blog and discuss with the person what it would change, why, what makes her proud, etc. Also if possible ask for references (I can give contacts back of course, like you can look at the reality of what we are doing at https://github.com/Normation/rudder).
If the person can't share anything, it's likely a culture misfit and a huge risk that it won't work, but I can hear sincere reasons and find a way together.
And then, well we need to see how it fits IRL if we're both aligned. I try to reduce at max the risk here since it's so costly for everyone involved, but we can't avoid surprises in both ways. As I said, we're a small team, actually working together will be the final check. We have a fairly well documented onboarding process internally.