#Hire Remote Software Engineers

[muoroseo]

Hire Best Remote Python Developers

Hiring the Best Remote Python Developers: A Complete Guide

Introduction

Python is a versatile and Hire Best Remote Python Developers powerful programming language, widely used in various fields including web development, data science, machine learning, and automation. As the demand for Python developers grows, businesses are increasingly turning to remote hiring to tap into a global talent pool. Hiring the best remote Python developers can significantly boost your project’s success, but it requires a strategic approach. This article outlines the key steps and best practices for finding and hiring top-notch remote Python developers.

Why Hire Remote Python Developers?

Access to a Global Talent Pool

Remote hiring removes geographical constraints, allowing you to find highly skilled Python developers from around the world.

Cost Efficiency

Hiring remotely can be more cost-effective, as you can find top talent in regions with lower living costs, potentially reducing salary expenses.

Flexibility

Remote work offers flexibility in terms of working hours and location, which can lead to higher job satisfaction and productivity.

Scalability

Remote hiring allows you to scale your development team quickly based on project needs without the limitations of physical office space.

Steps to Hire the Best Remote Python Developers

Define Your Requirements

Technical Skills: Identify the specific technical skills needed for your project, such as proficiency in Django, Flask, or data analysis libraries like Pandas and NumPy.

Experience Level: Determine whether you need junior, mid-level, or senior developers based on the complexity of your project.

Soft Skills: Consider soft skills like communication, problem-solving, and the ability to work independently, which are crucial for remote work.

Craft a Clear Job Description

Role Overview: Provide a concise overview of the role, including key responsibilities and expected outcomes.

Technical Requirements: List the essential technical skills and experience required for the position.

Project Details: Share information about your project, team structure, and company culture to attract candidates who align with your values and goals.

Remote Work Setup: Specify any tools, technologies, or processes you use for remote work, such as communication platforms and project management software.

Source Candidates

Job Portals: Post your job on popular job boards like Indeed, Glassdoor, and specialized tech job sites like Stack Overflow and GitHub Jobs.

Freelance Platforms: Utilize freelance platforms like Upwork, Toptal, and Freelancer to find experienced remote Python developers.

Social Media and Networks: Leverage LinkedIn and other professional networks to reach out to potential candidates and share your job posting.

Screen and Evaluate Candidates

Resume Screening: Review resumes to shortlist candidates based on their technical skills, experience, and relevant projects.

Technical Assessments: Use coding tests and technical interviews to evaluate candidates' Python programming skills and problem-solving abilities.

Soft Skills Evaluation: Conduct behavioral interviews to assess candidates' communication skills, cultural fit, and ability to work in a remote environment.

Conduct Remote Interviews

Video Interviews: Use video conferencing tools like Zoom or Google Meet to conduct face-to-face interviews and gauge candidates' communication skills.

Technical Challenges: Provide real-world coding challenges or projects to assess candidates' ability to apply their skills in practical scenarios.

Team Fit: Involve team members in the interview process to ensure the candidate is a good fit for your team dynamics and work culture.

Check References and Background

Reference Checks: Contact previous employers or clients to verify candidates' work history, performance, and reliability.

Background Checks: Conduct background checks to ensure the candidate has a clean professional record.

Make an Offer

Competitive Salary: Offer a competitive salary based on the candidate's experience, skills, and market rates.

Benefits and Perks: Highlight any benefits or perks associated with the role, such as flexible working hours, health insurance, or professional development opportunities.

Clear Contract: Provide a clear and detailed contract outlining the terms of employment, expectations, and responsibilities.

Onboard and Integrate

Onboarding Plan: Develop a comprehensive onboarding plan to help the new hire integrate smoothly into your team and understand your processes and tools.

Training and Support: Provide necessary training and ongoing support to help the remote developer succeed in their role.

Regular Check-Ins: Schedule regular check-ins and feedback sessions to ensure the developer is on track and address any challenges they may face.

Best Practices for Managing Remote Python Developers

Effective Communication

Use reliable communication tools like Slack, Microsoft Teams, or Zoom to maintain regular contact with your remote developers.

Clear Expectations

Set clear expectations regarding work hours, deadlines, and deliverables to ensure everyone is on the same page.

Collaborative Tools

Utilize collaborative tools like GitHub, JIRA, and Trello to manage tasks, track progress, and facilitate collaboration.

Regular Feedback

Provide regular feedback and recognition to keep your remote developers motivated and engaged.

Foster a Positive Work Culture

Encourage a positive work culture by promoting inclusivity, supporting professional development, and recognizing achievements.

Conclusion

Hiring the best remote Python developers requires a strategic approach that involves defining your requirements, sourcing candidates from diverse platforms, conducting thorough evaluations, and providing a supportive onboarding experience. By following these steps and best practices, you can build a skilled and motivated remote development team that drives your projects to success. Embracing remote work not only expands your reach but also brings diverse perspectives and expertise to your organization, fostering innovation and growth.

4o

[appsdevelopmentservice]

Looking to hire remote developers? We have the most talented and skilled professionals to meet your technical requirements, whether it's web app development, app development, or any other IT-related services. When you hire remote developers from us, you will get top-notch solutions on time and at a reasonable cost. Experience the ease of working with experts from the comfort of your workspace. Connect with us today for a seamless, global collaboration.

[hiringjournal]

What Makes a Great DevSecOps Developer: Insights for Hiring Managers

In the fast-pacing software industry security is no longer a mere afterthought. That’s where DevSecOps come in the picture - shifting security left and integrating it across the development lifecycle. With more tech companies adopting this approach, the demand for hiring DevSecOps developers is shooting high.

But what exactly counts for a great hire?

If you are a hiring manager considering developing secure, scalable, and reliable infrastructure, to understand what to look for in a DevSecOps hire is the key. In this article we will look at a few top skills and traits you need to prioritize.

Balancing Speed, Security, and Scalability in Modern Development Teams

Security mindset from day one

In addition to being a DevOps engineer with security expertise, a DevSecOps developer considers risk, compliance, and threat modelling from the outset. Employing DevSecOps developers requires someone who can:

Find weaknesses in the pipeline early on.

Include automatic security solutions such as Checkmarx, Aqua, or Snyk.

Write secure code in conjunction with developers.

Security is something they build for, not something they add on.

Strong background in DevOps and CI/CD

Skilled DevSecOps specialists are knowledgeable about the procedures and tools that facilitate constant delivery and integration. Seek for prior experience with platforms like GitHub Actions, Jenkins, or GitLab CI.

They should be able to set up pipelines that manage configurations, enforce policies, and do automated security scans in addition to running tests.

It's crucial that your candidate has experience managing pipelines in collaborative, cloud-based environments and is at ease working with remote teams if you're trying to hire remote developers.

Cloud and infrastructure knowledge

DevSecOps developers must comprehend cloud-native security regardless of whether their stack is in AWS, Azure, or GCP. This covers runtime monitoring, network policies, IAM roles, and containerization.

Terraform, Docker, and Kubernetes are essential container security tools. Inquire about prior expertise securely managing secrets and protecting infrastructure as code when hiring DevSecOps developers.

Communication and collaboration skills

In the past, security was a silo. It's everyone's responsibility in DevSecOps. This implies that your hiring must be able to interact effectively with security analysts, product teams, and software engineers.

The most qualified applicants will not only identify problems but also assist in resolving them, training team members, and streamlining procedures. Look for team players that share responsibilities and support a security culture when you hire software engineers to collaborate with DevSecOps experts.

Problem-solving and constant learning

As swiftly as security threats develop, so do the methods used to prevent them. Outstanding DevSecOps developers remain up to date on the newest approaches, threats, and compliance requirements. Additionally, they are proactive, considering ways to enhance systems before problems occur.

Top candidates stand out for their dedication to automation, documentation, and ongoing process development.

Closing Remarks

In addition to technical expertise, you need strategic thinkers who support security without sacrificing delivery if you want to hire DevSecOps developers who will truly add value to your team.

DevSecOps is becoming more than just a nice-to-have as more tech businesses move towards cloud-native designs; it is becoming an essential component of creating robust systems. Seek experts that can confidently balance speed, stability, and security, whether you need to build an internal team or engage remote engineers for flexibility.

[hyqoo-com]

Discover the pros and cons of remote, hybrid, and onsite work models to help determine the best approach for productivity, flexibility, and team cohesion. Explore insights and strategies to find the ideal work setup that aligns with your goals.

Read the blog to learn more.

[muoroseowork]

Dedicated Remote Software Engineer

Hiring native engineers is a major challenge for budget-conscious businesses and technology leaders. They cut into your budget and make it extremely hard to sustain, especially when large-scale applications or cloud engineering projects are considered. If you're a CTO, CEO, or recruiting manager looking to scale up your business at a low cost, it's time to hire dedicated remote software engineers from Muoro.

[techactive]

AI/ML Consulting: Building Custom AI Solutions for Your Business

Unlock the power of AI/ML for your business. Our expert AI/ML consultants develop custom solutions to automate tasks, gain insights, and make smarter decisions.

[hirededicatedoffshoreengineer]

 Best Hire Remote Distributed Engineers, Hire Remote Distributed Engineering Teams - Muoro

Best Hire Remote Distributed Engineers

Muoro offers the best hire dedicated remote engineers that can be extremely beneficial for your company in a number of ways. You can hire a team of dedicated remote development team or project maintenance staff to work exclusively on your projects. Outsourcing your requirements to our web design, and development company helps to get your work done with proper guidance. Our experienced, talented teams are dedicated to providing you with the best website products and web application services through real-time communication. 

Hire Remote Distributed Engineering Teams

Muoro brings the Hire Remote Software Engineers that handles several large, resource intensive projects. We can take up assignments to be executed at its own development canter away from clients location. Working as an extension of your core business requirements we can help you right from formulating your long-term policy, and planning for your requirements  by offering best development management, resource management, and infrastructure. 

dedicated remote engineers

Muoro allows you to hire remote engineers for our clients that offer a managed service, and it comes along with complete infrastructure support. The team works under our supervision, and we hand hold the entire process. We also provide the requisite know how on offshoring along with collaboration, and project tracking tools. We are determined to contribute effectively to the process. Our services carefully identified the key factors which determine the success of an offshore initiative. In result our service comes bundled with important add ons like, offshoring methodology, collaboration, and project tracking tools, and assistance in fine tuning a offshore strategy.

Remote Software Engineering Team in USA

   Dedicated Software Development Team in USA

Hire Dedicated Remote Development Team in USA

Hire Remote Distributed Engineers in USA

Remote Software Engineering Teams in India

[scalacode]

Experience the incredible benefits of hiring remote software developers through this blog. From finding the top talent from around the world to eliminating geographical limitations, hiring remote developers holds a lot of benefits. Thus, when you hire remote software developers from ScalaCode, enjoy cost savings, flexibility, faster project delivery, etc. Our skilled remote developers ensure seamless collaboration, high-quality code, and expertise across various technologies.

[imsobadatnicknames2]

what exactly is the "anonymized people of the global south" tweet?

I put it on the notes of that post but... it's this tweet

For context, this was tweeted in defense of disabled nonbinary fantasy author and activist Ana Mardoll, who was getting criticized because people online found out xie had been working as a software engineer at Lockheed Martin for the last 15 years, as a legacy hire (as someone put it "nepotism gig at the war crimes factory").

Mardoll defended this saying that xie had no option but to work there because of xir disability, as "it's hard to find a remote work-from-home job that will give me medical insurance but let me work 10-20 hours a week". When people started asking if they really consider that worth the lives of the countless global south people their employer is complicit in killing every year, @loudpenitent pulled out the aforementioned tweet.

[muoroseo]

Best Staff Augmentation Company

Elevating Your Team: Choosing the Best Staff Augmentation Company

In today's fast-paced business landscape, Best Staff Augmentation Company organizations face the challenge of staying agile and responsive to ever-changing market demands. One key strategy many businesses employ to meet these challenges is staff augmentation – supplementing their existing workforce with external talent to fill skill gaps, meet project demands, and drive innovation. As the demand for skilled professionals continues to rise, choosing the best staff augmentation company becomes critical for organizations seeking to maximize their potential and achieve their goals.

Understanding Staff Augmentation

Staff augmentation is a flexible staffing strategy that allows organizations to scale their teams quickly and efficiently by hiring external professionals on a temporary or project basis. Whether it's IT specialists, developers, designers, project managers, or other professionals, staff augmentation enables businesses to access specialized expertise without the overhead costs and long-term commitments associated with traditional hiring.

The Role of Staff Augmentation Companies

Staff augmentation companies serve as intermediaries between businesses seeking talent and professionals looking for project-based or temporary work opportunities. These companies maintain a network of skilled professionals across various industries and disciplines, enabling them to match the right talent with the specific needs of each client. By leveraging their expertise in talent acquisition, onboarding, and management, staff augmentation companies help organizations build high-performing teams and achieve their objectives more efficiently.

Qualities of the Best Staff Augmentation Company

Choosing the best staff augmentation company can make a significant difference in the success of your staffing initiatives. Here are some key qualities to look for:

Proven Track Record: The best staff augmentation companies have a track record of success in matching clients with top-tier talent and delivering exceptional results. Look for companies with a history of satisfied clients and successful project outcomes.

Extensive Talent Pool: A diverse and extensive talent pool is essential for meeting the diverse needs of clients across different industries and skill sets. The best staff augmentation companies maintain a robust network of skilled professionals, ensuring access to the right talent when needed.

Specialized Expertise: Look for staff augmentation companies that specialize in your industry or niche. These companies are better equipped to understand your unique requirements and provide tailored solutions that meet your specific needs.

Agile and Responsive: In today's fast-paced business environment, agility and responsiveness are critical. The best staff augmentation companies are flexible and adaptable, able to scale up or down quickly in response to changing client needs.

Transparent Communication: Clear and transparent communication is essential for a successful staff augmentation partnership. Look for companies that prioritize open communication, providing regular updates and feedback throughout the engagement process.

Quality Assurance: Quality assurance processes are essential for ensuring that the talent provided meets the highest standards of excellence. The best staff augmentation companies have rigorous screening and vetting processes in place to ensure that only the most qualified professionals are matched with clients.

Client-Centric Approach: A client-centric approach is fundamental to the success of any staff augmentation partnership. Look for companies that prioritize understanding your business objectives, culture, and values, and strive to build long-term relationships based on trust and mutual success.

Conclusion

Choosing the best staff augmentation company is a strategic decision that can have a significant impact on your organization's success. By prioritizing qualities such as a proven track record, extensive talent pool, specialized expertise, agility, transparent communication, quality assurance, and a client-centric approach, you can ensure that you partner with a company that meets your needs and helps you achieve your goals. With the right staff augmentation partner by your side, you can elevate your team, drive innovation, and achieve greater success in today's competitive marketplace.

[srbachchan]

DAY 6274

Jalsa, Mumbai Aopr 20, 2025 Sun 11:17 pm

🪔 ,

April 21 .. birthday greetings and happiness to Ef Mousumi Biswas .. and Ef Arijit Bhattacharya from Kolkata .. 🙏🏽❤️🚩.. the wishes from the Ef family continue with warmth .. and love 🌺

The AI debate became the topic of discussion on the dining table ad there were many potent points raised - bith positive and a little indifferent ..

The young acknowledged it with reason and able argument .. some of the mid elders disagreed mildly .. and the end was kind of neutral ..

Blessed be they of the next GEN .. their minds are sorted out well in advance .. and why not .. we shall not be around till time in advance , but they and their progeny shall .. as has been the norm through generations ...

The IPL is now the greatest attraction throughout the day .. particularly on the Sunday, for the two on the day .. and there is never a debate on that ..

🤣

.. and I am most appreciative to read the comments from the Ef on the topic of the day - AI .. appreciative because some of the reactions and texts are valid and interesting to know .. the aspect expressed in all has a legitimate argument and that is most healthy ..

I am happy that we could all react to the Blog contents in the manner they have done .. my gratitude .. such a joy to get different views , valid and meaningful ..

And it is not the end of the day or the debate .. some impressions of the Gen X and some from the just passed Gen .. and some that were never ever the Gen are interesting as well :

The Printing Press (15th Century)

Fear: Scribes, monks, and elites thought it would destroy the value of knowledge, lead to mass misinformation, and eliminate jobs. Reality: It democratized knowledge, spurred the Renaissance and Reformation, and created entirely new industries—publishing, journalism, and education.

⸻

Industrial Revolution (18th–19th Century)

Fear: Machines would replace all human labor. The Luddites famously destroyed machinery in protest. Reality: Some manual labor jobs were displaced, but the economy exploded with new roles in manufacturing, logistics, engineering, and management. Overall employment and productivity soared.

⸻

Automobiles (Early 20th Century)

Fear: People feared job losses for carriage makers, stable hands, and horseshoe smiths. Cities worried about traffic, accidents, and social decay. Reality: The car industry became one of the largest employers in the world. It reshaped economies, enabled suburbia, and created new sectors like travel, road infrastructure, and auto repair.

⸻

Personal Computers (1980s)

Fear: Office workers would be replaced by machines; people worried about becoming obsolete. Reality: Computers made work faster and created entire industries: IT, software development, cybersecurity, and tech support. It transformed how we live and work.

⸻

The Internet (1990s)

Fear: It would destroy jobs in retail, publishing, and communication. Some thought it would unravel social order. Reality: E-commerce, digital marketing, remote work, and the creator economy now thrive. It connected the world and opened new opportunities.

⸻

ATMs (1970s–80s)

Fear: Bank tellers would lose their jobs en masse. Reality: ATMs handled routine tasks, but banks actually hired more tellers for customer service roles as they opened more branches thanks to reduced transaction costs.

⸻

Robotics & Automation (Factory work, 20th century–today)

Fear: Mass unemployment in factories. Reality: While some jobs shifted or ended, others evolved—robot maintenance, programming, design. Productivity gains created new jobs elsewhere.

The fear is not for losing jobs. It is the compromise of intellectual property and use without compensation. This case is slightly different.

I think AI will only make humans smarter. If we use it to our advantage.

That’s been happening for the last 10 years anyway

Not something new

You can’t control that in this day and age

YouTube & User-Generated Content (mid-2000s onward)

Initial Fear: When YouTube exploded, many in the entertainment industry panicked. The fear was that copyrighted material—music, TV clips, movies—would be shared freely without compensation. Creators and rights holders worried their content would be pirated, devalued, and that they’d lose control over distribution.

What Actually Happened: YouTube evolved to protect IP and monetize it through systems like Content ID, which allows rights holders to:

Automatically detect when their content is used

Choose to block, track, or monetize that usage

Earn revenue from ads run on videos using their IP (even when others post it)

Instead of wiping out creators or studios, it became a massive revenue stream—especially for musicians, media companies, and creators. Entire business models emerged around fair use, remixes, and reactions—with compensation built in.

Key Shift: The system went from “piracy risk” to “profit partner,” by embracing tech that recognized and enforced IP rights at scale.

This lead to higher profits and more money for owners and content btw

You just have to restructure the compensation laws and rewrite contracts

It’s only going to benefit artists in the long run ‎

Yes

They can IP it

That is the hope

It’s the spread of your content and material without you putting a penny towards it

Cannot blindly sign off everything in contracts anymore. Has to be a lot more specific.

Yes that’s for sure

“Automation hasn’t erased jobs—it’s changed where human effort goes.”

Another good one is “hard work beats talent when talent stops working hard”

Which has absolutely nothing to with AI right now but 🤣

These ladies and Gentlemen of the Ef jury are various conversational opinions on AI .. I am merely pasting them for a view and an opinion ..

And among all the brouhaha about AI .. we simply forgot the Sunday well wishers .. and so ..

my love and the length be of immense .. pardon

Amitabh Bachchan

[hiringjournal]

How to Hire an Oracle Developer: A Complete Guide for Businesses

The right Oracle developer is essential for your SaaS business when you rely on secure and high-performance databases. Oracle is widely adopted for enterprise applications, cloud-based solutions, and complex data management. Whether you need to hire oracle engineers for database administration, PL/SQL programming, or cloud integration, finding the right talent is the key to ensure efficiency and scalability. 

Seamless data handling becomes even more crucial when you are operating as a SaaS business. This is why hiring skilled oracle experts can help improve performance and security. Let’s understand this better in the subsequent sections of this article. 

Key Steps to Finding the Right Oracle Developer for Your Business Needs

State your business needs

Describe your project needs before you begin the hiring process. Do you need someone to manage an existing database, create an Oracle-based application, or improve performance? Hiring Oracle developers with the appropriate experience will be made easier if you know what you require.

Look for the essential skills

When assessing applicants, consider the following abilities:

Knowledge of PL/SQL, the primary programming language for Oracle databases.

Familiarity with Oracle Database Administration (DBA), which includes database management, security, and optimization.

Knowledge about Oracle Cloud Services: Due to its scalability, Oracle Cloud is being used by many SaaS enterprises.

Knowledge of indexing and performance tweaking ensures quick query execution.

Best practices for security: Preventing breaches of private company information.

Source candidates from the right platforms

There are several ways to discover qualified Oracle developers:

Platforms for freelancers: Websites such as Upwork and Toptal provide skilled Oracle specialists as freelancers. This is an ideal choice if you need project-based or short-term talent. 

Both full-time and contract positions are listed on job portals such as Indeed, Glassdoor, and LinkedIn.

IT staffing agencies are companies that specialise in assisting your SaaS business in connecting with Oracle-versed software professionals. Uplers is one such hiring platform with a 1.5M + talent network that offers you the top 3.5% pre-vetted profiles in your inbox within 48 hours. 

Conduct interview and technical assessment

To guarantee that you hire qualified Oracle developers, evaluate applicants using:

Technical coding tests: Assess your knowledge of PL/SQL and database optimization.

Problem-solving activities: Evaluate their aptitude for query optimization and troubleshooting.

Review of the portfolio: Examine prior work and customer comments.

Choose between in house vs remote hiring

Choose if you want to hire remote developers or you need a team member on-site.

Oracle Developers on-site pros:

Improved cooperation with internal groups 

Full-time availability for current tasks. 

Oracle Developers on-site cons:

Increased expenses (office space, benefits, and salaries).

Oracle developers working remotely pros:

Availability of an international talent pool 

Cost-effective hiring options. 

Perfect for cloud-based database management for SaaS organisations.

Oracle developers working remotely cons:

Flexible schedules become necessary due to time zone differences, which might hamper communication at times. 

Closing Thoughts

For the management of business-critical databases and applications, hiring software developers with appropriate Oracle expertise is crucial. Finding the ideal fit will be made easier if you concentrate on technical knowledge and experience, whether you decide to hire locally or remotely. Securing top Oracle talent guarantees database reliability, performance, and long-term success for SaaS organisations.

[olderthannetfic]

I know you love scivener, but do you know anything about ellipsus? It's meant to be an aternative to google docs for collaborative writing.

I heard about them when they dropped nanowrimo as a sponsor over their inclusion of AI bullshit, which seemed promising. And digging around on their homepage I saw mentions of beta reading and ao3, and apparently they're trying to promote themselves on Tumblr now.

So it really sounds like we're the target audience, which could be great, but I don't know enough to be able to tell if there's an obvious catch somewhere?

--

This is the first I've heard of them. A quick scroll through their website seems promising.

As usual, the basic questions are:

How much does this product cost to develop?

Do they have a business plan that makes sense with that cost?

This kind of software can, theoretically, be made by a few friends dicking around, not a huge programmer team all of whom have it as their primary job, so it isn't the pile of massive red flags that all attempts at social media are.

From the site:

"Today we are a small, close-knit team of seven, located across the post-capitalist landscapes of Berlin, Bologna, Buenos Aires, and Szczecin. (So much for our alliteration-based hiring strategy.) True to our mission, we're a progressive, remote-friendly company that prioritizes creativity, community, and creative exchange."

Jobs are listed as: Co-founder and CEO, Co-founder and community, Product and marketing, Design, and Engineering x3.

That seems like a reasonable breakdown and a size of team that could possibly be paid for with some non-insane business model.

The types of red flags we're looking for are

"We want to be the next instagram!"

Many idea people with nebulous skills, few programmers

Thinking you can run tumblr with three programmers

Thinking you can pay for 100 programmers with a cheapass subscription model

Programmers are random, cheap contract workers the founders don't know

Venture capital from sources that will want a big payout rather than support from people who share the goals/values of the team

Extremely overcrowded field with tons of products that do exactly this already

Unclear nature of product or a product that doesn't seem to actually have a market

etc.

What they say about money is in the FAQ:

Will Ellipsus have a paid plan? In order to grow the team and fund ongoing feature development, we will need to charge for a version of Ellipsus at some point. A paid version would be targeting users with specific needs related to advanced security, data syncing, and collaboration. But there will always be a free version of Ellipsus, and we want to be as generous as possible in what's included on that free plan (e.g., unlimited docs and drafts, for starters). It takes time to build a great freemium experience (not to mention a premium product people will happily pay for), which is why we won't roll that out in 2024. While the features that will be included in our paid plan aren't final-final, we can share that everything in the product today will be included in our free plan.

This sounds reasonable. It just remains to be seen whether they keep at it or go belly up (taking your data with them). I guess you'd have to know more about the specific people building this to decide whether they'll be reliable.

The biggest potential issues I see are it being difficult to get people to ditch google docs despite its issues, this taking off big time and the owners deciding to sell it for $$$$$$ to someone who will then ruin it, or the team just not being competent.

But since I don't know any of them, I have no idea how good they are at business.

[probablyasocialecologist]

Ex-Meta employee Madelyn Machado recently posted a TikTok video claiming that she was getting paid $190,000 a year to do nothing. Another Meta employee, also on TikTok, posted that “Meta was hiring people so that other companies couldn’t have us, and then they were just kind of like hoarding us like Pokémon cards.” Over at Google, a company known to have pioneered the modern tech workplace, one designer complained of spending 40 percent of their time on “the inefficien[cy] overhead of simply working at Google.” Some report spending all day on tasks as simple as changing the color of a website button. Working the bare minimum while waiting for stock to vest is so common that Googlers call it “resting and vesting.” ​ In an anonymous online poll on how many “focused hours of work” software engineers put in each day, 71 percent of the over four thousand respondents claimed to work six hours a day or less, while 12 percent said they did between one and two hours a day. During the acute phase of the Covid-19 pandemic, it became common for tech workers to capitalize on all this free time by juggling multiple full-time remote jobs. According to the Wall Street Journal, many workers who balance two jobs do not even hit a regular forty-hour workload for both jobs combined. One software engineer reported logging between three and ten hours of actual work per week when working one job, with the rest of his time spent on pointless meetings and pretending to be busy. My own experience supports this trend: toward the end of my five-year tenure as a software engineer for Microsoft, I was working fewer than three hours a day. And of what little code I produced for them, none of it made any real impact on Microsoft’s bottom line—or the world at large. For much of this century, optimism that technology would make the world a better place fueled the perception that Silicon Valley was the moral alternative to an extractive Wall Street—that it was possible to make money, not at the expense of society but in service of it. In other words, many who joined the industry did so precisely because they thought that their work would be useful. Yet what we’re now seeing is a lot of bullshit. If capitalism is supposed to be efficient and, guided by the invisible hand of the market, eliminate inefficiencies, how is it that the tech industry, the purported cradle of innovation, has become a redoubt of waste and unproductivity?