#Hire Software Testing Team

[xcoderagnecy1]

Software Security Testing Services

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[syncrovoid-presents]

I will continue being gone for a few days, sadly my original al plan of releasing the newest chapter of The Consequence Of Imagination's Fear has also been delayed. My apologies

Can't go into detail because its hush hush not-legally-mentionable stuff but today is my fifth 12 hour no-break work day. I'm also packing to move too in a fortnight (which is a Big Yahoo!! Yippee!! I'll finally have access to a kitchen!! And no more mold others keep growing!!! So exciting!!!)

[mariacallous]

These days, when Nicole Yelland receives a meeting request from someone she doesn’t already know, she conducts a multi-step background check before deciding whether to accept. Yelland, who works in public relations for a Detroit-based non-profit, says she’ll run the person’s information through Spokeo, a personal data aggregator that she pays a monthly subscription fee to use. If the contact claims to speak Spanish, Yelland says, she will casually test their ability to understand and translate trickier phrases. If something doesn’t quite seem right, she’ll ask the person to join a Microsoft Teams call—with their camera on.

If Yelland sounds paranoid, that’s because she is. In January, before she started her current non-profit role, Yelland says she got roped into an elaborate scam targeting job seekers. “Now, I do the whole verification rigamarole any time someone reaches out to me,” she tells WIRED.

Digital imposter scams aren’t new; messaging platforms, social media sites, and dating apps have long been rife with fakery. In a time when remote work and distributed teams have become commonplace, professional communications channels are no longer safe, either. The same artificial intelligence tools that tech companies promise will boost worker productivity are also making it easier for criminals and fraudsters to construct fake personas in seconds.

On LinkedIn, it can be hard to distinguish a slightly touched-up headshot of a real person from a too-polished, AI-generated facsimile. Deepfake videos are getting so good that longtime email scammers are pivoting to impersonating people on live video calls. According to the US Federal Trade Commission, reports of job and employment related scams nearly tripled from 2020 to 2024, and actual losses from those scams have increased from $90 million to $500 million.

Yelland says the scammers that approached her back in January were impersonating a real company, one with a legitimate product. The “hiring manager” she corresponded with over email also seemed legit, even sharing a slide deck outlining the responsibilities of the role they were advertising. But during the first video interview, Yelland says, the scammers refused to turn their cameras on during a Microsoft Teams meeting and made unusual requests for detailed personal information, including her driver’s license number. Realizing she’d been duped, Yelland slammed her laptop shut.

These kinds of schemes have become so widespread that AI startups have emerged promising to detect other AI-enabled deepfakes, including GetReal Labs, and Reality Defender. OpenAI CEO Sam Altman also runs an identity-verification startup called Tools for Humanity, which makes eye-scanning devices that capture a person’s biometric data, create a unique identifier for their identity, and store that information on the blockchain. The whole idea behind it is proving “personhood,” or that someone is a real human. (Lots of people working on blockchain technology say that blockchain is the solution for identity verification.)

But some corporate professionals are turning instead to old-fashioned social engineering techniques to verify every fishy-seeming interaction they have. Welcome to the Age of Paranoia, when someone might ask you to send them an email while you’re mid-conversation on the phone, slide into your Instagram DMs to ensure the LinkedIn message you sent was really from you, or request you text a selfie with a timestamp, proving you are who you claim to be. Some colleagues say they even share code words with each other, so they have a way to ensure they’re not being misled if an encounter feels off.

“What’s funny is, the low-fi approach works,” says Daniel Goldman, a blockchain software engineer and former startup founder. Goldman says he began changing his own behavior after he heard a prominent figure in the crypto world had been convincingly deepfaked on a video call. “It put the fear of god in me,” he says. Afterwards, he warned his family and friends that even if they hear what they believe is his voice or see him on a video call asking for something concrete—like money or an internet password—they should hang up and email him first before doing anything.

Ken Schumacher, founder of the recruitment verification service Ropes, says he’s worked with hiring managers who ask job candidates rapid-fire questions about the city where they claim to live on their resume, such as their favorite coffee shops and places to hang out. If the applicant is actually based in that geographic region, Schumacher says, they should be able to respond quickly with accurate details.

Another verification tactic some people use, Schumacher says, is what he calls the “phone camera trick.” If someone suspects the person they’re talking to over video chat is being deceitful, they can ask them to hold up their phone camera to their laptop. The idea is to verify whether the individual may be running deepfake technology on their computer, obscuring their true identity or surroundings. But it’s safe to say this approach can also be off-putting: Honest job candidates may be hesitant to show off the inside of their homes or offices, or worry a hiring manager is trying to learn details about their personal lives.

“Everyone is on edge and wary of each other now,” Schumacher says.

While turning yourself into a human captcha may be a fairly effective approach to operational security, even the most paranoid admit these checks create an atmosphere of distrust before two parties have even had the chance to really connect. They can also be a huge time suck. “I feel like something’s gotta give,” Yelland says. “I’m wasting so much time at work just trying to figure out if people are real.”

Jessica Eise, an assistant professor studying climate change and social behavior at Indiana University-Bloomington, says that her research team has been forced to essentially become digital forensics experts, due to the amount of fraudsters who respond to ads for paid virtual surveys. (Scammers aren’t as interested in the unpaid surveys, unsurprisingly.) If the research project is federally funded, all of the online participants have to be over the age of 18 and living in the US.

“My team would check time stamps for when participants answered emails, and if the timing was suspicious, we could guess they might be in a different time zone,” Eise says. “Then we’d look for other clues we came to recognize, like certain formats of email address or incoherent demographic data.”

Eise says the amount of time her team spent screening people was “exorbitant,” and that they’ve now shrunk the size of the cohort for each study and have turned to “snowball sampling” or having recruiting people they know personally to join their studies. The researchers are also handing out more physical flyers to solicit participants in person. “We care a lot about making sure that our data has integrity, that we’re studying who we say we’re trying to study,” she says. “I don’t think there’s an easy solution to this.”

Barring any widespread technical solution, a little common sense can go a long way in spotting bad actors. Yelland shared with me the slide deck that she received as part of the fake job pitch. At first glance, it seemed like legit pitch, but when she looked at it again, a few details stood out. The job promised to pay substantially more than the average salary for a similar role in her location, and offered unlimited vacation time, generous paid parental leave, and fully-covered health care benefits. In today’s job environment, that might have been the biggest tipoff of all that it was a scam.

[krunal-vyas]

Hire Dedicated Developers in India Smarter with AI

Hire dedicated developers in India smarter and faster with AI-powered solutions. As businesses worldwide turn to software development outsourcing, India remains a top destination for IT talent acquisition. However, finding the right developers can be challenging due to skill evaluation, remote team management, and hiring efficiency concerns. Fortunately, AI recruitment tools are revolutionizing the hiring process, making it seamless and effective.

In this blog, I will explore how AI-powered developer hiring is transforming the recruitment landscape and how businesses can leverage these tools to build top-notch offshore development teams.

Why Hire Dedicated Developers in India?

1) Cost-Effective Without Compromising Quality:

Hiring dedicated developers in India can reduce costs by up to 60% compared to hiring in the U.S., Europe, or Australia. This makes it a cost-effective solution for businesses seeking high-quality IT staffing solutions in India.

2) Access to a Vast Talent Pool:

India has a massive talent pool with millions of software engineers proficient in AI, blockchain, cloud computing, and other emerging technologies. This ensures companies can find dedicated software developers in India for any project requirement.

3) Time-Zone Advantage for 24/7 Productivity:

Indian developers work across different time zones, allowing continuous development cycles. This enhances productivity and ensures faster project completion.

4) Expertise in Emerging Technologies:

Indian developers are highly skilled in cutting-edge fields like AI, IoT, and cloud computing, making them invaluable for innovative projects.

Challenges in Hiring Dedicated Developers in India

1) Finding the Right Talent Efficiently:

Sorting through thousands of applications manually is time-consuming. AI-powered recruitment tools streamline the process by filtering candidates based on skill match and experience.

2) Evaluating Technical and Soft Skills:

Traditional hiring struggles to assess real-world coding abilities and soft skills like teamwork and communication. AI-driven hiring processes include coding assessments and behavioral analysis for better decision-making.

3) Overcoming Language and Cultural Barriers:

AI in HR and recruitment helps evaluate language proficiency and cultural adaptability, ensuring smooth collaboration within offshore development teams.

4) Managing Remote Teams Effectively:

AI-driven remote work management tools help businesses track performance, manage tasks, and ensure accountability.

How AI is Transforming Developer Hiring

1. AI-Powered Candidate Screening:

AI recruitment tools use resume parsing, skill-matching algorithms, and machine learning to shortlist the best candidates quickly.

2. AI-Driven Coding Assessments:

Developer assessment tools conduct real-time coding challenges to evaluate technical expertise, code efficiency, and problem-solving skills.

3. AI Chatbots for Initial Interviews:

AI chatbots handle initial screenings, assessing technical knowledge, communication skills, and cultural fit before human intervention.

4. Predictive Analytics for Hiring Success:

AI analyzes past hiring data and candidate work history to predict long-term success, improving recruitment accuracy.

5. AI in Background Verification:

AI-powered background checks ensure candidate authenticity, education verification, and fraud detection, reducing hiring risks.

Steps to Hire Dedicated Developers in India Smarter with AI

1. Define Job Roles and Key Skill Requirements:

Outline essential technical skills, experience levels, and project expectations to streamline recruitment.

2. Use AI-Based Hiring Platforms:

Leverage best AI hiring platforms like LinkedIn Talent Insightsand HireVue to source top developers.

3. Implement AI-Driven Skill Assessments:

AI-powered recruitment processes use coding tests and behavioral evaluations to assess real-world problem-solving abilities.

4. Conduct AI-Powered Video Interviews:

AI-driven interview tools analyze body language, sentiment, and communication skills for improved hiring accuracy.

5. Optimize Team Collaboration with AI Tools:

Remote work management tools like Trello, Asana, and Jira enhance productivity and ensure smooth collaboration.

Top AI-Powered Hiring Tools for Businesses

LinkedIn Talent Insights — AI-driven talent analytics

HackerRank — AI-powered coding assessments

HireVue — AI-driven video interview analysis

Pymetrics — AI-based behavioral and cognitive assessments

X0PA AI — AI-driven talent acquisition platform

Best Practices for Managing AI-Hired Developers in India

1. Establish Clear Communication Channels:

Use collaboration tools like Slack, Microsoft Teams, and Zoom for seamless communication.

2. Leverage AI-Driven Productivity Tracking:

Monitor performance using AI-powered tracking tools like Time Doctor and Hubstaff to optimize workflows.

3. Encourage Continuous Learning and Upskilling:

Provide access to AI-driven learning platforms like Coursera and Udemy to keep developers updated on industry trends.

4. Foster Cultural Alignment and Team Bonding:

Organize virtual team-building activities to enhance collaboration and engagement.

Future of AI in Developer Hiring

1) AI-Driven Automation for Faster Hiring:

AI will continue automating tedious recruitment tasks, improving efficiency and candidate experience.

2) AI and Blockchain for Transparent Recruitment:

Integrating AI with blockchain will enhance candidate verification and data security for trustworthy hiring processes.

3) AI’s Role in Enhancing Remote Work Efficiency:

AI-powered analytics and automation will further improve productivity within offshore development teams.

Conclusion:

AI revolutionizes the hiring of dedicated developers in India by automating candidate screening, coding assessments, and interview analysis. Businesses can leverage AI-powered tools to efficiently find, evaluate, and manage top-tier offshore developers, ensuring cost-effective and high-quality software development outsourcing.

Ready to hire dedicated developers in India using AI? iQlance offers cutting-edge AI-powered hiring solutions to help you find the best talent quickly and efficiently. Get in touch today!

[james0cy]

Business Owner’s Stolen Crypto Recovered After 5-Month Ordeal

When Troy Nathan., the CEO of a boutique software startup based in Austin, Texas, opened an email that appeared to be from a trusted vendor, he had no idea it would mark the beginning of a five-month nightmare.

The message contained a routine-looking invoice and a link to a PDF. But the link redirected him to a spoofed login page that captured his private keys. Within an hour, over $230,000 worth of Ethereum had been drained from his company’s digital wallet. “My heart dropped. I refreshed the wallet and saw the balance was almost zero. I just sat there in disbelief,” Troy said.

The next several weeks were filled with panic, confusion, and failed attempts to recover the funds. Troy hired independent IT security consultants and even reached out to legal experts in blockchain fraud. “Everyone told me the same thing: once it’s gone, it’s gone. That’s the reality of crypto,” he recalled.

But Troy refused to accept that answer.

One late night on a crypto recovery forum, a comment stood out a user recommended a low-profile but highly skilled team called Astraweb, known for using forensic tools to track down stolen digital assets. With little to lose, Troy reached out to their team via Astraweb@cyberdude.com.

To his surprise, Astraweb responded within hours. Their recovery process started with a deep forensic audit of the compromised wallet, followed by blockchain behavior modeling to identify and trace the attackers’ movement. According to Troy, Astraweb utilized tools that could map smart contracts and wallet clusters even when hackers attempted to launder funds across decentralized exchanges or mix them in tumblers.

“They explained everything clearly, didn’t overpromise, and took the time to understand the attack,” Troy said. “Within a few weeks, they had mapped out a trail of transactions and began actively tracking the stolen Ethereum across multiple wallets.”

Using smart contract analytics and darknet monitoring tools, Astraweb was able to intercept transactions and ultimately recover 91% of the stolen assets. “I couldn’t believe it. They recovered over $210,000 worth of Ethereum. I’d already written it off as a total loss.”

Astraweb declined to comment for this story, citing confidentiality and the ongoing nature of other recovery operations. However, their track record is quietly growing in crypto circles, where anonymity and theft often go hand-in-hand.

Troy has since overhauled his company’s digital security protocols. Multi-signature wallets, cold storage, staff training, and simulated phishing tests are now part of the company culture. “This experience taught me that even tech professionals aren’t immune. But there are experts out there who can help if you know where to look.”

For business owners and individuals who have fallen victim to crypto theft, Troy has one recommendation: “Don’t give up. Contact Astraweb at Astraweb@cyberdude.com

[crossatlanticsoftware-blog]

How to Choose the Best Shopify Website Design Company for Your Store in 2025?

In the ever-evolving world of eCommerce, having a well-designed and fully optimized Shopify store is no longer just an option – it's a necessity. As more consumers turn to online shopping, brands must ensure their Shopify website delivers an exceptional user experience, reflects the brand's identity, and supports seamless transactions. This is where a professional Shopify website design company can make all the difference.

Cross Atlantic Software, we understand that the decision to hire a Shopify website design company is a major step in your eCommerce journey. With so many service providers available, making the right choice can be overwhelming. This article aims to guide you through the most important factors to consider when selecting the right partner for your Shopify website design in 2025.

1. Understand Your Goals and Business Needs

Before you even begin searching for a Shopify website design company, clearly outline what you want your Shopify store to achieve. Are you launching a new brand, rebranding an existing one, or scaling up operations? Do you need custom integrations, advanced product filtering, or mobile-first Shopify design?

Having a clear vision will help you communicate effectively with potential design partners and ensure they align with your goals.

2. Look for Specialized Shopify Expertise

Not all web design companies specialize in Shopify. It's essential to choose a team that lives and breathes Shopify website design. Shopify has its own ecosystem, with unique themes, apps, and a proprietary Liquid coding language. Hiring a company that focuses specifically on Shopify design ensures they understand the platform inside-out.

Cross Atlantic Software has dedicated Shopify experts who have built and optimized hundreds of Shopify stores, giving clients the edge they need to compete in saturated markets.

3. Review Their Portfolio and Past Work

A reputable Shopify website design company should have a robust portfolio showcasing their past work. Look for:

Aesthetically pleasing, modern designs

Fast-loading Shopify websites

Mobile responsiveness

Seamless checkout experiences

Custom features like animations or personalized recommendations

Pay attention to diversity in their projects. This tells you whether the company can adapt their Shopify design to different industries and audiences.

4. Read Client Reviews and Testimonials

Real feedback from past clients is one of the most reliable ways to evaluate a Shopify website design company. Look beyond just the star ratings. Focus on detailed testimonials that highlight communication, professionalism, turnaround time, and post-launch support.

Cross Atlantic Software, we don’t just deliver projects — we build partnerships that grow with your business. Many of our clients have been with us for years, and we’re proud to be part of their ongoing success stories. Our testimonials reflect our commitment to excellence and custom-tailored Shopify website design solutions.

5. Ask About the Design and Development Process

Transparency is crucial. A reliable Shopify website design company should be able to walk you through their process from start to finish:

Initial Consultation

Strategy & Planning

Wireframing & Prototyping

Shopify Theme Customization or Custom Build

QA Testing & Optimization

Launch & Post-Launch Support

Knowing how your design team works isn’t just helpful — it’s essential. When everyone’s on the same page from day one, the process becomes smoother, timelines are clearer, and there are no last-minute surprises.

6. Consider Their Understanding of UX and Conversion Optimization

Good design isn't just about looking pretty. A successful Shopify website should convert visitors into buyers. That requires deep knowledge of user behavior, sales funnels, and design psychology.

Choose a Shopify website design company that prioritizes:

Clear CTAs (Call to Action)

Simple navigation

Fast page load times

Engaging product pages

Mobile-first design

Cross Atlantic Software, our team fuses creative Shopify design with data-backed UX principles to help you maximize conversions and sales.

7. Evaluate Support and Maintenance Services

Your Shopify store needs continuous updates, improvements, and sometimes emergency fixes. Make sure your design partner offers ongoing support even after launch. Ask questions like:

Do they offer monthly maintenance packages?

How do they handle bugs or errors?

Will you have a go-to person to call when something breaks or when you need a quick update? A dedicated point of contact makes all the difference when time and clarity matter most.

Cross Atlantic Software offers flexible support plans to ensure your Shopify website stays up-to-date, secure, and optimized at all times.

8. Transparency in Pricing

Clear pricing is a mark of a trustworthy Shopify website design company. While it's tempting to go with the lowest quote, remember that quality design and development require expertise and time.

Request a detailed breakdown of costs, including design, development, apps, and post-launch services. A good partner will explain every line item and adjust to fit your budget where possible.

9. Look for Creative Collaboration, Not Just Execution

The best outcomes happen when the design company works with you as a creative partner rather than just following orders. You should feel heard, respected, and inspired during the design journey.

Cross Atlantic Software, we treat every client as a collaborator. Our team engages in regular brainstorming sessions and strategy calls to ensure your vision translates beautifully into a high-performing Shopify store.

10. Check If They Offer Additional Services

Many eCommerce businesses need more than just Shopify website design. Check if your prospective partner can also help with:

SEO Optimization

Email Marketing Integration

App Integrations

Product Photography

Social Media Integration

A company that offers a comprehensive solution can save you time, money, and the hassle of managing multiple vendors.

Cross Atlantic Software provides end-to-end services to make your Shopify store launch as seamless and impactful as possible.

Conslusion:

Choosing the best Shopify website design company in 2025 is about more than just good looks. It requires strategic thinking, technical expertise, and a collaborative approach.

With a trusted partner like Cross Atlantic Software, you can build a Shopify website that not only looks amazing but also drives growth and customer loyalty.

Whether you're just starting out or looking to level up your current Shopify design, now is the time to make the investment in a company that understands your vision and has the skills to make it real.

Let’s simplify your eCommerce success — one pixel at a time.

Ready to build your dream Shopify store?

Visit us at www.crossatlantic.software and let’s get started.

[gappeo]

Integrating Skill Assessments into Your Existing HR Systems

Introduction

As organizations strive to build a skilled and efficient workforce, integrating skill assessments into existing HR systems has become a crucial strategy. By embedding skill evaluations within HR workflows, companies can enhance hiring accuracy, streamline employee development, and make data-driven workforce decisions. This blog explores the benefits, challenges, and best practices of integrating skill assessments into HR systems, with insights on how platforms like Gappeo can facilitate the process.

Why Integrate Skill Assessments into HR Systems?

Integrating skill assessments within HR platforms offers numerous advantages, including:

Improved Hiring Accuracy: Objective skill evaluations help recruiters identify the most suitable candidates, reducing reliance on resumes alone.

Efficient Onboarding: Pre-assessed skills enable HR teams to tailor onboarding programs, ensuring new hires receive targeted training.

Employee Development & Training: Ongoing skill assessments allow HR teams to track employee growth and implement personalized training programs.

Workforce Planning: Insights from assessments help HR leaders identify skill gaps and plan for future workforce needs.

Key Considerations for Integration

Before incorporating skill assessments into your HR system, consider the following:

Compatibility: Ensure the assessment platform integrates seamlessly with your existing HR software (e.g., ATS, LMS, or HRIS).

Customization: Choose a system that allows tailored assessments aligned with job roles and industry needs.

Scalability: The platform should support growing workforce demands and adapt to evolving skill requirements.

User Experience: Both recruiters and candidates should find the system easy to navigate and engage with.

How Gappeo Simplifies Skill Assessment Integration

Gappeo, a leading talent and skill assessment platform, offers seamless integration with various HR systems. Key features include:

Pre-Built API Integrations: Easily connect with popular HR platforms.

Customizable Assessment Modules: Design skill tests specific to job roles.

Audio and Video Assessments: Enhance evaluation accuracy by analyzing verbal and non-verbal cues.

Comprehensive Reporting: Generate insights to support hiring and workforce development decisions.

Steps to Successfully Integrate Skill Assessments

Evaluate Your HR System: Assess your current HR software capabilities and identify integration points.

Select the Right Assessment Platform: Choose a solution like Gappeo that aligns with your HR objectives.

Customize Assessments: Develop skill tests that reflect the competencies required for different roles.

Pilot Test the Integration: Run a small-scale implementation to ensure seamless functionality.

Train HR Teams: Educate HR personnel on using the integrated system effectively.

Monitor and Optimize: Continuously track performance metrics and refine assessment processes.

Conclusion

Integrating skill assessments into HR systems is a game-changer for talent management, enabling data-backed hiring, employee development, and strategic workforce planning. With solutions like Gappeo, organizations can streamline skill evaluations while ensuring a seamless experience for both HR professionals and candidates.

Ready to enhance your HR processes? Discover how Gappeo can help you integrate skill assessments effortlessly!

[askagamedev]

How is the process of learning In-house game engines once you get into an AAA studio? Do they immediately put you in production to learn as you go, or does it take some weeks before allocating you to a project?

The onboarding process is a little of everything you say. Whenever I start a new job, there's the new hire administrative tasks I need to get done like signing paperwork and doing harassment/DEI/office safety training and there's the actual "this is what they hired me to do" learning process where I learn how the workflow works so that I can start being productive. We'll ignore the administrative stuff and focus on the productivity onboarding.

The first thing that any new hire has to do is get the project synced to the latest safe build and get the game running. Without being able to run the game, we can't make or test any of the changes we will inevitably need to make. This often entails fiddling with a bunch of workstation and network settings in order to make sure all of the files are where the game expects them to be, all of the necessary software is installed and ready, and so on. Getting an in-development game running can take quite some time (I've seen whole days lost in some cases) given how much disk space these games can take (and therefore how long it takes to download all of those files from the depot) and how complex the workflow can be.

Once the new hire has the game up and running and has familiarized herself with the game's controls and such, it's time to start reading documentation for the internal tools and workflow - how the content is made, how the work is done, what the working process is, how to check your work, who to contact in case of questions. At this point, the lead usually assigns an introductory task or two to the new hire - a small task for her to get her feet wet and to provide some guidance while looking through the system and making some actual changes.

After this initial process of learning > making changes > testing > submitting the fix, the process repeats with newer and more complicated tasks as the new hire's lead deals out new assignments. As the new hire completes more tasks, she learns more about the tools, the workflow, and the team. That knowledge and experience is then considered when increasing the scope of her tasks until she's reached the level of productivity expected of a dev in her role.

If you think this sounds a lot like the [minimum competency for joining a team] post from a while back that I wrote, you're absolutely right. We use this exact process to bring a new hire onto our team because it's the same goal - we have someone who (we hope) is dedicated to working on the game and helping us carry it to completion.

[Join us on Discord] and/or [Support us on Patreon]

Got a burning question you want answered?

Short questions: Ask a Game Dev on Twitter

Long questions: Ask a Game Dev on Tumblr

Frequent Questions: The FAQ

[infiniteglitterfall]

Okay, I'm a data nerd. But this is so interesting?!

She starts out by looking at whether YouTube intense promotion of short-form content is harming long-form content, and ends up looking at how AI models amplify cultural biases.

In one of her examples, Amazon had to stop using AI recruitment software because it was filtering out women. They had to tell it to stop removing resumes with the word "women's" in them.

But even after they did that, the software was filtering out tons of women by doing things like selecting for more "aggressive" language like "executed on" instead of, idk, "helped."

Which is exactly how humans act. In my experience, when people are trying to unlearn bias, the first thing they do is go, "okay, so when I see that someone was president of the women's hockey team or something, I tend to dismiss them, but they could be good! I should try to look at them, instead of immediately dismissing candidates who are women! That makes sense, I can do that!"

And then they don't realize that they can also look at identical resumes, one with a "man's" name and one with a "woman's" name, and come away being more impressed by the "man's" resume.

So then they start having HR remove the names from all resumes. But they don't extrapolate from all this and think about whether the interviewer might also be biased. They don't think about how many different ways you can describe the same exact tasks at the same exact job, and how some of them sound way better.

They don't think about how, the more marginalized someone is, the less access they have to information about what language to use. And the more likely they are to have been "trained," by the way people treat them, to minimize their own skills and achievements.

They don't think about why certain words sound polished to them, and whether that's actually reflecting how good the person using that language will be at their job.

In this How To Cook That video, she talks about the fact that they're training that type of software on, say, ten years of hiring data, and that inherently means it's going to learn the biases reflected in that data... and that what AI models do is EXAGGERATE what they've learned.

Her example is that if you do a Google image search for "doctor," 90% of them will be men, even though in real life only 63% are men.

This is all fascinating to me because this is why representation matters. This is such an extreme, obvious example of why representation matters. OUR brains look at everything around us and learn who the world says is good at what.

We learn what a construction worker looks like, what a general practitioner doctor looks like, what a pediatrician looks like, what a teacher looks like.

We look at the people in our lives and in the media we consume and the ambient media we live through. And we learn what people who matter in our particular society look like.

We learn what a believable, trustworthy person looks like. The kind of person who can be the faux-generic-human talking to you about or illustrating a product.

Unless we also actively learn that other kinds of people matter equally, are equally trustworthy and believable... we don't.

And that affects EVERYTHING.

Also, this seems very easy to undo -- for AI, at least.

Like, instead of giving it a dataset of all the pictures of doctors humans have put out there, they could find people who actively prefer diverse, interesting groups of examples. And give the dataset to a bunch of them, first, to produce something for AI to learn from.

Harvard has a whole slew of really good tests for bias, although I would love to see more. (Note: they say things like "gay - straight, " but it's not testing how you feel about straight people. It's testing whether you have negative associations about gay people, and it uses straight people as a kind of baseline.)

There must be a way for image-recognition AI software to take these tests and reveal how biased a given model is, so it can be tweaked.

A lot of people would probably object that you're biasing the model intentionally if you do that. But we know the models are biased. We know we all have cultural biases. (I mean. Most people know that, I think.)

Anyway, this is already known in the field. There are plenty of studies about the biases in different AI programs, and the biases humans have.

That means we're already choosing to bias models intentionally. Both by knowingly giving them our biases, and by knowing they'll make our biases even bigger. And we already know this has a negative impact on people's lives.

[mariacallous]

KnowBe4, a US-based security vendor, revealed that it unwittingly hired a North Korean hacker who attempted to load malware into the company's network. KnowBe4 CEO and founder Stu Sjouwerman described the incident in a blog post this week, calling it a cautionary tale that was fortunately detected before causing any major problems.

"First of all: No illegal access was gained, and no data was lost, compromised, or exfiltrated on any KnowBe4 systems," Sjouwerman wrote. “This is not a data breach notification, there was none. See it as an organizational learning moment I am sharing with you. If it can happen to us, it can happen to almost anyone. Don't let it happen to you.”

KnowBe4 said it was looking for a software engineer for its internal IT AI team. The firm hired a person who, it turns out, was from North Korea and was "using a valid but stolen US-based identity" and a photo that was "enhanced" by artificial intelligence. There is now an active FBI investigation amid suspicion that the worker is what KnowBe4's blog post called "an Insider Threat/Nation State Actor."

KnowBe4 operates in 11 countries and is headquartered in Florida. It provides security awareness training, including phishing security tests, to corporate customers. If you occasionally receive a fake phishing email from your employer, you might be working for a company that uses the KnowBe4 service to test its employees' ability to spot scams.

Person Passed Background Check and Video Interviews

KnowBe4 hired the North Korean hacker through its usual process. "We posted the job, received résumés, conducted interviews, performed background checks, verified references, and hired the person. We sent them their Mac workstation, and the moment it was received, it immediately started to load malware," the company said.

Even though the photo provided to HR was fake, the person who was interviewed for the job apparently looked enough like it to pass. KnowBe4's HR team "conducted four video conference based interviews on separate occasions, confirming the individual matched the photo provided on their application," the post said. "Additionally, a background check and all other standard pre-hiring checks were performed and came back clear due to the stolen identity being used. This was a real person using a valid but stolen US-based identity. The picture was AI 'enhanced.'"

The two images at the top of this story are a stock photo and what KnowBe4 says is the AI fake based on the stock photo. The stock photo is on the left, and the AI fake is on the right.

The employee, referred to as "XXXX" in the blog post, was hired as a principal software engineer. The new hire's suspicious activities were flagged by security software, leading KnowBe4's Security Operations Center (SOC) to investigate:

On July 15, 2024, a series of suspicious activities were detected on the user beginning at 9:55 pm EST. When these alerts came in KnowBe4's SOC team reached out to the user to inquire about the anomalous activity and possible cause. XXXX responded to SOC that he was following steps on his router guide to troubleshoot a speed issue and that it may have caused a compromise. The attacker performed various actions to manipulate session history files, transfer potentially harmful files, and execute unauthorized software. He used a Raspberry Pi to download the malware. SOC attempted to get more details from XXXX including getting him on a call. XXXX stated he was unavailable for a call and later became unresponsive. At around 10:20 pm EST SOC contained XXXX's device.

“Fake IT Worker From North Korea”

The SOC analysis indicated that the loading of malware "may have been intentional by the user," and the group "suspected he may be an Insider Threat/Nation State Actor," the blog post said.

"We shared the collected data with our friends at Mandiant, a leading global cybersecurity expert, and the FBI, to corroborate our initial findings. It turns out this was a fake IT worker from North Korea," Sjouwerman wrote.

KnowBe4 said it can't provide much detail because of the active FBI investigation. But the person hired for the job may have logged into the company computer remotely from North Korea, Sjouwerman explained:

How this works is that the fake worker asks to get their workstation sent to an address that is basically an "IT mule laptop farm." They then VPN in from where they really physically are (North Korea or over the border in China) and work the night shift so that they seem to be working in US daytime. The scam is that they are actually doing the work, getting paid well, and give a large amount to North Korea to fund their illegal programs. I don't have to tell you about the severe risk of this. It's good we have new employees in a highly restricted area when they start, and have no access to production systems. Our controls caught it, but that was sure a learning moment that I am happy to share with everyone.

[itsbenedict]

okay, so- the past three days have been pretty insane, hence no to-do lists. did not know hour-to-hour what in the hell i'd have to do next.

monday morning, there was a company meeting, and it was announced that we were being sold. this was not... the most surprising thing in the world, because about a month ago there was this sudden hasty push by the top to reorganize the business into distinct independent units that didn't depend on shared services. like, what else would the point of doing that be, if not to sell off pieces of the business? sure, they said that wasn't happening, but who the hell was fooled by that?

so i used to do most of my work on these projects for this one specific business unit, building and running a bunch of middleware API integrations for our learning management system. but my boss, who used to be in charge of the dev team generally, got assigned to this totally different unit- and she liked me enough that she pushed really hard to get me reassigned to her unit.

so i was already conflicted about that:

i really like my boss- she's really understanding of my need for flexibility to work on my side projects, she only cares that i get the work done (and even with many side projects, i still consistently exceed expectations and get a full-time workload done ahead of schedule), and she was pushing hard to get me a raise against upper management who'd taken to using covid austerity as an excuse to never give anyone any raises ever. and the team assigned to this unit didn't have any senior devs who could handle a big infrastructure transition, and i'd just become AWS certified, and without someone like me, my coworkers assigned to that unit would be in some hot water. plus, after the transition, maintaining a reduced suite of products would probably be easier day-to-day.

but on the other hand, all my projects in the other business unit, with the LMS- those are pretty vital, and the nature of the contracts with those clients necessitates frequent maintenance and changes. my code for those integrations is bad, for various reasons but mainly that there is no dev environment for testing changes. it's fundamentally about managing production data in databases we don't directly control, so every change has to be done very quickly and carefully, with no room for big refactors to clean things up (and risk breaking stuff). it's a mess, and no one in the other business unit is prepared to take it over. plus- i liked working directly with clients, doing work where if i did the work someone was appreciative of the work. it was motivating!

ultimately, i decided to trust my boss and follow her to the other business unit. we weren't completely splitting from the rest of the business- i'd still be able to train up someone else to take over my projects, we'd still have the shared customer accounts management software, and- crucially- i'd still have the boss who understood my needs and had no interest in squeezing value out of me.

so i went on vacation for a couple weeks right after committing to that decision- and then i came back on monday, and that day they announce we're being sold.

also that my boss is fired and being replaced by someone from the new company.

also that we have two months to completely disconnect all our products from shared service infrastructure and rebuild our own.

also no takesies-backsies, the acquisition agreement included terms that the former company not hire back any of the sold-off employees or even discuss the acquisition with them at all. no chance to react to the new information except to sign the new offer letter by close of business on Wednesday.

i was unhappy about this! can you tell???

so my first thought was- okay, this is bullshit. i still want to work for the LMS people, the LMS people still want me to work for them, there has to be a solve here. so i go to the guy in charge of that division, who also wants me to keep working there, and he says okay i'll have our lawyers look into it.

and then... he gets back to me sounding like a robot, "i am unable to discuss this further with you at this time", which is so obviously out of character for the guy that i can tell legal's thrown the book at him. i talk to legal myself- it's a dead end. they can't- they're unable to even talk about why they can't talk about it, because obviously this deal was engineered to prevent me from doing exactly what i'm trying to do here.

so i go at it from the other angle. president of the sold company, now a wholly-owned for-profit subsidiary of a nonprofit organization (is that even allowed???), i explain to him, hey, this is a mistake, i'm only here because my old boss really wanted me to be on her team, surely you can let me go continue doing my actual job?

nope.

so then i start playing hardball.

the salary they're offering me is, adjusted for inflation, less than the salary i was offered two years ago, which had come with the (entirely failed) non-promise that i'd be bumped up to a certain level very quickly after some formalities re: the employment structure. i explain, in detail, how upset i am with the entire state of affairs- and i threaten to walk, which i am allowed to do. i'm not required to sign their new contract- i'd need to go job-hunting, sure, but i have money in the bank, i can afford to do it, and i could definitely get a better deal somewhere else.

this is a tense situation! my old boss knew this team needed me- but they unceremoniously fired her while she was on vacation, so her opinion doesn't mean dirt to them apparently. it's unclear how vital i really am to this- they could maybe train up one of the other devs to handle the AWS stuff.

and on my side- if i walk, that's it. all that horrible messy code for the LMS stuff- i don't get two months to train someone else up and write documentation and do some housecleaning. i'm gone! my horrific dirty laundry (and hours and hours of regular maintenance work) gets handed off to some other dev who's totally unprepared for it, and that person inevitably puts a curse on my entire family line as retribution for me leaving them holding that intolerable bag. i don't actually want to walk, because then i end up the bad guy in the eyes of people i respect and care about.

(also i'd have to do a job hunt and that shit is so god damn annoying you have no idea you probably have some idea.)

so i tell the guy, look- i can do better. i'm basically starting over doing harder work at an unfamiliar company, and if i'm doing that anyway, why not do it for someone who'll pay me? if you don't give me X amount of money, i'm walking out, and now you don't have an infrastructure guy during the two-month window you have to migrate a shit-ton of infrastructure. i am a serious dude and you can't just fuck with me!

(and inside i'm like:

because oh god i am not a serious dude i am so easily fucked with what if i'm pushing my luck too hard)

and he lets me fuckin' stew. 5:00 on wednesday i need to have either signed a contract or not signed a contract, and he hedges and goes to talk with the higher-ups and makes no promises, and i have no idea whether it's because i scared him or if he's trying to work out how to replace me or what. all this negotiation has been eating my brain for the past couple days and it's coming down to the wire-

and then a couple hours before the deadline he gets back to me with a counteroffer. it's less than i was asking, because that's how negotiations work, but it is more than i was making when i was brought on, by a good 10k.

so now it's on to round two. i'm gonna stick around for this two-month period, make this transition work, clean up my mess and take care of things with my now ex-coworkers- and then if they haven't either proven their management is tolerable or given me a crystal-clear path to advancement, we're back to the standoff- except this time, they'll have a good idea of exactly what it is they stand to lose.

haaaaaaaaaaaaaaah. okay. okay. yeah. so that's dealt with for the time being. i can breathe now. we'll see how it goes. fuck.

[chussyracing]

what has been happening in the world of motorsports?

to start with the most concerning and serious point: there has been a complaint to the FIA Compliance Officer and Ethics Committee when Ben Sulayem came out to say they won't be stepping into the allegations of Horner's workplace misconduct because they didn't receive any official complaints, another one came in a few days after (with a warning that media will get the information next) and apparently the victim handed in her own official complaint (as a reminder this comes after reports of Sulayem being investigated for trying to influence the race result and a circuit confirmation last year and allegedly also asking Max Verstappen to publicly support Horner)

Ben Sulayem has also been cleared off the allegations (both over the Saudi Arabia 2023 results overrule and Las Vegas GP intervence)

Guanyu will have his own short documentary called The First One (probably about being the first Chinese driver on the F1 grid)

Alex posted his own merch line, debuting on his app first

Williams will run Alex, Logan and Lia Block (and even James Vowles) at Goodwill - first time in an F1 car for both Lia and James

Pierre made a new investment decision, he now has shares in French football team FC Versailles (in a similar move that the US investors made for Alpine)

there are rumours of Aramco trying to take over Aston Martin and get both Max and Adrian Newey in the team (the source is Formulauno tho)

F1 won't switch to 16 inches tyres like was originally planned for 2026 regulations (they will keep using 18 inches ones but their shape and sizing will be a bit different)

Monaco this year will feature a special floating platform

Este was at some sort of F1 podcast and he mentioned that he raced in F3 against Max and won the title, but it was Max who got a seat in F1 despite finishing p3 (and apparently that made a lot of Max fans angry)

Mercedes are still battling the lack of correspondence between sim and track data, the rumours say they might try some experiments in Australia and potentially push back some scheduled upgrades until they collect more data

GB4 will fund an F1 Academy seat for the highest placed female driver in the series

Guenther Steiner became an F1 columnist (among other things he mentioned he would hire Ollie Bearman and that he should have left Haas much sooner)

Barcelona's circuit invested 50m euros to try to keep them on the race calendar beyond 2026 when Madrid joins

there are rumours that if Max really goes to Mercedes, Toto Wolff has a deal with James Vowles to take Kimi Antonelli in the team

Riccardo Adami said he is ready to be Lewis' race engineer in Ferrari in 2025 (which is not really a piece of news but a lot of people expected Bono to follow Lewis - which despite the anti-poaching clause - can still happen at some point)

Carlos will meet FIA doctors and complete cockpit escaping test on Thursday to see if he is fit to drive in Australia after his surgery, but Ferrari claimed he is ready to race

Stake F1 Team Kick Sauber will be called Kick Sauber this week due to Australian policy

Felipe Drugovich signed with LMP2 team but will also keep the Aston Martin reserve driver role

Simone Resta will join Mercedes after being let go off from Haas where he was on loan from Ferrari

Enrico Sampo will also join them as a Head of Performance Software Applications, and it is understood they hope he could help with correlation issues between sim data and on track data (although he will only start in the new position in 2025)

Nikita Mazepin appealed against the sanctions from European Union (because of ties to Russian government), the Court of Justice lifted the sanctions

Lewis posted about Palestine and rightfully calls for immediate and permanent ceasefire

Williams partnered with Sungood as official eyewear partner (after they already have a sponsorship deal with McLaren)

from fan's point of view:

Charles went surfing in Melbourne, and then he went karting

Lewis changed his Instagram icon

it was Mike Krack's birthday yesterday, sorry I missed it king!

(also a fun fact: it was also Prince Albert II.'s 66th birthday a few days ago)

Ollie was asked about Le Mans and said he would take Lewis and Charles and if they don't win, it is his own fault

Oscar was a face of last Esquire issue

apparently there are rumours of George being engaged (how do people come up with stuff like this. no idea.)

Daniel showed a special helmet design for his gp

there is apparently a whole google doc with updated drivers locations??? get help

Alex and Oscar have been the latest hosts on Beyond The Grid episodes

racing results:

Formula E was back on this past weekend with Sam Bird winning for the first time in FE, Mitch Evans in p2 (after getting overtaken on last lap), and Oliver Rowland in p3

[itcareerblogs]

Top 10 In- Demand Tech Jobs in 2025

Technology is growing faster than ever, and so is the need for skilled professionals in the field. From artificial intelligence to cloud computing, businesses are looking for experts who can keep up with the latest advancements. These tech jobs not only pay well but also offer great career growth and exciting challenges.

In this blog, we’ll look at the top 10 tech jobs that are in high demand today. Whether you’re starting your career or thinking of learning new skills, these jobs can help you plan a bright future in the tech world.

1. AI and Machine Learning Specialists

Artificial Intelligence (AI)  and Machine Learning are changing the game by helping machines learn and improve on their own without needing step-by-step instructions. They’re being used in many areas, like chatbots, spotting fraud, and predicting trends.

Key Skills: Python, TensorFlow, PyTorch, data analysis, deep learning, and natural language processing (NLP).

Industries Hiring: Healthcare, finance, retail, and manufacturing.

Career Tip: Keep up with AI and machine learning by working on projects and getting an AI certification. Joining AI hackathons helps you learn and meet others in the field.

2. Data Scientists

Data scientists work with large sets of data to find patterns, trends, and useful insights that help businesses make smart decisions. They play a key role in everything from personalized marketing to predicting health outcomes.

Key Skills: Data visualization, statistical analysis, R, Python, SQL, and data mining.

Industries Hiring: E-commerce, telecommunications, and pharmaceuticals.

Career Tip: Work with real-world data and build a strong portfolio to showcase your skills. Earning certifications in data science tools can help you stand out.

3. Cloud Computing Engineers: These professionals create and manage cloud systems that allow businesses to store data and run apps without needing physical servers, making operations more efficient.

Key Skills: AWS, Azure, Google Cloud Platform (GCP), DevOps, and containerization (Docker, Kubernetes).

Industries Hiring: IT services, startups, and enterprises undergoing digital transformation.

Career Tip: Get certified in cloud platforms like AWS (e.g., AWS Certified Solutions Architect).

4. Cybersecurity Experts

Cybersecurity professionals protect companies from data breaches, malware, and other online threats. As remote work grows, keeping digital information safe is more crucial than ever.

Key Skills: Ethical hacking, penetration testing, risk management, and cybersecurity tools.

Industries Hiring: Banking, IT, and government agencies.

Career Tip: Stay updated on new cybersecurity threats and trends. Certifications like CEH (Certified Ethical Hacker) or CISSP (Certified Information Systems Security Professional) can help you advance in your career.

5. Full-Stack Developers

Full-stack developers are skilled programmers who can work on both the front-end (what users see) and the back-end (server and database) of web applications.

Key Skills: JavaScript, React, Node.js, HTML/CSS, and APIs.

Industries Hiring: Tech startups, e-commerce, and digital media.

Career Tip: Create a strong GitHub profile with projects that highlight your full-stack skills. Learn popular frameworks like React Native to expand into mobile app development.

6. DevOps Engineers

DevOps engineers help make software faster and more reliable by connecting development and operations teams. They streamline the process for quicker deployments.

Key Skills: CI/CD pipelines, automation tools, scripting, and system administration.

Industries Hiring: SaaS companies, cloud service providers, and enterprise IT.

Career Tip: Earn key tools like Jenkins, Ansible, and Kubernetes, and develop scripting skills in languages like Bash or Python. Earning a DevOps certification is a plus and can enhance your expertise in the field.

7. Blockchain Developers

They build secure, transparent, and unchangeable systems. Blockchain is not just for cryptocurrencies; it’s also used in tracking supply chains, managing healthcare records, and even in voting systems.

Key Skills: Solidity, Ethereum, smart contracts, cryptography, and DApp development.

Industries Hiring: Fintech, logistics, and healthcare.

Career Tip: Create and share your own blockchain projects to show your skills. Joining blockchain communities can help you learn more and connect with others in the field.

8. Robotics Engineers

Robotics engineers design, build, and program robots to do tasks faster or safer than humans. Their work is especially important in industries like manufacturing and healthcare.

Key Skills: Programming (C++, Python), robotics process automation (RPA), and mechanical engineering.

Industries Hiring: Automotive, healthcare, and logistics.

Career Tip: Stay updated on new trends like self-driving cars and AI in robotics.

9. Internet of Things (IoT) Specialists

IoT specialists work on systems that connect devices to the internet, allowing them to communicate and be controlled easily. This is crucial for creating smart cities, homes, and industries.

Key Skills: Embedded systems, wireless communication protocols, data analytics, and IoT platforms.

Industries Hiring: Consumer electronics, automotive, and smart city projects.

Career Tip: Create IoT prototypes and learn to use platforms like AWS IoT or Microsoft Azure IoT. Stay updated on 5G technology and edge computing trends.

10. Product Managers

Product managers oversee the development of products, from idea to launch, making sure they are both technically possible and meet market demands. They connect technical teams with business stakeholders.

Key Skills: Agile methodologies, market research, UX design, and project management.

Industries Hiring: Software development, e-commerce, and SaaS companies.

Career Tip: Work on improving your communication and leadership skills. Getting certifications like PMP (Project Management Professional) or CSPO (Certified Scrum Product Owner) can help you advance.

Importance of Upskilling in the Tech Industry

Stay Up-to-Date: Technology changes fast, and learning new skills helps you keep up with the latest trends and tools.

Grow in Your Career: By learning new skills, you open doors to better job opportunities and promotions.

Earn a Higher Salary: The more skills you have, the more valuable you are to employers, which can lead to higher-paying jobs.

Feel More Confident: Learning new things makes you feel more prepared and ready to take on tougher tasks.

Adapt to Changes: Technology keeps evolving, and upskilling helps you stay flexible and ready for any new changes in the industry.

Top Companies Hiring for These Roles

Global Tech Giants: Google, Microsoft, Amazon, and IBM.

Startups: Fintech, health tech, and AI-based startups are often at the forefront of innovation.

Consulting Firms: Companies like Accenture, Deloitte, and PwC increasingly seek tech talent.

In conclusion,  the tech world is constantly changing, and staying updated is key to having a successful career. In 2025, jobs in fields like AI, cybersecurity, data science, and software development will be in high demand. By learning the right skills and keeping up with new trends, you can prepare yourself for these exciting roles. Whether you're just starting or looking to improve your skills, the tech industry offers many opportunities for growth and success.

[xettle-technologies]

What Are the Costs Associated with Fintech Software Development?

The fintech industry is experiencing exponential growth, driven by advancements in technology and increasing demand for innovative financial solutions. As organizations look to capitalize on this trend, understanding the costs associated with fintech software development becomes crucial. Developing robust and secure applications, especially for fintech payment solutions, requires significant investment in technology, expertise, and compliance measures. This article breaks down the key cost factors involved in fintech software development and how businesses can navigate these expenses effectively.

1. Development Team and Expertise

The development team is one of the most significant cost drivers in fintech software development. Hiring skilled professionals, such as software engineers, UI/UX designers, quality assurance specialists, and project managers, requires a substantial budget. The costs can vary depending on the team’s location, expertise, and experience level. For example:

In-house teams: Employing full-time staff provides better control but comes with recurring costs such as salaries, benefits, and training.

Outsourcing: Hiring external agencies or freelancers can reduce costs, especially if the development team is located in regions with lower labor costs.

2. Technology Stack

The choice of technology stack plays a significant role in the overall development cost. Building secure and scalable fintech payment solutions requires advanced tools, frameworks, and programming languages. Costs include:

Licenses and subscriptions: Some technologies require paid licenses or annual subscriptions.

Infrastructure: Cloud services, databases, and servers are essential for hosting and managing fintech applications.

Integration tools: APIs for payment processing, identity verification, and other functionalities often come with usage fees.

3. Security and Compliance

The fintech industry is heavily regulated, requiring adherence to strict security standards and legal compliance. Implementing these measures adds to the development cost but is essential to avoid potential fines and reputational damage. Key considerations include:

Data encryption: Robust encryption protocols like AES-256 to protect sensitive data.

Compliance certifications: Obtaining certifications such as PCI DSS, GDPR, and ISO/IEC 27001 can be costly but are mandatory for operating in many regions.

Security audits: Regular penetration testing and vulnerability assessments are necessary to ensure application security.

4. Customization and Features

The complexity of the application directly impacts the cost. Basic fintech solutions may have limited functionality, while advanced applications require more extensive development efforts. Common features that add to the cost include:

User authentication: Multi-factor authentication (MFA) and biometric verification.

Real-time processing: Handling high volumes of transactions with minimal latency.

Analytics and reporting: Providing users with detailed financial insights and dashboards.

Blockchain integration: Leveraging blockchain for enhanced security and transparency.

5. User Experience (UX) and Design

A seamless and intuitive user interface is critical for customer retention in the fintech industry. Investing in high-quality UI/UX design ensures that users can navigate the platform effortlessly. Costs in this category include:

Prototyping and wireframing.

Usability testing.

Responsive design for compatibility across devices.

6. Maintenance and Updates

Fintech applications require ongoing maintenance to remain secure and functional. Post-launch costs include:

Bug fixes and updates: Addressing issues and releasing new features.

Server costs: Maintaining and scaling infrastructure to accommodate user growth.

Monitoring tools: Real-time monitoring systems to track performance and security.

7. Marketing and Customer Acquisition

Once the fintech solution is developed, promoting it to the target audience incurs additional costs. Marketing strategies such as digital advertising, influencer partnerships, and content marketing require significant investment. Moreover, onboarding users and providing customer support also contribute to the total cost.

8. Geographic Factors

The cost of fintech software development varies significantly based on geographic factors. Development in North America and Western Europe tends to be more expensive compared to regions like Eastern Europe, South Asia, or Latin America. Businesses must weigh the trade-offs between cost savings and access to high-quality talent.

9. Partnering with Technology Providers

Collaborating with established technology providers can reduce development costs while ensuring top-notch quality. For instance, Xettle Technologies offers comprehensive fintech solutions, including secure APIs and compliance-ready tools, enabling businesses to streamline development processes and minimize risks. Partnering with such providers can save time and resources while enhancing the application's reliability.

Cost Estimates

While costs vary depending on the project's complexity, here are rough estimates:

Basic applications: $50,000 to $100,000.

Moderately complex solutions: $100,000 to $250,000.

Highly advanced platforms: $250,000 and above.

These figures include development, security measures, and initial marketing efforts but may rise with added features or broader scope.

Conclusion

Understanding the costs associated with fintech software development is vital for effective budgeting and project planning. From assembling a skilled team to ensuring compliance and security, each component contributes to the total investment. By leveraging advanced tools and partnering with experienced providers like Xettle Technologies, businesses can optimize costs while delivering high-quality fintech payment solutions. The investment, though significant, lays the foundation for long-term success in the competitive fintech industry.

[disolutions-world]

Transforming Businesses with DI Solutions: Innovative IT Expertise

Transform your business with DI Solutions

In the ever-evolving digital landscape, businesses must harness cutting-edge technology to remain competitive. At DI Solutions, we specialize in driving business transformation through advanced IT solutions and expert services. Our dedication to innovation and excellence has empowered numerous clients to achieve their goals and excel in their industries.

Innovative IT Solutions DI Solutions excels in providing tailored IT solutions that meet each client's unique needs. Our services include custom software development, mobile app creation, web development, and UI/UX design. By leveraging the latest technologies, we deliver state-of-the-art solutions that enhance growth and efficiency.

Expert Team of Professionals Our team consists of highly skilled professionals—creative designers, experienced developers, and strategic problem-solvers. We emphasize continuous learning to stay at the forefront of industry trends and technological advancements, ensuring that our clients receive the most effective and innovative solutions.

Global Reach and Impact

With over a decade of experience, DI Solutions has made a significant impact globally, partnering with more than 120 clients across North America, Europe, Asia, and Australia. Our extensive global presence demonstrates our capability to provide exceptional IT services that address diverse business needs.

Client-Centric Approach

At DI Solutions, clients are central to our mission. We take the time to understand their business objectives, challenges, and requirements, enabling us to deliver customized solutions that surpass expectations. Our client-centric approach ensures we provide not just what is needed but what drives success and growth.

Comprehensive IT Services

Our service offerings include:

Custom Software Development: Tailored software solutions for optimal efficiency and performance.

Mobile App Development: Innovative mobile applications for Android and iOS platforms.

Web Development: Expert web development to create responsive and user-friendly websites.

UI/UX Design: Engaging user interfaces that enhance the overall user experience.

Quality Assurance: Rigorous testing to ensure the highest quality standards.

DevOps Services: Streamlined operations through integrated cultural philosophies, practices, and tools.

Join Hands with DI Solutions

Partner with DI Solutions to harness the power of innovative IT expertise. Whether you’re a startup aiming to establish a presence or an established business seeking new heights, we have the solutions and expertise to propel you forward.

For more information, visit our website or contact us directly. Let’s embark on a journey of transformation and growth together.

Transform your business with DI Solutions – where innovation meets excellence.

Contact Us Website: https://disolutions.net/ Email: solutions@disolutions.net , Call: 91-9904566590 ,  B-301, 307, 406 Apex Commercial Center, Varachha Road, Nr. Yash Plaza, Surat, Gujarat,India-395006.

#disolutions #DI Solutions #Hire Angular.js Developers #Hire React.js Developers #Hire Vue.js Developers #Hire UI/UX Developers #Hire .NET Developers #Hire Node.js Developers #Hire Laravel/PHP Developers #Hire Android Developers #Hire IOS Developers #Hire Ionic Developers #Hire React Native Developers #Hire Full Stack Developers #Hire MERN Stack Developers #Hire MEAN Stack Developers #Mobile App Development #Web Development #UI/UX Design #Quality Assurance #DevOps Services

[hansdominguez]

7 Reasons Why Professionals    Should Choose a No-Code Mobile App Builder

In today's fast-paced digital landscape, professionals across various industries are increasingly turning to no-code mobile app builders as their go-to solution for app development. These platforms empower users with limited or no programming experience to create robust mobile applications swiftly and efficiently. Discover the best no-code mobile app builder! Learn why professionals are choosing this innovative tool for seamless app development. This article explores the key reasons why professionals should consider adopting no-code app builders for their next mobile app project.

Accessibility and Ease of Use

No-code mobile app builders democratize app development by eliminating the need for extensive coding knowledge. They offer intuitive drag-and-drop interfaces and pre-built templates that allow professionals from diverse backgrounds to create fully functional apps with minimal learning curve.

Rapid Prototyping and Time Efficiency

Professionals often face tight deadlines and the need for quick iterations. No-code app builders enable rapid prototyping, allowing users to visualize and test app ideas swiftly. This agility in development accelerates time-to-market, giving professionals a competitive edge in their respective industries.

Cost-Effectiveness and Budget Control

Traditional app development can be prohibitively expensive, requiring hiring developers and investing in infrastructure. No-code platforms significantly reduce costs by eliminating the need for a dedicated development team. Professionals can allocate resources more efficiently, focusing on app functionality and user experience rather than backend complexities.

Flexibility and Customization Options

Despite being no-code, modern app builders offer extensive customization capabilities. Professionals can tailor apps to specific business needs, incorporating unique branding elements and functionalities. Advanced features such as API integrations and data analytics ensure that apps remain robust and scalable as business requirements evolve.

Empowerment of Non-Technical Teams

No-code app builders empower professionals across departments, not just IT specialists. Marketing teams can create promotional apps, sales teams can develop customer engagement tools, and HR departments can streamline internal processes—all without relying on technical resources. This democratization of app development fosters innovation and collaboration within organizations.

Seamless Integration with Existing Systems

Integrating new apps with existing IT infrastructure can be a daunting task. No-code platforms simplify this process through plug-and-play functionalities and seamless integrations with popular business software and cloud services. Professionals can leverage existing data and workflows, ensuring compatibility and continuity across platforms.

Scalability and Future-Proofing

As businesses grow, so do their app requirements. No-code app builders offer scalability without the overhead of rewriting code or rebuilding applications from scratch. Professionals can easily update and expand app functionalities as their user base expands or new business opportunities arise, future-proofing their digital investments.

Conclusion

The adoption of no-code mobile app builders represents a paradigm shift in how professionals approach app development. These platforms empower individuals and organizations to innovate rapidly, reduce costs, and maintain flexibility in an increasingly digital world. By leveraging the accessibility, speed, and cost-effectiveness of no-code solutions, professionals can drive business growth, enhance productivity, and stay ahead of the competition. Discover the best no-code Shopify mobile app builder for professionals! Explore 7 compelling reasons why you should choose this hassle-free solution to create powerful mobile apps. Start building today! Whether you're a startup entrepreneur, a small business owner, or a corporate executive, embracing no-code app development can unlock new opportunities and propel your digital initiatives to new heights.