TeamPilot.io

Come and join team TeamPilot, Adam Horner and Jakob Ramlöw for an After Work the 28th of August. Welcome!

🏝️ 6 remote positions for contractors coming in! — Fullstack (.NET/Angular/React/Azure) — Swedish is not a requirement — Swedish company (SaaS) — Long-term and... ...remote-first! Interviews will be held in the summer. I will soon have all the details about the assignment, but you'll have to have some patience. Ping the 🔔 here on my profile to not miss my next post about this. You can also comment or send a dm to let me know you're interested. This amazing opportunity is brought to you by my good friends at TeamPilot.io. Who's up for this? (Only open for freelancers, so no agencies.) 🕺🏻

🙋🏻♀️ I asked my network this question: "As a senior developer what are you willing to accept to get a remote-first job?" 81 people voted. — 17% would take a lower salary — 43% would accept less cool role/tech/company — 40% would take both of the above 😮 My poll is flawed as I didn't include an option like "I would not accept any of that" or "I'm not looking for a remote job". Still, I think the result speaks for itself. Hiring experienced engineers doesn't have to be that hard. You just need to offer them what they are looking for. This doesn't mean that: — They are antisocial — Everyone has to be remote — They don't come to the office every now and then — They don't want to contribute in a meaningful way (It also doesn't mean companies should offer lower salaries and so on to remote workers.) But it could mean that: — They want to code without interruption — Commuting is not what they're dreaming of — They value time with family and interests outside of work So here we have 81 senior candidates who say they would consider taking a new job NOW. I actually happen to have a new customer who are hiring remote-first. So in just a couple of days, I've been able to schedule interviews with three senior and qualified candidates. Who would have thought? 🕺🏻

Great advice from our friend Adam Horner

Becoming the CTO I am today was no walk in the park. Ever wondered how to evolve from a hands-on developer CTO to a strategic leader at the helm of a dynamic tech startup? My journey through the CTO landscape spanned four critical stages, with key roles at Satago, Adfenix / Realforce, and as a fractional CTO working with many awesome startups. A hat tip to Daniel Jarjoura for crafting “The Startup CTO Growth Cycle” - a blueprint that mirrors my own path (original post linked in the comments). 👨💻 The Maker CTO My adventure kicked off at Satago, coding shoulder to shoulder with the founding developer, breathing life into our vision and refining it with every bit of customer feedback. 🛠 The Expert CTO Growth meant evolution; from coding to leading, designing the architecture, delegating tasks, and assembling a dream team. It was all about empowering others and getting out of their way. 📈 The Manager CTO Stepping into management, my focus turned to strategy and leading the team, navigating our FinTech pivot and linking tech brilliance with business strategy. 🏢 The Executive CTO Going beyond series-A at Adfenix / Realforce, I embraced the executive mindset. The C-suite became my primary team. Strategy, leadership, and living our engineering ethos became my north stars. Take-aways: 🔹 Never stop learning Navigating through these phases meant embracing change, acquiring new skills, and overcoming hurdles - each roadblock I conquered was a step forward. 🔹 Change as an ally Fully immersing myself in each phase was crucial, even when letting go felt impossible. Clinging to the past only slowed me down. “What got me here is not what will get me there” 🔹 A coach can be a catalyst I wish I’d known sooner about CTO coaches – I could have dodged a few bullets. They’re the secret sauce for exponential growth. 🔹 Craft your own CTO playbook My fractional CTO work has shed light on the entire evolution, helping me identify stages and strategise effectively. P.S. If you liked this post, ♻️ reshare & 🔔 follow me, Adam Horner, for more tips on life as a CTO.

🤓 It's not hard to hire a senior developer You're just not offering them what they want. I posted a survey in a Slack group with devs, asking this question: "Would you as a senior developer be open to change jobs NOW if you can work 100% remotely?" (Btw, many of them are social and will come to the office more often. They just want true flexibility and quality of life. And to be fair, they want to do what they love, which is coding, with the minimum amount of interruptions.) Although the dataset is small, the results are interesting. 💸 38 % are willing to take a lower salary if they can work remotely ❓ 17 % would join a company that has some financial uncertainty if they can work remotely 😑 41 % would take a job with a less exciting role, product and techstack if they can work remotely This is an incredible opportunity to hire some seriously great engineers. Especially if you: — Can't pay the highest salaries — Don't build spaceships or AI agents — Are located in a small town or rural area Are there tradeoffs and challenges with (some) remote team members? Of course. But I just can't understand why more companies are not willing to take some risk here. You might regret this when the market turns upwards again. 🕺🏻

On the way to Vitalis with Ulf Österstad 😎Looking forward to an exiting day with the rest of MedTech Sweden. #vitalis2024

Share and tag your favorite extroverts! If don’t have such friends, join us! We will take care of you! Warm hugs, teampilot.io

Carl in action 😎🔥

2 weeks ago I attended Breakit #AIDay24. Yesterday I was at AI AW at Jönköping Science Park. My conclusion: The topic of AI attracts a lot of curious and open minded people. We are all there for different reasons and we have exciting discussions about the future. Many thanks to Arboair & Markus Drugge and his team for an excellent presentation about their journey! Perfect example of AI in real life. It’s especially interesting for me as a forest owner and a nature geek to see! 🫎🌲