SuttaCentral approached STX Next for support with a website collecting early Buddhist texts and their translations. They wanted their product to be easy to access, simple to use, and available to all.
To that end, we helped the client build a Progressive Web App to provide them with offline functionality and a mobile component.
As a Product Owner, working with SuttaCentral has been an absolute highlight of my professional career. This is a story of the deciding factors that made our cooperation a glowing success.
Concluding our series of articles on hiring software developers, this week we’ll be tackling an often overlooked quality that may be a make-it-or-break-it factor in your decision to hire a candidate or turn them down.
The factor in question are soft skills.
If 13 years of recruiting developers has taught us anything, it’s that when push comes to shove, soft skills matter even more than hard skills.
Interested to know why, in our experience, that is the case? Read on.
At the end of the day, the success or failure of your recruitment process depends on the people doing the recruiting.
Which is why we have devoted the third chapter of our series on hiring developers to the people directly responsible for the tricky challenge of recruiting software engineers for your company.
Here are 5 qualities your recruiters should possess in order to do a good job of adding new members to your software development teams.
Continuing with the subject of hiring software developers, this week we’ll discuss the very backbone of hiring: the recruitment process itself.
We suggest a recruitment process made up of 6 stages. Along with the descriptions of the stages, we have included subsections devoted to the most common mistakes made at each stage that may result in failing at them altogether.
This strategy is a result of our 13 years of experience recruiting developers. We hope it’ll serve you as well as it has and continues to serve STX Next.
Adding new developers who can bring real value to your software engineering teams can be quite an ordeal.
Recruitment is difficult, it is challenging, and a whole lot of things can go very wrong, very easily. No one knows this better than we do.
That is why we have decided to write about hiring software developers: we know how to do it well and we understand that a sound recruitment process is absolutely essential for your company’s well-being. And it’s in your best interest to understand this, as well.
We all want our companies to be something... more.
Beyond mere machines to churn out profit, we want to grow into organizations that represent something: a change in the world that we want to make reality.
We want the people who work with us to feel an unmistakable vibe, a character that is uniquely ours. This applies to co-workers and clients alike.
The road to building such an organization is long and full of surprises. But one step you can’t skip is spending some time to think about your core company values.
Over the last 13 years, STX Next has always been characterized by continuous growth, improvement, and exploration. Our decision to implement new technologies in 2018 is a direct result of that philosophy.
We have taken an active interest in Artificial Intelligence, Machine Learning, Internet of Things, Golang, Blockchain, and React Native. At the same time, we remain faithful to Python.
To continue creating exciting growth opportunities for STX Nexters, we are also putting together events such as the Tech Power Summit—our company’s annual international conference.
And the best part? We’re just getting started.
Being a software developer is all about constantly honing your skills. But how do you find the time to grow professionally, living in a world where there’s hardly any time to waste?
It’s simple: you learn on the run.
Whether it’s commuting, working out, or taking a walk, just grab a phone and a pair of earphones and you’re good to go.
Well, not quite. You’ll also need some killer listening material.
Here is a list of podcasts and audiobooks to help you become a better developer—if you only listen.
We get a lot of emails from CTOs, many of whom write to us with concerns about outsourcing software development.
One particular problem has stood out in our recent correspondence: moving development back in-house after concluding your outsourcing business.
Handing your software project over to you should be seamless. Scaling down or ending cooperation with an external software house is perfectly natural.
Here are some of the practices we recommend for an optimal knowledge transfer and a smooth handover process.
Speed is essential in business; you need to move, ship, and validate your product as quickly as possible. The same principle applies to Minimum Viable Products.
Some time ago, a client approached us with a clear, but demanding idea for a fintech platform. The greatest challenge there was the set deadline of 5 weeks.
It wasn’t easy, but my team and I persisted and delivered the MVP on schedule and within the planned scope.
Want to know how we did it? Here are my 5 tips for building a successful MVP in 5 weeks.