Companies hiring
A directory of companies with active IT listings. Sort by open roles and use filters to narrow down quickly.
How to compare companies (without wasting time)
Start with the role and salary clarity. If the listing doesn’t specify gross vs net, the period, and a contract type, ask before investing time in a multi-step interview.
Use the tech stack as a proxy for what you’ll actually work on, but treat it as a “signal”, not a promise. If the role mentions a wide stack, ask which parts are core vs occasional.
When two offers look similar, compare the total package: base pay, bonuses, benefits, learning budget, and how performance is evaluated. Clarity here reduces surprises after you join.
If you care about growth, ask about code review practices, release cadence, on-call, and how work is prioritized. These details predict day-to-day experience better than buzzwords.
Look for the hiring “shape” of the company. A company posting many roles across multiple stacks might be scaling, but it can also indicate churn or a large delivery pipeline. Use the company profile and recent listings to understand where the team is investing.
Prefer job listings that are specific about scope: what you will own, what success looks like in the first months, and how the team measures quality. Vague listings often hide mismatched expectations.
If compensation is not disclosed, you can still estimate by comparing similar roles with published ranges. Use city + seniority + stack as a baseline, then confirm early in the process.
For hybrid and office roles, include commute time and costs in your decision. A slightly higher salary can be outweighed by weekly travel and less flexibility.
Company profiles can be incomplete at first. If you don’t see a description or benefits, use the listing itself and the company website as the primary source, then validate details with the recruiter.
A good rule: optimize for clarity. The best processes are transparent about responsibilities, expectations, and constraints. That usually correlates with a smoother interview and onboarding experience.
If you want to scan the market quickly, start with companies that have the most active roles and prioritize listings with published salary ranges. It helps you calibrate expectations before you invest time.
Questions worth asking (copy/paste)
- What is the salary range and is it gross or net? What’s the pay period?
- What is the contract type (CIM, PFA, SRL) and what changes between them?
- What is the work setup (remote/hybrid/office) and how often is office presence required?
- What is the core stack for the first 90 days? What is “nice to have” only?
- How does the team ship (CI/CD, review process, QA, release cadence)?
- Is there on-call? If yes, how often and how is it compensated?
- Who will you work with day-to-day (team size, roles, manager vs IC ratio)?
- How are tasks defined (product roadmap vs client work vs ad‑hoc requests)?
- What does the interview process look like and what will be evaluated?
- What are the non-negotiables (office days, overlap hours, travel, on-call)?
- What growth paths exist (promotion criteria, mentorship, learning budget)?
- What happens if priorities change (scope changes, deadlines, quality gates)?
- Who owns architecture decisions and how are technical decisions documented?
- What does a “good first month” look like and what support do you get?
Next, explore roles and salary insights to set expectations before negotiating.
