• Provide a "living" local development experience (LDE) - we regularly listen to engineers' feedback to understand their needs and see which areas of our LDE can be optimised and act accordingly, trialling revisions on a smaller scale before globally rolling it out to other services.
• Achieve transparency through communication and regular feedback - we push for innovative ways to ensure we maximise collaboration and communication.
• Giving engineers the "keys" to their services/ infrastructure -simply put, we believe engineers must feel empowered to deliver their desired service.
• We must continually push solutions to allow engineers to hit the floor running as soon as possible.
• Continually increase the value offered - By reducing cognitive load and technical debt while continuing to introduce and share standards and best practices, we can ensure that the value we deliver to our engineers will have a significant impact across various areas and services. This will allow for consistent familiarity for all engineers, regardless of their domain or tenure at our company.
• Give engineers autonomy - We ensure that the solutions we implement are autonomy-first and allow engineers to be accountable for how they use/leverage said solution.
• Reduce silos where possible; knowledge should be documented and shared. As we believe you should be free to explore the technology and tools used, we are also responsible for educating our colleagues accordingly

Tech Stack

• Docker in production and local development
• Taskfile automation tool of choice
• AWS EKS
• Kafka for our asynchronous message queues
• Elixir for our new backend services
• Next JS/Typescript for our new frontend services
• Ruby, Nest JS for some legacy services
• RDS Postgre SQL for persistent data storage
• Git Hub Action as CI tool of choice
• Jenkins & Argo Workflow for legacy pipelines
• Redis for key/value store
• Terraform for resource management

What you'll do

• Automation - Seek out processes that can be improved with automation and have internal Developer Experience as the main driver.
• Autonomy - Effectively scope and lead projects autonomously.
• Development Experience - Extend our local development experience offerings for engineers
• Incident Management - Handle incidents with staging environments as if they were production
• Knowledge Sharing - Enrich knowledge across the department by creating Documentation, SOPs, Runbooks and fascinating knowledge-sharing sessions
• Monitoring & Observability - Extend Monitoring & Observability capabilities. Simplifying the process for engineers to access this data
• Collaboration - Collaborate and enable engineers to do their jobs more efficiently
• Engineering Efficiency - Developing tools to maximise engineering efficiency, such as automating the rollback of deployed applications.
• Git Ops - Be an advocate of the Git Ops methodology.
• Developer Experience Metrics - Assist with defining metrics that we can utilise to assess our internal Developer Experience

We'd love to hear from you if you

• Software Development - Have experience in software development
• Microservices - Have experience working with microservices and distributed systems at scale
• Cross-Team Projects - Have experience with working on cross-team projects
• AWS - Have AWS experience, we use EKS, RDS, S3, Cloudfront and MSK excessively
• SLIs/SLOs/SLAs - Have an understanding of SLIs, SLOs & SLAs
• Networking & Linux - Knowledge of platform and ops concepts such as networking and Linux administration
• CI Tools - Experience with CI tools: we use Git Hub Action, Argo Workflows and Jenkins
• Monitoring Tools - Experience with monitoring tools: we use Datadog, Grafana, ELK, Sentry and Ops Genie.

Interview Process

• Screen Stage - Video call with a member from the Talent Team (45-60m)
• 1st Stage - Video call/In-person interview with Hiring Manager (60m)
• 2nd Stage (Technical) - Video call/In-person interview with the Hiring Team (up to 2.5h)
• Final Stage - Video call meet with CTO - 60 minutes