This role is based out of Reddit's office located in San Francisco.
We will only consider candidates currently located in San Francisco, or currently within close commuting distance to the SF office.
The role requires in-office work 4 days per week.
I also saw another oddity but failed to note it. There was a job where the total comp number was lower than the base pay number. Might be good to add a hard rule that prevents displaying that and flags it internally for your review.
EDIT: it was this one: https://block.xyz/careers/jobs/4647628008?ref=remoteswe.fyi&...
Context: Was a senior SWE in SF for Airbnb until 2020. Now I'm seeing Principle engineer positions with lower base salary than I had 5 years ago.
Working in San Francisco, in-person/hybrid, at a company that ranks among the top of the industry is always going to pay higher than remote jobs hiring anywhere.
Part of the goal of remote hiring is to expand the candidate pool, which reduces the need to hire at exorbitant salaries in small, highly competitive markets.
People complain about remote workers getting different pay, but at the end of the day it means higher compensation for people outside of those few select cities.
Cost of living adjusted though, they may be higher.
More and more US companies are expanding globally to places like India, Canada and Europe, so there will be more opportunities oversea.
I have sent your aggregator to one SWE friend who has recently gotten a job and always seeks remote work. He said he feels underqualified for all the job postings. So if you can include jobs that don't have such daunting expectations then you can mint a lot of money in India
In the US, some companies (e.g. Pinterest, Dropbox) offer apprentice programs for folks looking to break into tech from non-tech background, not sure if there are equivalents in India. While I can't speak to the situation in India, in the US at least, for folks don't have much SWE job experience, they can also gain experiences via side projects or unpaid internship in smaller company and use it as a stepping stone to build their resume and increase their odds on landing a paid role.
The animation stops because it gets blocked and appears to be locked up due to an issue with the table taking too long to render and another bug causing the table to re-render again.
Aside from the lag, I was hoping folks might appreciate the artistic of the animations where companies are resolving around a remote coding home :)
You can render tens of thousands of rows at once without lag, something is wrong.
Below are more details--- Issue 1. Table with a link overlay in every cell I initially used an off shelf table component to move fast and didn't take a closer look at the implementation. It turned out this component renders a link overlay in every cell to allow user to click table row to be taken to the job link. So 400 jobs with 6 rows end up rendering 2400 link overlays.
The reason it attaches a link overlay to a cell instead of a row is due to a well known bug with Safari, where you can't use `position: relative` in table row `tr` https://bugs.webkit.org/show_bug.cgi?id=240961. Attaching it to each cell works for small number of rows but causes performance issues with large number of rows.
I fixed it by rolling out my own table with css grid instead. It is not as semantic as it no longer uses table, thead, th, tr, td, but thanks to Safari, it is a tradeoff I am okay with.
Bug 2. Unnecessary re-render on Zustand store rehydrate I used Zustand store to filters preference and save it to browser's local storage. On page load, it fetches from local storage to update the state or store rehydrate . I didn't use shallow comparison initially and caused the table to render even if the prev and new state is an empty array due to comparison by reference. Using shallow comparison minimize an uncessary render.
Kudos to you, I’m sure my 2012 mbp will handle it fine though :-)
I shared the root cause in a sibling comment and am forwarding it here: Below are more details---
Issue 1. Table with a link overlay in every cell I initially used an off shelf table component to move fast and didn't take a closer look at the implementation. It turned out this component renders a link overlay in every cell to allow user to click table row to be taken to the job link. So 400 jobs with 6 rows end up rendering 2400 link overlays.
The reason it attaches a link overlay to a cell instead of a row is due to a well known bug with Safari, where you can't use `position: relative` in table row `tr` https://bugs.webkit.org/show_bug.cgi?id=240961. Attaching it to each cell works for small number of rows but causes performance issues with large number of rows.
I fixed it by rolling out my own table with css grid instead. It is not as semantic as it no longer uses table, thead, th, tr, td, but thanks to Safari, it is a tradeoff I am okay with.
Bug 2. Unnecessary re-render on Zustand store rehydrate I used Zustand store to filters preference and save it to browser's local storage. On page load, it fetches from local storage to update the state or store rehydrate . I didn't use shallow comparison initially and caused the table to render even if the prev and new state is an empty array due to comparison by reference. Using shallow comparison minimize an unnecessary render.
As to the other, I never appreciate animations or scrolling hijinks on a website. It makes it harder to use and slows it down. But,I'm a grouchy old fucker.
The animation stops because it gets blocked due to an issue with the table taking too long to render.
4. Where are the salary data sourced from?
Tech companies typically structure salary, often called total compensation, into 3 parts: base salary, equity, and bonus.
Base salary is pulled directly from each job post, thanks to the U.S. Pay Transparency laws (e.g. California SB-1162 in 2011), which require companies to include salary ranges in job listings to help address wage gaps caused by bias or discrimination.
Total compensation is sourced from levels.fyi, a platform that collects leveling and salary info through crowdsourcing.
Unfortunately, current laws in many states, such as Washington RCW 49.58.110 in 2022, only require companies to provide base salary ranges along with a general description of other forms of compensation. This allows companies to omit equity and bonus details. Hopefully, future legislation will help close this gap.
I don’t know about that. A lot of times companies will already have someone they want but they have to post a job listing for X days before they can fulfill it.
Full time hire process can take a long time and is why contract to hire can get you in the door faster.
I wouldn't assume that it's appropriate to shift people in a layoff to new roles within a company. I remember, when working at Intel, that some people were given opportunity (and preference) to apply to internal roles before being asked to leave.
That being said, not everyone is a good fit to transition to open roles. Other times, a certain amount of headcount turnover is healthy. (I personally felt like a lot of Intel's woes were due to the organization being too insular; and a certain amount of turnover would have helped them.)
Sometimes, companies shift engineers whenever they can before layoffs, and sometimes, they let go folks to rehire or hire back folks that were laid off if rehire proves difficult. I am not sure why companies do this but have seem it happens.
I've never heard of a company doing a layoff in the way you describe, eliminating thousands of roles and immediately moving those people into open roles throughout the company. It assumes the employees are fungible and will be a good fit for any open position and would lead to everyone knowing the layoff is coming well before its announced.
(you can click the Total Comp and Base Salary headers to sort)
Looking forward to seeing the improvements roll in. Great job with the website!
For some of these reasons, it might explain why while there is remote job in US or Canada or Mexico, there is no remote job for North America, the continent for these 3 countries. This might help explain why there isn't a remote job for Europe as it is a continent.
Haven't said this, it seems to be a great advantage for companies who can overcome the challenge and offer remote for Europe if it is an appealing offer.
The same policies that provide strong protections for employees against being terminated can serve as a barrier against those same employees being hired in the first place. Different countries have chosen different points in that regard. Netherlands is stronger than the US for employee protections, but not as strong as Germany. France offers even more protections for employees.
Employers can’t treat EU as a single country, because, well, it’s not. They have to understand the laws and usually incorporate in each country. (None of this is complaining that it ought to be some other way, but rather just observing why you don’t see typical non-giant companies offering “anywhere in EU remote” roles [and agreeing with your analogy to North America].)
Several companies have been taking this approach recently, requiring you to set up a "small one-person business" (replace with whatever it's called in your specific EU country) which is a long and costly bureaucratic process so that you can pay a shit-ton of taxes while getting less net salary than if they would just pay the taxes for you (like any other EU employer). They give you 0.75x the money they themselves would spend to employ you while covering the taxes, tell you to deal with it yourself, and wrap it in cellophane with "hey but you're saving so much on the taxes!". Of course completely ignoring that you, the employee living in your EU country, are the one who actually benefits from them.
At least the german tax office will take notice of such pseudo self-employments and act accordingly. Not a great idea.
It's like when agitators use the comparable GDPs of Bavaria and Mississippi as a KPI indicating Europe's lack of economic prowess. In fact, it's just a scathing indictment of wealth inequality in Mississippi where life expectancy is 10 years less and infant mortality 400% higher than in Bavara, despite their similar GDPs.
This is viewed negatively in general (perhaps rightly), but I think it does provide some balance between the incentives of wealth creation and workers. For example, here in the UK we'll happily regulate entire sectors of the economy out of business every year, but in the US attempts to do this would be met with huge multi-million dollar lobbying campaigns.
Do you have some sort of feed/api that a program can consume?
Would love to import those jobs into this CLI tool I created that helps people find good job matches, and track applications, using AI: https://github.com/nicobrenner/commandjobs
Right now it has scrapers for HN’s Who is hiring, for Workatastartup and Workday
It occurs to me to wonder: is it going to end up being a general rule that SWE jobs that can be done remotely are going to pay less than SWE jobs that require specific geographic location or coming into the office over time? It feels like the naive supply-demand calculation suggests that a company willing to accept remote work has a much broader talent supply to draw from, which would lower labor cost.
Some remote companies such as Atlassian, Affirm, Dropbox have different pay zones to offset the cost of living in various places.
For example, in Atlassian https://www.atlassian.com/company/careers/resources/intervie..., the 3 pay zones are - Zone A: SF - Zone B: Boston, LA, NYC, Sacramento, San Diego, Seattle, Washington D.C. - Zone C: all others Zone B is 90% of Zone A's pay and Zone C is ~82% of Zone A's pay.
Agree that company willing to accept remote work has a broader talent supply and can be an advantage in hiring talents not in the big tech cities. I am not sure if it necessarily lead to lower labor cost due to competitions with other remote companies also hiring in those regions. Competitions would help keep the labor cost up.
Copyright and terms of sites scraped etc
LinkedIn lost a lawsuit about specifically trying to prevent scraping of their job content. This was a big deal at the time as all the major job sites were scraping jobs either because a customer lacked technical capabilities or to add jobs that were not part of the corpus. It’s a routine part of how the industry works in the same way that not many complain about Google scraping the Internet.
Secondly, and actually more importantly, a lot of the industry exchanges jobs using feeds. This is where CPC job distribution generally exists. These can contain “free” jobs which do not get any CPC credit but would let you build something like this site without any scraping infrastructure. You can ask some major job boards for just the free jobs if you wanted that for some reason. Most job specific scraping services like Aspen and Feedonomics will deliver you scraped jobs in the your preferred feed format.
In practice where I’ve worked we just blocked scraping sites when we get a complaint and respected robots.txt. It was rare for someone to complain since we were good sources of traffic wherever I worked. I am not a lawyer but my understanding is that as long as you’re not otherwise breaking the law by respecting legitimate takedown notices then scraping is fair use.
I have also read the LinkedIn vs. hiQ Labs lawsuit. The ruling is significant because the court finds that scraping public data did not violate the CFAA, though it violated LinkedIn's tos. LinkedIn ultimately wins at the end because hiQ was bankrupted. One of my take away is to scrape responsibly by rate limiting the requests and not overloading the server, etc
I don't know why a company might not want to partake in this, but would be happy to take it down upon their request if they like to make it more difficult for candidates to stump upon their openings.
There are probably thousands of people applying and it’s like a lottery ticket whether you will stand out enough for your resume to even be seen unless they are looking for a specialized skillset. No full stack or front end development is not specialized.
A key goal of the job board is to allow candidates to see which companies are hiring and which positions are open. This is the most important thing to start with.
What strategy a person use to apply would vary. An experience individual would reach out to their contacts who work in those companies for a referral or find ways to reach out the hiring recruiter or manager to increase their odds of success/interview for reasons you said due to high competitions and candidate pools. On the other hand, for companies actively hiring and with many openings, e.g. Coinbase at the moment, a simple cold apply works just fine to get you to the door of interview.
With hundreds if not thousands (not exaggerating) of candidates?
Of course, as you said, it is more effective if you have connections or have gotten cold outreach by recruiters. But my point is that cold applying still works and quite some folks land their jobs this way.
The best way to secure remote work is to first develop an in person relationship.
remotedev would be a better name
> SWE (Software Engineer) vs. Dev (Developer)
> SWE: Typically more formal; often implies engineering discipline like system design, scalability, testing. Broader + deeper in scope
> Dev: Informal short form of “developer”; can refer to any kind of coder. More general or casual.
> "Software Engineer (SWE)" → Signals higher-quality, well-compensated roles, especially to experienced professionals. Many top-paying U.S. companies prefer this title.
One challenge is that WLB is more team specific than company specific as it can vary from team to team.
- Building job boards
- Building static site generators
- Building todo list apps
- Building "personal knowledge base" type apps
I'm seeing even more of this effect lately among young vibe coders. Not saying it's a bad thing, I'm saying:
It's reached the point where it's easier to build your own app than search/decide/choose an existing one.
Love the list btw. What is an example of "personal knowledge base" type app? Like Notion?
At least for a job board, it feels like it is useful, and also ultimately not that complex a piece of software. Which is nice for doing some light coding as opposed to things I usually deal with at work.
What type of job board are you building btw? Does it focus on a niche?
Also the table lags on my iPhone 15 when you select All.
What stack are you using, OP?
The site is built with Next.js, Typescript, React, tailwindcss, and deployed to Vercel. The cron job is a vercel function, which I believe is just a nice wrapper on aws lambda.
I find it weird that these companies don't have more offices in Europe, given they can easily out-compete any local companies on salary.
The most important point is that your compensation is far more sensitive to getting onto the next curve up than it is tied to your experience or your work at your current company.
This is why so many people say "Grind Leetcode, get into FAANG" as the goal in software engineering, because (at least until recently) being in FAANG even as a junior SWE pretty much guaranteed you were in the second or third curve, and once you were accepted into that curve you would generally find jobs in that same curve. With the way the software engineering job market has changed, I'm not sure that's true any more, but as recently as 2023 it was the rule of thumb.
https://www.bls.gov/ooh/computer-and-information-technology/...
A lot of people are making 80k in some small city. Lots are making 300k in NYC.
Someone will always do better, some worse
Going between the curves isn’t tied to experience at all, but within the curves it moderately is. You should learn the field you are in if you want different results.
“Get paid, not played“
I have a related question and answer in the FAQ page and am attaching it here:
---
3. What does “best paying” mean?
Different types of company pay software engineer at different bands. The best paying companies are usually tech companies, where tech is the core competency of the business and software engineers are first class citizens who play a key role in building the core products, e.g. FAANG, Dropbox, Pinterest, etc. These companies pay top of market to attract top talents and build high quality software.
This differs from non-tech companies whose core competencies aren’t necessary tech but other areas. For example, a newspaper company like NY Times values editorial content over software, and an information provider like WebMD values medical expertise more.
Tech companies pay 2-3x more than non-tech companies for similar roles, and they are the focus of the RemoteSWE.fyi listing.
To learn more about compensation differences across the industry, Gergely Orosz’s Trimodal Nature of Tech Compensation is a great resource.
> have more offices in Europe
This has been hashed a million times:
1. Time zones 2. Lack of candidates building FAANG scale systems 3. Employment laws are hostile to employers
That being said, I have seen a lot of recruitment in Poland lately. It may not be glamorous though as people in Poland are expected to work with some amount of overlap with US time zones, so you are going to have to be working until 9pm most days.
European countries that reduce some exposure to the Eurozone and have values more similar to American ones, attract American companies