Career
FAQ
Answers to frequently asked questions
General
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We like to work with our customers in an agile framework to build the right software and to get faster feedback loops but for some projects we’ll also pick methods, principles and values from non agile frameworks. Each team is responsible for building their own development process.
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Trustbit does not define a tech stack; the teams do — together with the customers. We love to use C#, F#, Java, Kotlin, Python, Node.js, Vue.js, React in our projects. We believe that the tech stack should adapt to a project and not the other way around! It should fit the problem, be motivating for the team solving the problem to work on, and should be composed of both well-known parts and of experiments to keep on learning.
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The (minimum) salary range for each role is shared upfront in each job posting. For the salary, we don’t use a formula but base our offer on the Austrian market rates and the Austrian “Kollektivvertrag” (a collective agreement defined by labor unions).
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All code is owned by the team. We’re open to pairing, mob programming and anything that helps the team solve a problem, write better code and learn from each other. We like and foster the idea of empowered teams!
Company structure
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Similar to our tech stack, our team structure is always a little different depending on project requirements and customer needs. But regardless of the team constellation — each team member is entrusted with responsibility and given the opportunity to actively contribute to the project and weigh in on team-wide decisions. One example of how we do this is our usage of team agreements, which can vary from team to team as they adapt to the different needs of each group
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Trustbit doesn’t have traditional hierarchy with “department heads”. Instead, we have company-wide defined areas of responsibility; these cover various areas such as marketing or consulting and function as independent working groups. These working groups are self-driven and every employee is welcome to get involved.
Working hours
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We believe in efficiency and think you can do a better job when you don’t work ridiculously long hours (and have time for other things outside of work, such as family, hobbies and rest). Of course, there may still be longer working days from time to time. However, you will never be expected to regularly work overtime or even weekends. We place great value on communicating realistic expectations to customers — this way, we can provide teams with the (time) resources they need in order to do good work.
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No. Holidays are to recharge and do things other than work. We encourage our employees to take the time off they need when they’re on vacation and to unplug from work-related things.
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We do. Many of our employees are parents, caregivers or have other commitments (like university) and so we want to embrace the flexibility that remote work gives us in our day to day (as far as reasonably possible). We however expect you to be transparent about the way you work, so that your team knows when it can usually reach you and collaborate with you. Keeping your calendar up-to-date and proactively communicating absences to your team are two ways to do that.
Remote work
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We are a remote-first company with people living all over Europe. We do have offices in Austria (in Vienna, Maria Anzbach and Klagenfurt) but none of the employees are expected to work from there if they would rather work from elsewhere! So our offices are an offer that you can take advantage of if you want, but you’ll never have to.
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No. This said, we have found that with a good part of the company located in continental Europe, we do our best work (and have the best work-life balance) when we can at least overlap some of the time during the workday in and across teams; in practice, this means a maximum of 4 timezones ahead or behind CET/CEST.
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Outside of official work meetings, we try out different types of remote communication to be proactive about promoting team spirit: For example, we’ve got asynchronous channels for non-work content, where we post everything from pet photos to our favourite recipes or share some of our hobbies. This has sometimes led to setting up brief breakout session-type calls to discuss topics such as the books we are currently reading. Additionally, our employees can participate in a program that pairs them with coworkers for regular coffee chats, a group started self-directed, bi-monthly “fireside chats“ to talk about tech industry news and tools, and every quarter we create a collaborative playlist every quarter to broaden our musical horizons.
You decide for yourself to what extent you want to get involved in social interactions on different channels. We respect that some people prefer to work for themselves, while others prefer more social interaction. How you organize your working day is entirely up to you - the most important thing is that you feel comfortable doing it.
Company Perks & Benefits
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Many of our employees love learning new things and one of our goals is to give everyone at Trustbit the chance to do so. That’s why we dedicate 10% of our work hours to learning new things — be it through an online course, reading, or working on a side project. We are also encouraged to share our new skills and findings with coworkers in the form of (internal and external) blog posts. We call this “Learning and Sharing”. We also love attending events, conferences, and doing informal “Learn & Share sessions”. Last but not least: We regularly run an innovation incubator — where we work on new ideas — and an Open Space — a company-wide unconference where we come together (remotely) for a day of sessions, workshops, and fun.
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In short: Whatever you need! We want you to be able to do your best work and feel supported in doing so; the company will cover basics (laptop, keyboard/mouse, monitor) and any other things you really need to get work done.
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There is no set budget for conferences and courses, but we will cover what you need, including travel expenses when travelling to a conference you wish to attend.
Application and onboarding
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Our application and interview process typically consists of three steps: A “getting to know” interview (where we present Trustbit to the candidate and have a brief conversation about the candidate's background, interests and expectations), a "technical" interview (a discussion with open-ended questions to see how a candidate approaches learning, skill development, problem solving, etc.) and a team interview (with the team the candidate might be a part of, where we give an introduction to the project).
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It depends: For newcomers to software development, we might give a few exercises or "pen-and-paper" programming tasks. In all other cases, we don't do that. We see the technical interview as a way to find out how you learn and if you like to learn (this is hard and perhaps not possible), and not a way to trick you into making mistakes. The most important information we try to assess in the application process isn’t only about your current skills, but rather your potential.
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Before you start at Trustbit, you will be assigned a "Getting Started Peer" who will introduce you to tools and processes and be your go-to person for general questions you may have; as reference, you will be able to use our “Employee toolkit” where we collect all relevant information for our employees. During your onboarding, you'll get to know people from different teams to get an overview of the most important projects at Trustbit. After your first two weeks, you will be invited to an informal “onboarding review” call/meeting with a person from HR where you can discuss what worked for you, what didn’t, and if there are any unmet expectations. We take your feedback seriously and strive to make the onboarding process as easy and enjoyable as possible.
