Thanks so much for noting this! This is a big miss with the current filtering logic. I will get it fix next. This is my fault as I notice most positions in reddit are remote so I falsely assume that it is a remote company. They are hybrid it seems.
I'm sure with a few more iterations you'll get most of the bugs out.
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.
Anecdotally, I found a new job this year, and my last one was in 2021. Salaries are across the board lower and more competitive. Seeing remote jobs offering Seniors $120-150k is pretty normal now, where I think in 2021 you would have seen $150k as a bottom. Some of the remote Series B and Big Tech places pay better though.
> Context: Was a senior SWE in SF for Airbnb until 2020.
Working in San Francisco, in-person/hybrid, at a company that ranks among the top of the industry is always going to pay higher than remote jobs hiring anywhere.
Part of the goal of remote hiring is to expand the candidate pool, which reduces the need to hire at exorbitant salaries in small, highly competitive markets.
People complain about remote workers getting different pay, but at the end of the day it means higher compensation for people outside of those few select cities.
Did you join Airbnb before its IPO perhaps? I suppose pre-IPO companies usually offer higher base since their equities can't be liquidated until post-IPO.
Please make one for North Koreans who will be posting thousands of fake resumes to these jobs. Ultimately the chance of a legitimate candidate getting through are less than the chance of winning the lottery.
There is a difference between applications and hired. Certainly a number larger than 0 do get hired, which in itself is a problem, but the bigger issue is that they are clogging the recruitment pipeline and preventing legitimate candidates from getting an interview. They are also wasting HR time. Ultimately this leads to HR prioritizing direct outreach, referrals and other application methods that are less open to scammers. It’s a lose-lose for everyone except North Korea and the few enablers they have on the ground in the US.
Can you please make one for India or any place where Indians or other third world countries with large populations can find work too. I'm sure you can serve up this as a premium service in India with some 40 companies and ppl will be happy to pay you an yearly subscription of 1000 rupees (slightly more than 10$) for 50 searches
Thanks for your suggestion! I haven't looked into non-US countries yet, but that is a helpful pointer given India is the most populous country in the world now. I will keep this in mind. Are you based in India? How is the remote landscape there?
Yes I am an Indian and based in India. Everyone loves remote work here though ppl go to offices also but we are extremely family oriented ppl and tied to our ancestral properties. So remote is awesome.
I have even more suggestions that for 2 months you can offer your services as an introductory offer at 1000 rupees and then after two months when enough ppl have joined you can switch it up to 20k rupees especially for the 0-2 years experience bracket because lots of computer science students looking for placements. Just please include more n more companies for that bracket.
Thanks, this is very helpful context. Totally agree that remote is awesome for folks who like to spend more time with family. Are there any other job sites or tools that you have used for job search or you mainly have to look at each company's career page?
More and more US companies are expanding globally to places like India, Canada and Europe, so there will be more opportunities oversea.
I have personally used LinkedIn and naukri.com but linked serves too much job spam. I'm applying to same companies again n again and no way to remove the job postings i don't like. Linkdin is a job spammer i feel. Naukri.com I haven't used for ages. I like your job aggregator because I can go to each company through your portal and then keep track where all I have applied to.
Just don't become a job spammer. Be you. I'm an online tutor looking to transition to SWE or maybe getting more tutoring roles and I see urbanpro.com which is a student aggregator for tutors offers their services at 10k rupees that's why I feel that 20k rupees anyone can give if you only offer more n more companies willing to pay in rupees and 0-2 years of experience.
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
Thanks for sharing your insights on what you like and don't like about these job boards. Sorry to hear about the frustrations you have to go through. I wish you best of luck and hope you will land your dream position soon.
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.
Sorry again for the lag. I just fixed 2 bugs (table and store hydration) that should massively improve it if you would like to try again. Thanks
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.
Thanks for the feedback. I think the lag might have been mainly due to the page loading and rendering 400+ job rows at once and is not related to the animation, though there might also be some hydration issues with the animation. Agree that the lag isn't good UX, I will look into getting it fixed soon.
Aside from the lag, I was hoping folks might appreciate the artistic of the animations where companies are resolving around a remote coding home :)
Thanks for sharing that you run into the same issue. Agree that something is wrong, perhaps scrolling causes the table to re-render for some reasons. I will look more into it and getting it fix next. There are techniques to optimize performance such as only render visible rows. I haven't spent much time testing it on mobile web and will enhance the mobile web view & experience upcoming.
Thanks again for your note! You are totally right that something is wrong. I took a closer look and fixed 2 issues that should massively improve the performance now if you would like to try again.
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.
Seems correct. I might not use you average-user-device (iPhone SE 2016) but liked your idea and clicked the link. The page freeze for ~15s for the first load but then refresh only takes ~4s. The animation is smooth if I’m not scrolling the list. Scrolling seems hard to handle as the new items takes 2s to appear. Do you use a virtual table [edit: just read you sibling comment saying you don’t, yet] or heavy JS for styling the list? I usually have no problem scrolling long text lists. Another guess would be the logos size but I’m not in my computer to check it out. For context: I know my device is old but it handles fine most sites that don’t have too many ads, js shenanigans or super heavy assets.
Kudos to you, I’m sure my 2012 mbp will handle it fine though :-)
Sorry for the lag. I just fixed 2 bugs (table and store hydration) that should massively improve it if you would like to try again. Thanks.
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.
I've also got poor performance on a pixel 3a, but the freeze was only about 2 seconds.
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.
Cool! I had recently built something similar https://listofremotejobs.com because I was similarly frustrated. Uses gpt-4 to parse locations but still a bit noisy.
Thx, the main site https://jobswithgpt.com is more extensive to search but I need to parse the salary info a bit more to make it searchable. It is way too noisy currently..
This is awesome, thanks. I’m currently employed but this is nice to see what’s out there at a glance. How do you calculate/know the total compensation? Like the base pay matches the info in the Airbnb opportunity but the total compensation is nearly double the base pay range amount, but isn’t quantified in the posting itself.
Thank you for your kind words! I have this question on the faq page and am attaching the answer below:
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.
It feels odd that Europe has taken so long to come up with equivalent pay transparency legislation (due 2026). And of course, it's an EU directive, which means in the UK we won't get it.
What will you do about ghost jobs? For example I see Microsoft has a bunch of generic software engineer roles listed, despite them just doing huge layoffs. If they were actually hiring they could have easily shifted existing workers into those. These aren't highly specialized roles.
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.
This is still a ghost job. A ghost job are jobs advertised that are not intended to be filled. If they are leaving ads up for jobs that are already filled it is a ghost job.
> If they were actually hiring they could have easily shifted existing workers into those.
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.)
This is a great question! I think it is something that the platform can potentially address in the future via community inputs, e.g. people can report they have submitted to this position but never heard back within a week/few weeks. The more a position gets reported, the more indication that it is a ghost job. I am open for ideas here.
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.
"Huge" may be an overstatement. They laid off 6,000 people which is obviously a lot of individuals losing their jobs but only represents 3% of the company. In today's market a 3% layoff is comparatively small.
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.
I was curious about the Coinbase listings, and wanted to be able to sort them, so I copied the data manually and made a simple sortable table here: https://openjam.ai/stupid_coral_852/raox30bmtp/0
(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!
One good news is that US remote companies have been expanding to Europe, which will drive up salaries there over time to attract top talents. Gergely Orosz's Trimodal Nature of Tech Compensation in the US, UK and India has info on top paying companies in UK: https://newsletter.pragmaticengineer.com/p/trimodal
Yeah, but the expansion is usually only in a handful of places like the Dublin, Amsterdam, Warsaw and that's about it. There really isn't a remote for Europe.
I am not too familiar with Europe, but a remote job usually ties to a specific country, likely due to tax or some regulations. Another reason is that different country in the same continent has different cost of living and salary band, etc.
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.
It can be difficult to understand the various countries’ laws and their practical application for employers, requiring country-by-country study.
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].)
Its so sad that companies arn't ok with a simple US llc wrapper. EU people can deal with their own taxes the possible tax savings are well worth the extra paper work for an EU worker so i'm sure they would be willing. But HR compliance people are so risk averse they don't want to see any non standard candidates.
> EU people can deal with their own taxes the possible tax savings are well worth the extra paper work for an EU worker so i'm sure they would be willing.
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.
What are you implying? The structure for contracting or consultancy in Ireland and most of Western Europe is exactly that - setup a one-person LLC or act as a sole-trader
They do to an extent - plenty of 120-150k fully remote or one-day-a-month jobs based out of Dublin, Ireland. Just that our tax rate is 52% over 75k, and our capital gains is 33% after an allowance of €1270, so they tend to trade-off hours and responsibility for pure salary at the most senior levels.
Low Salaries in Europe are because of progressive tax regimes leading to extremely low wealth inequality and far higher social cohesion.
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.
I'm not agreeing with the parent comment, but I've long held the opinion that one of the the reasons the US is so much more economically successful than Europe is because businesses have so much more influence over government.
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.
Concentration of economic power generally leads to concentration of political power (ie non-democracy). There are tons of pathways, eg campaign finance, lobbying, media ownership, threat of capital flight, regulatory capture, to name a few.
Yes, browser can do search and is one of the reason I haven't prioritized it yet. But it is next on the roadmap, because adding a search bar can do more, such as only show jobs that match the keyword, and it makes the UI/UX better for job seeker.
Excellent, looks really nice, thank you for putting it together
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
Thanks for your kind words! I haven't offered any public feed/api yet. Your project looks very cool. Will look more into it and circle back if I open up integration.
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.
Yes, different companies define levels differently. Microsoft's principal and Linkedin's staff can be a senior in another company, hence why I include the yoe as it says more about the requirements. Also, Microsoft's salary is in the low end compared to other companies in similar role and yoe, but salary is only one factor I suppose. They historically offer better wlb in general, though this might vary teams from teams.
It's almost unheard of for there to be a 6 yoe principal but yes the money is right, Microsoft pays a lot lower than you'd expect if you went in thinking they pay like FAANG. And there's a massive cliff after 4 years due to virtually no refresher, there's principals who don't even crack 300k.
(also principal is what other companies would call staff)
Sorry for the lag. I just fixed 2 bugs that should massively improve it if you would like to try again. Look forward to any feedback/suggestion you might have. Thanks
This looks neat. If there was a way to contribute (such as doing a PR to some repo with a new file in some integrations folder) I'd be happy to help extend it
Thank you for your kind words and offers! The repo is currently close sourced but I will keep this in mind. Are you looking to help add some companies not already in the list?
Sorry for the lag. I just fixed 2 bugs that should massively improve it if you would like to try again. Look forward to any feedback/suggestion you might have. Thanks
I’ve spent most of my career in Job Tech and HR Tech so I can give you some insight.
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.
Thanks for sharing the industry insights! Very cool to learn about CPC job distribution, etc.
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
The goal of the companies and recruiters is to fill open positions with qualified candidate asap, hence why some would even pay job boards to promote their jobs or offer referral bonus. So my take is that companies would love job boards like this to freely advertise their positions to folks who might not otherwise come across these positions and increase their top of funnels. So in this case, the incentive of aggregators and companies are aligned and it is a win-win situation for both.
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.
If you’re looking at a job board for remote jobs and blindly submitting a resume in 2025, you’ve already lost.
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.
> 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?
I guess it increases your shots if the company is actively hiring. I can't speak to others, but that is actually how I and some of my friends land remote jobs, just by cold applying. And you get more chance if you apply early as soon as the post is up the first day or two.
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.
Every time I have run into people online with long term employment problems it’s because they are only looking for remote work - the positions with the largest pool to compete against you.
The best way to secure remote work is to first develop an in person relationship.
Thanks for the feedback. I was deciding between SWE and dev and went with SWE after consulting with ChatGPT as SWE fits the job setting better
> 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.
But do they actually use those todo lists and time tracking apps? For example I use iOS and for me setting up alarms works much better than "Reminders".
I have built various stuffs in the past few years and have came to appreciate more and more on things that will never get tired of. It can be a good indication that the problem spaces are large and remain unsolved as well as the opportunities. In such case, there are always rooms for anyone to come in to innovate and put their own spin to it. This is sometimes better than working on something that few or barely anyone works on, which can be an indication that the problem space is too small and only affects small set of folks.
Love the list btw. What is an example of "personal knowledge base" type app? Like Notion?
Despite all these people making job boards, it's incredibly hard to find one that's decent. I gave up finding ones that let you filter for worldwide remote, let alone time zone range.
Personally I have checked 3/4 boxes here, and actively working on a job board currently for fun...
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.
+1 to this! I have tons of fun while building this job board and having to refactor my code multiple times to generalize a pattern that can pull jobs from various sites. It is so fun to dig into some readings on the trimodal nature of tech compensation and pay transparency laws in the US. Plus it is a helpful site for folks like you said.
What type of job board are you building btw? Does it focus on a niche?
Thanks for the note! This is an initial MVP, so column sort hasn't been added. The default sort order is based on posted date. Which column are you looking to sort btw?
Thanks for the note on the lag issue! I notice it as well and haven't gotten a chance to optimize it, but I think it is likely to due too many rows (400+) re-rendering, etc.
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 feel like there's a huge disconnect between salaries, job titles, and years of experience. 6/7 years experience and you're eligible for a staff software developer position at $500K a year? I've got 15 and still on 5 figures / year. In Euros, sure, but there's a huge disconnect there.
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.
Software engineering has trimodal compensation curves
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.
Do you work in a tech company or non-tech company?
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.
6/7 years for staff (at a FAANG) is exceptional, I have personally never seen it. From what I have seen staff eng tend to be around 10 years of experience at the low end.
> 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.
The first job I clicked on said this in the actual ad. This is a far cry from a remote job. The aggregator needs a little more tweaking:
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.
Thanks so much for noting this! This is a big miss with the current filtering logic. I will get it fix next. This is my fault as I notice most positions in reddit are remote so I falsely assume that it is a remote company. They are hybrid it seems.
I'm sure with a few more iterations you'll get most of the bugs out.
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&...
Its an aggregator which means its probably not perfect as its looking for keywords or something.
Sure, but "requires in-office" are keywords.
It’s trivial to run these posts through LLMs these days and filter out jobs that aren’t fully remote. Pure Laziness.
Agree, I will work on sanding down some rough edges next. Might not even need LLMs as a simple regex would do the trick
Wow, salaries have gone DOWN since I last worked as IC!
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.
Anecdotally, I found a new job this year, and my last one was in 2021. Salaries are across the board lower and more competitive. Seeing remote jobs offering Seniors $120-150k is pretty normal now, where I think in 2021 you would have seen $150k as a bottom. Some of the remote Series B and Big Tech places pay better though.
> Context: Was a senior SWE in SF for Airbnb until 2020.
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.
lots of people moved too
Did you join Airbnb before its IPO perhaps? I suppose pre-IPO companies usually offer higher base since their equities can't be liquidated until post-IPO.
Yes, must be that and the remote aspect.
Remote salaries will generally be lower than SF salaries.
Cost of living adjusted though, they may be higher.
Please make one for North Koreans who will be posting thousands of fake resumes to these jobs. Ultimately the chance of a legitimate candidate getting through are less than the chance of winning the lottery.
What a cynical take. If that were the case, every remote company would be staffed exclusively by north Koreans.
There is a difference between applications and hired. Certainly a number larger than 0 do get hired, which in itself is a problem, but the bigger issue is that they are clogging the recruitment pipeline and preventing legitimate candidates from getting an interview. They are also wasting HR time. Ultimately this leads to HR prioritizing direct outreach, referrals and other application methods that are less open to scammers. It’s a lose-lose for everyone except North Korea and the few enablers they have on the ground in the US.
Can you please make one for India or any place where Indians or other third world countries with large populations can find work too. I'm sure you can serve up this as a premium service in India with some 40 companies and ppl will be happy to pay you an yearly subscription of 1000 rupees (slightly more than 10$) for 50 searches
Thanks for your suggestion! I haven't looked into non-US countries yet, but that is a helpful pointer given India is the most populous country in the world now. I will keep this in mind. Are you based in India? How is the remote landscape there?
Yes I am an Indian and based in India. Everyone loves remote work here though ppl go to offices also but we are extremely family oriented ppl and tied to our ancestral properties. So remote is awesome. I have even more suggestions that for 2 months you can offer your services as an introductory offer at 1000 rupees and then after two months when enough ppl have joined you can switch it up to 20k rupees especially for the 0-2 years experience bracket because lots of computer science students looking for placements. Just please include more n more companies for that bracket.
Or maybe you should build it you seem to know the India market well.
Thanx. I am thinking on that since the original author has US as the goal.
Thanks, this is very helpful context. Totally agree that remote is awesome for folks who like to spend more time with family. Are there any other job sites or tools that you have used for job search or you mainly have to look at each company's career page?
More and more US companies are expanding globally to places like India, Canada and Europe, so there will be more opportunities oversea.
I have personally used LinkedIn and naukri.com but linked serves too much job spam. I'm applying to same companies again n again and no way to remove the job postings i don't like. Linkdin is a job spammer i feel. Naukri.com I haven't used for ages. I like your job aggregator because I can go to each company through your portal and then keep track where all I have applied to. Just don't become a job spammer. Be you. I'm an online tutor looking to transition to SWE or maybe getting more tutoring roles and I see urbanpro.com which is a student aggregator for tutors offers their services at 10k rupees that's why I feel that 20k rupees anyone can give if you only offer more n more companies willing to pay in rupees and 0-2 years of experience.
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
Thanks for sharing your insights on what you like and don't like about these job boards. Sorry to hear about the frustrations you have to go through. I wish you best of luck and hope you will land your dream position soon.
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.
Thank you for the US perspective you showed
what's the stripe equivalent in India
So all these companies can get spammed with fake Indian resumes?
No.
Please remove the unnecessary animation that locked up a tab here for several seconds.
Sorry again for the lag. I just fixed 2 bugs (table and store hydration) that should massively improve it if you would like to try again. Thanks
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.
Thanks for the feedback. I think the lag might have been mainly due to the page loading and rendering 400+ job rows at once and is not related to the animation, though there might also be some hydration issues with the animation. Agree that the lag isn't good UX, I will look into getting it fixed soon.
Aside from the lag, I was hoping folks might appreciate the artistic of the animations where companies are resolving around a remote coding home :)
How come scrolling the table lags on my $700 phone?
You can render tens of thousands of rows at once without lag, something is wrong.
Thanks for sharing that you run into the same issue. Agree that something is wrong, perhaps scrolling causes the table to re-render for some reasons. I will look more into it and getting it fix next. There are techniques to optimize performance such as only render visible rows. I haven't spent much time testing it on mobile web and will enhance the mobile web view & experience upcoming.
You don't need to only render visible rows. There are only 400. You just insert them into the Dom and that's it.
Thanks again for your note! You are totally right that something is wrong. I took a closer look and fixed 2 issues that should massively improve the performance now if you would like to try again.
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.
Seems correct. I might not use you average-user-device (iPhone SE 2016) but liked your idea and clicked the link. The page freeze for ~15s for the first load but then refresh only takes ~4s. The animation is smooth if I’m not scrolling the list. Scrolling seems hard to handle as the new items takes 2s to appear. Do you use a virtual table [edit: just read you sibling comment saying you don’t, yet] or heavy JS for styling the list? I usually have no problem scrolling long text lists. Another guess would be the logos size but I’m not in my computer to check it out. For context: I know my device is old but it handles fine most sites that don’t have too many ads, js shenanigans or super heavy assets.
Kudos to you, I’m sure my 2012 mbp will handle it fine though :-)
Sorry for the lag. I just fixed 2 bugs (table and store hydration) that should massively improve it if you would like to try again. Thanks.
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.
I've also got poor performance on a pixel 3a, but the freeze was only about 2 seconds.
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.
Sorry for the lag. I just fixed 2 bugs (table and store hydration) that should massively improve it if you would like to try again. Thanks
That seems to have fixed it.
Mine stopped exactly at the animation, before proceeding.
Sorry for the lag. I just fixed 2 bugs (table and store hydration) that should massively improve it if you would like to try again. Thanks.
The animation stops because it gets blocked due to an issue with the table taking too long to render.
My phone froze for 5 seconds
Sorry for the lag. I just fixed 2 bugs (table and store hydration) that should massively improve it if you would like to try again. Thanks.
Cool! I had recently built something similar https://listofremotejobs.com because I was similarly frustrated. Uses gpt-4 to parse locations but still a bit noisy.
Very nice, love it! I didn't use any gpt or llm btw. I had a nice regex system set up to parse location and salary reliably in a few ms.
nice site. it would be nice to have the salary info and some filters, but either way solid build
Thx, the main site https://jobswithgpt.com is more extensive to search but I need to parse the salary info a bit more to make it searchable. It is way too noisy currently..
This is awesome, thanks. I’m currently employed but this is nice to see what’s out there at a glance. How do you calculate/know the total compensation? Like the base pay matches the info in the Airbnb opportunity but the total compensation is nearly double the base pay range amount, but isn’t quantified in the posting itself.
Thank you for your kind words! I have this question on the faq page and am attaching the answer below:
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.
It feels odd that Europe has taken so long to come up with equivalent pay transparency legislation (due 2026). And of course, it's an EU directive, which means in the UK we won't get it.
What will you do about ghost jobs? For example I see Microsoft has a bunch of generic software engineer roles listed, despite them just doing huge layoffs. If they were actually hiring they could have easily shifted existing workers into those. These aren't highly specialized roles.
Lots of companies continue to hire even as they cut jobs. I would even say it is normal. Ghost jobs do also exist.
> Ghost jobs do also exist.
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.
What you are describing is a ghost job though, right? At least from the perspective of all the applicants but one.
Oops. I guess I agree with binary132 then. I misread that and apparently added a "not" in there in my head.
This is still a ghost job. A ghost job are jobs advertised that are not intended to be filled. If they are leaving ads up for jobs that are already filled it is a ghost job.
Oops. I guess I agree with binary132 then. I misread that and apparently added a "not" in there in my head.
> If they were actually hiring they could have easily shifted existing workers into those.
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.)
This is a great question! I think it is something that the platform can potentially address in the future via community inputs, e.g. people can report they have submitted to this position but never heard back within a week/few weeks. The more a position gets reported, the more indication that it is a ghost job. I am open for ideas here.
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.
"Huge" may be an overstatement. They laid off 6,000 people which is obviously a lot of individuals losing their jobs but only represents 3% of the company. In today's market a 3% layoff is comparatively small.
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.
I was curious about the Coinbase listings, and wanted to be able to sort them, so I copied the data manually and made a simple sortable table here: https://openjam.ai/stupid_coral_852/raox30bmtp/0
(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!
I wish these salaries existed for Europe
One good news is that US remote companies have been expanding to Europe, which will drive up salaries there over time to attract top talents. Gergely Orosz's Trimodal Nature of Tech Compensation in the US, UK and India has info on top paying companies in UK: https://newsletter.pragmaticengineer.com/p/trimodal
Yeah, but the expansion is usually only in a handful of places like the Dublin, Amsterdam, Warsaw and that's about it. There really isn't a remote for Europe.
I am not too familiar with Europe, but a remote job usually ties to a specific country, likely due to tax or some regulations. Another reason is that different country in the same continent has different cost of living and salary band, etc.
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.
It can be difficult to understand the various countries’ laws and their practical application for employers, requiring country-by-country study.
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].)
Never forget that taxing and social systems in Europe work very different and that's why you can get by with "lower" incomes.
It also means that taxation at higher incomes is significantly more oppressive
Its so sad that companies arn't ok with a simple US llc wrapper. EU people can deal with their own taxes the possible tax savings are well worth the extra paper work for an EU worker so i'm sure they would be willing. But HR compliance people are so risk averse they don't want to see any non standard candidates.
> EU people can deal with their own taxes the possible tax savings are well worth the extra paper work for an EU worker so i'm sure they would be willing.
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.
> requiring you to set up a "small one-person business"
At least the german tax office will take notice of such pseudo self-employments and act accordingly. Not a great idea.
What are you implying? The structure for contracting or consultancy in Ireland and most of Western Europe is exactly that - setup a one-person LLC or act as a sole-trader
https://pjf.ie/business-sole-trader-vs-limited-company/
They do to an extent - plenty of 120-150k fully remote or one-day-a-month jobs based out of Dublin, Ireland. Just that our tax rate is 52% over 75k, and our capital gains is 33% after an allowance of €1270, so they tend to trade-off hours and responsibility for pure salary at the most senior levels.
Agree. These are insane
Be careful what you wish for, unless you want tech oligarchs messing with your governments as well.
We have some of that already.
Murdoch, famously, owns UK politics.
So low salaries in Europe are because they lack oligarchs?
Low Salaries in Europe are because of progressive tax regimes leading to extremely low wealth inequality and far higher social cohesion.
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.
I'm not agreeing with the parent comment, but I've long held the opinion that one of the the reasons the US is so much more economically successful than Europe is because businesses have so much more influence over government.
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.
Concentration of economic power generally leads to concentration of political power (ie non-democracy). There are tons of pathways, eg campaign finance, lobbying, media ownership, threat of capital flight, regulatory capture, to name a few.
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You should probably add sort and search
Just sort by column in the table and leave search to the browser would go a long way.
Yes, browser can do search and is one of the reason I haven't prioritized it yet. But it is next on the roadmap, because adding a search bar can do more, such as only show jobs that match the keyword, and it makes the UI/UX better for job seeker.
Thanks. Yes, both are on the roadmap and will be launched next.
Excellent, looks really nice, thank you for putting it together
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
Thanks for your kind words! I haven't offered any public feed/api yet. Your project looks very cool. Will look more into it and circle back if I open up integration.
Really appreciate your reply and looking into it. It would be great to collaborate. Let me know if you want a hand with what you are building
Good work.
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.
Thanks for you kind words!
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.
Are those MS roles right? A "principal" engineer needs 6 YOE and makes $322k TC?
Yes, different companies define levels differently. Microsoft's principal and Linkedin's staff can be a senior in another company, hence why I include the yoe as it says more about the requirements. Also, Microsoft's salary is in the low end compared to other companies in similar role and yoe, but salary is only one factor I suppose. They historically offer better wlb in general, though this might vary teams from teams.
It's almost unheard of for there to be a 6 yoe principal but yes the money is right, Microsoft pays a lot lower than you'd expect if you went in thinking they pay like FAANG. And there's a massive cliff after 4 years due to virtually no refresher, there's principals who don't even crack 300k. (also principal is what other companies would call staff)
The table scrolling is very laggy.
Sorry for the lag. I just fixed 2 bugs that should massively improve it if you would like to try again. Look forward to any feedback/suggestion you might have. Thanks
This looks neat. If there was a way to contribute (such as doing a PR to some repo with a new file in some integrations folder) I'd be happy to help extend it
Thank you for your kind words and offers! The repo is currently close sourced but I will keep this in mind. Are you looking to help add some companies not already in the list?
Exactly
I like the idea of this site unfortunately it’s unusable on my phone from the row lag. I’ll have to check it out on my laptop soon.
Sorry for the lag. I just fixed 2 bugs that should massively improve it if you would like to try again. Look forward to any feedback/suggestion you might have. Thanks
How do these sort of aggregator sites work on legality of information?
Copyright and terms of sites scraped etc
I’ve spent most of my career in Job Tech and HR Tech so I can give you some insight.
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.
Thanks for sharing the industry insights! Very cool to learn about CPC job distribution, etc.
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
The goal of the companies and recruiters is to fill open positions with qualified candidate asap, hence why some would even pay job boards to promote their jobs or offer referral bonus. So my take is that companies would love job boards like this to freely advertise their positions to folks who might not otherwise come across these positions and increase their top of funnels. So in this case, the incentive of aggregators and companies are aligned and it is a win-win situation for both.
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.
If you’re looking at a job board for remote jobs and blindly submitting a resume in 2025, you’ve already lost.
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.
I would say yes and no.
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.
> 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?
I guess it increases your shots if the company is actively hiring. I can't speak to others, but that is actually how I and some of my friends land remote jobs, just by cold applying. And you get more chance if you apply early as soon as the post is up the first day or two.
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.
Every time I have run into people online with long term employment problems it’s because they are only looking for remote work - the positions with the largest pool to compete against you.
The best way to secure remote work is to first develop an in person relationship.
it be awesome if there was a code platform filter, SQL, C#, Java, etc
SWE? i thought it is a site only for swedes
remotedev would be a better name
Thanks for the feedback. I was deciding between SWE and dev and went with SWE after consulting with ChatGPT as SWE fits the job setting better
> 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.
is there anything similar for comparing work-life balance at different companies?
What are you thinking to compare WLB? Like a WLB score that folks can vote on?
One challenge is that WLB is more team specific than company specific as it can vary from team to team.
very cool website! will definitely be using this next time I am looking for a job.
Thank you for your kind words and supports! Will love to hear any feedbacks and suggestions you might have when using it.
Things software engineers will never get tired of:
- Building job boards
- Building static site generators
- Building todo list apps
- Building "personal knowledge base" type apps
I will do that one day but I want to blog about it as I build them and I never get my blog set up the way I want it.
That's what the personal static site generator project is for.
You forgot "Building time tracking 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.
But do they actually use those todo lists and time tracking apps? For example I use iOS and for me setting up alarms works much better than "Reminders".
I read your comment in the morning and it was funny. Right now I just saw this[1] popping in the top and it made your comment much funnier!
[1]: https://news.ycombinator.com/item?id=44022448
I have built various stuffs in the past few years and have came to appreciate more and more on things that will never get tired of. It can be a good indication that the problem spaces are large and remain unsolved as well as the opportunities. In such case, there are always rooms for anyone to come in to innovate and put their own spin to it. This is sometimes better than working on something that few or barely anyone works on, which can be an indication that the problem space is too small and only affects small set of folks.
Love the list btw. What is an example of "personal knowledge base" type app? Like Notion?
> What is an example of "personal knowledge base" type app?
There's one on the front page right now, keyword "Obsidian" ;)
Thanks, I see :)
I might have built part of a "personal knowledge base" type app by rolling up a custom editor before, so 1.5 boxes check.
Despite all these people making job boards, it's incredibly hard to find one that's decent. I gave up finding ones that let you filter for worldwide remote, let alone time zone range.
Personally I have checked 3/4 boxes here, and actively working on a job board currently for fun...
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.
+1 to this! I have tons of fun while building this job board and having to refactor my code multiple times to generalize a pattern that can pull jobs from various sites. It is so fun to dig into some readings on the trimodal nature of tech compensation and pay transparency laws in the US. Plus it is a helpful site for folks like you said.
What type of job board are you building btw? Does it focus on a niche?
- Throwing shade because other people are building wrong
Static sites are more interesting tbh. Why does everything have to be so meta?
- Building XYZ from scratch
- Not letting you sort by a column
Thanks for the note! This is an initial MVP, so column sort hasn't been added. The default sort order is based on posted date. Which column are you looking to sort btw?
Yup, why cant I search bu total comp here?
Also the table lags on my iPhone 15 when you select All.
What stack are you using, OP?
Thanks for the note on the lag issue! I notice it as well and haven't gotten a chance to optimize it, but I think it is likely to due too many rows (400+) re-rendering, etc.
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.
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I feel like there's a huge disconnect between salaries, job titles, and years of experience. 6/7 years experience and you're eligible for a staff software developer position at $500K a year? I've got 15 and still on 5 figures / year. In Euros, sure, but there's a huge disconnect there.
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.
A great, detailed explanation of what you are seeing: https://blog.pragmaticengineer.com/software-engineering-sala... (and the other two parts of the series)
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.
Even in the states the average is only 133k.
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
Software engineering has trimodal compensation curves
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“
Do you work in a tech company or non-tech company?
I have a related question and answer in the FAQ page and am attaching it here:
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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.
6/7 years for staff (at a FAANG) is exceptional, I have personally never seen it. From what I have seen staff eng tend to be around 10 years of experience at the low end.
> 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.
Switzerland also has some high comp, and from FAANGs
European countries that reduce some exposure to the Eurozone and have values more similar to American ones, attract American companies