Latifah P.

Let's talk about the hire that's quietly bleeding your budget. A Senior Full-Stack Developer. 7+ years of experience. The kind of person your product depends on. In the US, you're looking at $15,500–$19,500/month all-in. If you can even find one. Through Nir-Yu, in Latin America? $6,450/month. Total. That's it. And before you say "yeah but what's the catch"... let me show you exactly where that $6,450 goes, because that's kind of the whole point. ✅ Developer salary: you see it ✅ Benefits, taxes, compliance, EOR services: itemized ✅ Our management fee: fixed, visible, $299–$599/month No bundled mystery rate. No 80%+ markup buried in "overhead." No finding out 8 months later your developer was earning a fraction of what you thought. We call it Cost-Plus. The industry calls it unusual. I call it the only way to actually build trust with someone you're betting your product on. The savings? 67–75% compared to a US equivalent hire. But here's what I want you to sit with for a second: that's not just a cost win. It's a signal. When your developer knows exactly what they're earning and gets fair compensation, real benefits, career growth baked in, they stay. They perform. They give a damn. That's the difference between short-term savings and long-term leverage.

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Marco Roth's Herb ecosystem released version 0.8 last month, bringing sophisticated tooling specifically for HTML+ERB files - the foundation of most Rails view layers. Major improvements: 🔹 Rust and Java bindings expanding Herb beyond Ruby ecosystem 🔹 Configuration file support (.herb.yml) for team-wide linting and formatting 🔹 Autofix capabilities for linter offenses 🔹 Tailwind CSS class sorting integration 🔹 Language Server improvements with fix-on-save and code actions Why this matters for Rails careers: Developers working with modern Rails tooling demonstrate awareness of ecosystem evolution. Understanding Herb's capabilities - particularly linting, formatting, and Language Server features - signals professional approach to view layer development. The move toward better HTML+ERB tooling reflects Rails' commitment to server-side rendering whilst maintaining developer experience comparable to modern JavaScript frameworks. Integration benefits: 🔹 Visual Studio Code extension with full LSP support 🔹 Rails Dev Container integration by default 🔹 Local CI capabilities for faster test feedback 🔹 Performance monitoring through deep HTML+ERB understanding Companies building ambitious server-side rendered Rails applications increasingly value developers familiar with modern view layer tooling. For Rails developers focused on traditional server-rendered applications, Herb represents significant quality-of-life improvements without requiring JavaScript framework adoption. What view layer tooling has most improved your Rails development workflow? We're connecting developers who understand Rails' modern server-rendering capabilities. #Herb #RubyOnRails #ViewLayer #DeveloperTools #TechRecruitment

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Hiring developers in 2025 isn’t about perks, ping pong or pipelines. It’s about precision Here are 5 things I’ve learned the hard way: 1. If your spec is off, your whole process will be too Still seeing 4-page JD templates that say everything and mean nothing. Good hiring starts with a clear, real-world brief. 2. Great devs expect pace, not perfection If you’re ghosting for a week between interviews, they’re gone. Feedback speed is make or break. 3. The right three CVs beat the wrong twenty Still think more CVs means better chances? It doesn’t. It means more noise, more delays, and more bad decisions. 4. Technical skills are the baseline, not the differentiator The devs that stick are the ones who collaborate, communicate and problem-solve. That stuff doesn't show up in a code test 5. Hiring isn’t a transaction, it’s a team sport When founders, CTOs and recruiters actually work together, hiring moves faster and feels less painful for everyone involved This market is still talent-short. The difference between hiring and stalling isn’t luck. It’s process If your pipeline's dry or your interview stages are dragging.  I can help fix it #SoftwareHiring #DeveloperRecruitment #TechLeadership #HiringTips #VertechGroup #DevTalent2025

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Here’s the resume mistake I see most often with experienced developers - and why it hurts more as you get senior. You get promoted. Your scope increases. But your resume still lists everything you did five roles ago. Bug fixes. CRUD APIs. Unit tests. The result? Your resume looks flat. Hiring managers don’t see growth - they see someone doing mid-level work for 10 years. What strong candidates do differently (and interviewers notice immediately): As you advance, your resume should shed work - not accumulate it. • Early roles: Tactical wins (4–6 bullets) - show you learned the craft • Mid roles: Less execution, more ownership (5–7 bullets) • Senior/current roles: Only high-impact work - architecture, trade-offs, scaling, mentoring (4–5 bullets) Example progression: 2018–2020 “Implemented REST APIs, wrote unit tests, fixed bugs” 2021–2023 “Designed microservices platform, optimized legacy integrations” 2024–Present “Architected modernization pipeline replacing 1M+ lines of legacy code, reducing deployment risk by 70%” By ruthlessly cutting what you no longer do, you make growth obvious in seconds. That’s what hiring managers are scanning for. Curious - do you trim older responsibilities as you advance, or keep everything “just in case”? #SoftwareEngineering #FullStack #Modernization #TechCareers #HiringClarity

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When a dev leads with “clean architecture,” I pause. If they push for the perfect setup before writing a single feature, I ask why? It’s not that quality doesn’t matter. It’s that context does. Perfect code doesn’t help if no one needs what you built.

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4 Comments

Software engineers fear the AI that will take their job while the real danger I see should be in companies and solution owners themselves. Products that you spent years and tons of dollars for buildng selling it for whatever the number of subscriptions is can now be easily cloned and it costs nothing but the Gen AI subscription and some small resources. I am really curious of how the scene will look like after maybe Q2 of 2026. The development that business owners needs to follow “not to fail in the common nokia example” is now talking days not years like all used before!! #ArtificialIntelligence #GenerativeAI #SaaS #StartupLife #ProductManagement  #SoftwareEngineering #TechTrends #DigitalTransformation  #Innovation #FutureOfWork #Entrepreneurship  

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💼 3 Resume Mistakes Developers Make When Applying for Remote Roles I see this all the time when reviewing profiles: talented developers losing great opportunities because of simple resume mistakes. 1️⃣ Too much tech, not enough impact. Show results, not just tools. (“Built X used by 50K+ users” > “Used React”) 2️⃣ No mention of remote skills. Highlight how you communicate, manage time zones, or work async. 3️⃣ Same resume for every job. Tailor it to the role, it shows effort and focus. 💡 Bonus: Add a short “Remote Setup” section. It instantly signals you’re ready to work globally. Which of these do you think matters most today? 👇 #CareerAdvice #RemoteWork #Developers #TechTalent #Hiring #JobSearch #ResumeTips #RemoteJobs #SoftwareEngineering #CareerGrowth #Recruitment #TechHiring

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You don't need to hire a software farm for anything anymore. You need one developer who sits next to you for 6 weeks and learns how your business runs. Not how it looks in a deck. How it actually runs. The messy inbox system. The Notion doc nobody follows. The 4-step process your EA does manually every morning. A good AI developer, someone who works in n8n, Claude, and modern automation tools, turns that into systems that run without you. We placed one with a 12-person e-commerce brand. In 8 weeks he'd automated their order exception workflow, their influencer outreach follow-up, and their weekly reporting. The admin team is being trained in AI. Those that don’t adopt are gone. 3 tasks. Each one was eating 6-8 hours a week from someone on the team. That’s money in your pocket. 416h per year. That’s almost a full quarter's worth of work. A dev shop's savings don't matter if they can't ship. Ours do. I wrote more on this on more detail in the blog linked below: https://lnkd.in/gVpWJGZw DM me if you have been seeing AI happening in front of you and want to know how you can avoid missing out.

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Want to hire engineers who stick? Drop the unicorn hunt. Focus on real skills, not fantasy lists. The hiring landscape for embedded systems engineers is brutal. You’re tasked with finding talent that blends hardware savvy with software wizardry, thrives under real-time constraints, and can write code that squeezes into the tightest of spaces. It’s a niche, high-stakes game. But here’s the kicker: your biggest obstacle might not be the talent pool. It’s your own HR team. We’ve all seen those job descriptions that read like a wish list for a mythical creature: - "10+ years of C++ on bare-metal systems" - "Expertise in AI/ML AND RTOS AND FPGA" - "Ph.D. in Electrical Engineering REQUIRED" Sound familiar? These fantasy lists aren’t just unhelpful-they’re actively harmful. Here’s what happens when HR gets it wrong: ❌ You end up with a candidate pool of zero. ❌ The hiring process drags on for months. ❌ Your team suffers from missed deadlines and mounting pressure. Let’s be clear: the best embedded engineers aren’t defined by a laundry list of buzzwords. They’re problem-solvers. They’re adaptable. They know how to navigate the quirks and chaos of real-world systems. What we really need is a shift in mindset: → Stop focusing on years of experience; focus on hands-on impact. → Prioritize core competencies over exhaustive checklists. → Collaborate with HR to align on realistic, role-critical needs. The next time you’re handed a unicorn job description, push back. Use data to show what’s realistic. Reframe the role around what actually matters. Educate HR on why embedded is different. It’s not about creating friction-it’s about building a process that works. Pushing back isn’t just about making your life easier. It’s about securing the talent that will stick, perform, and drive your team forward. Want to build a high-performing team without the hiring headaches? Let’s talk. #EmbeddedSystems #EngineeringRecruitment #HiringDoneRight #RunTimeRecruitment

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Still sending coding tests to senior devs? There's a faster, safer way to spot real talent: ✅ Review past code together ✅ Pair program on a real project ✅ Ask practical, on-the-job questions ❌ Anyone can copy code from the internet ❌ Not everyone truly understands what they're doing These methods reveal who can actually deliver, not just pass a test. Make your hiring process faster and more reliable. Hire smarter. How are you vetting senior developers these days? Let me know in the comments.

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The biggest fear with remote engineers? Trust. You've been burned. I get it. -A dev disappeared. -Code was a mess. -Deadlines were missed. That's not a remote problem. That’s a vetting problem. We don't just find engineers at Kovil AI. We pre-vet them. We build trust first, so you don't have to risk your roadmap on a promise. Stop hiring with hope. Start hiring with trust. #Hiring #Leadership #Startups #Technology

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Coding tests: helpful filter or hiring hurdle? I recently ran a poll to ask tech professionals which type of coding test they prefer during the interview process and the results were telling: 🟨 59% said they’d rather skip coding tests altogether 🟩 24% prefer take-home projects 🟩 18% voted for live pair programming ⬜ 0% backed the classic whiteboard session While take-home projects and live collaboration still have their fans, the majority response was clear: many candidates view coding tests as a barrier, not a bridge. So what does this mean for hiring teams? It’s not about removing assessment altogether - it’s about making the process meaningful, respectful of time, and relevant to the role. #TechHiring #DeveloperExperience #EngineeringCareers

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Struggling to hire developers? You’re not alone, the best aren’t on job boards. 85% are coding right now, not searching. Here’s your 2-week fix (skip the 2-month wait): - Ditch job ads. Most devs don’t read them. - Find real teams using your tech. Reach out. - Share stories of impact (“Our last hire saved $2M.”) - Offer big missions, not long tests (“Help scale to 10M users?”) - Decide fast. 48 hours > 6 rounds. The myth: “No developers left.” The truth: Bad hiring chases away the right ones. While others ‘post and pray’, you’ll hire the future. What’s the weirdest hiring advice you’ve heard in 2025? 👇 Drop it below. Best one gets a bonus tip. 🔁 Repost: To help someone avoid bad hiring habits. 👤 Follow: For more ROI-first hiring playbooks.

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Remote work is killing Junior Developer careers Senior engineers love remote work because they already know how to debug, navigate codebases, and ask the right questions. Junior developers? They're drowning. You can't replicate overhearing a Senior Engineer solve a tricky problem. You can't replace the casual "hey, can you look at this?" moments. They've traded mentorship for Slack messages. Pair programming for async code reviews. Learning through observation for scheduled "check-ins." The result? Juniors taking 2x longer to become productive. Higher turnover. More burnout. But companies keep hiring them remotely because it's "cheaper" and "inclusive." Then wonder why they quit after 6 months. Remote work is fantastic for experienced engineers. For juniors, it's career sabotage wrapped in work-life balance promises. Are we sacrificing the next generation of developers for convenience?

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Cypress recruiters have reviewed hundreds of thousands of resumes. Trust me, we’ve seen it all. Most of the “resume hacks” floating around the internet stink. This is the same advice we’d give anyone serious about landing a job. 1. Stop listing tasks. Nobody cares what you were “responsible for.” Show the impact. 2. Spell out the objective. Hiring teams don’t have time to play detective. 3. Cut the fluff. If your big wins are buried in paragraphs, you already lost. 4. ATS “optimization”? Waste of time. Relationships beat keywords every day. 5. If you’re experienced, education goes at the bottom. GPA from 2012 is old news. 6. Hobbies? Add them only if they’re interesting. Half of the battle is building relationships during interviews, which isn’t easy, and interesting hobbies only help. Resumes don’t need more words. They need more proof you can actually move the needle. Job seekers, good luck out there, I know it’s stressful! #JobTips #JobSearch

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I see so many startups claiming they want to hire elite Software Engineers, but then demanding a coding task before even having an intro call. That’s not how you attract top talent.

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🚀 Angular just made state management… actually enjoyable. I’ve been working with Angular for years, and honestly, managing state was always a bit heavy — RxJS, NgRx, boilerplate, too many moving parts. But Signal Store from NgRx feels different. It’s simple. Like really simple. export const CounterStore = signalStore( withState({ count: 0 }), withMethods((store) => ({ increment() { store.count.update(v => v + 1); } })) ); No reducers. No actions. No mental gymnastics. Just state… and updating it. --- What I like most is how natural it feels. You don’t think in streams anymore. --- It also feels like Angular is finally catching up with the reactivity model of frameworks like Vue.js — but in its own way. 💡 Why This Matters Signal Store is not just “another state library”. It represents a fundamental shift in frontend architecture: From streams → to reactive values From global change detection → to precise updates From boilerplate → to simplicity If you’re an Angular dev and haven’t looked into Signals yet you’re missing out. This is probably the cleanest Angular has ever felt. #Angular #Signals #NgRx #Frontend #Javascript

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Handling 401 Errors Like a Pro in React + Redux 🔐 Security isn’t just about strong passwords — it's also about smart error handling. A 401 Unauthorized error can create confusion for users if not managed properly. Here's how to handle it the right way: ✅ Intercept 401 responses using Axios interceptors or middleware. ✅ Dispatch Redux actions to log out users or refresh tokens gracefully. ✅ Redirect to Login with context — show a message like "Your session has expired. Please log in again." ✅ Preserve state so users can pick up right where they left off after re-authentication. ✅ Track 401s to monitor suspicious activity or auth-related issues. Pro tip: A seamless 401 experience improves security and user trust. How do you handle authentication errors in your apps? #ReactJS #Redux #Authentication #WebSecurity #JavaScript #FrontendDevelopment #ReactDeveloper #CleanCode #CodingTips #WebDev #UXDesign #TokenAuth #ErrorHandling #SoftwareEngineering #DeveloperExperience

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