Careers

• Strong technical fundamentals
• Direct communication
• Discipline under pressure
• Respect for architecture, documentation, and delivery control
• The confidence to surface risk before it becomes an incident
• Curiosity without unnecessary experimentation at a client's expense
• Respect for colleagues, users, and the operational consequences of the work

You will not be measured by how busy you appear. We care about whether the problem is understood, decisions are documented, commitments are realistic, and the delivered system behaves as expected. Team members are expected to ask useful questions, identify dependencies early, and leave enough context for another capable person to continue the work.

Assignments can involve new product development as well as existing systems with history, constraints, and active users. That means judgement is as important as implementation skill. Rebuilding everything is rarely the first answer. Strong contributors can distinguish between what should be retained, repaired, isolated, replaced, or investigated further.

Our hiring process begins with the information submitted through the application form. We review it against the actual opening rather than a generic keyword score. If there is a reasonable match, the next step may include a conversation about past work, a focused technical discussion, or a practical exercise related to the role. We will explain the purpose before asking for additional work.

We do not ask applicants to share passwords, private keys, confidential client materials, or unrestricted access to private repositories. Public examples, sanitized explanations, and shareable portfolio or resume links are enough for the initial review.

Some prospective and current team members may receive a one-time invitation to the Are You Smarter Than the Average Joe? reasoning challenge. This 20-question pilot supplements human review; it is not a clinical IQ test, a comparative rank, or an automated employment decision. Before starting, participants receive a plain-language explanation of the score, the limited browser signals recorded, the six-month retention period, and the accommodation route. We do not use a webcam, microphone, screen capture, biometrics, emotion recognition, or AI-generated personality scoring.

The standard session requires a supported laptop or desktop browser and 60 uninterrupted minutes. Participants who need a time or fullscreen adjustment should contact manager@programmersunion.org before starting. The reason for an accommodation is not stored in the assessment record.

Read the role page carefully before applying. Strong applications connect previous responsibilities to the problems described in the opening. Tell us what you personally owned, which decisions were difficult, how you worked with others, and what changed because of the work. A concise, specific account is more useful than a long inventory of tools.

If more than one role appears relevant, choose the strongest match and mention adjacent capabilities in the application. Each submission is reviewed by the hiring team, and suitable applicants may be considered for related work where appropriate.

We assess candidates on role relevance, demonstrated judgement, communication, learning ability, and the practical needs of the assignment. We welcome different professional paths, including self-taught engineers, experienced specialists, returning professionals, and people whose strongest work does not fit a conventional job-title sequence.