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Smarkets | Full Time | ONSITE (London, UK; now also Santa Monica, California)

We're a modern betting exchange, going technology first to enable proper price competition in a field of fat commissions. Join a small, agile, and fast-growing team, in our beautiful office in St. Katharine Docks. If our US location tickles your fancy, you get to help setting up a brand new office too.

Smarkets develops a reliable, low-latency, highly concurrent betting exchange based on trading exchange designs. We're also building a fast, modern web interface to allow for a smoother experience. Servicing our users is top priority.

The Smarkets platform is written predominantly on Python and Erlang, and relies heavily on asynchronous programming techniques. We use REST where we can. Life at Smarkets circles around people, version control, configuration management and automation. We can - and do - deploy to production several times a day.

Our entire production is in AWS. In fact, Smarkets was the first gambling operator under the Maltese regulator to get permission to run everything in the cloud. We push the envelope where needed and educate auditors when necessary.

We are looking for:

* Infrastructure Engineers, both junior and senior (think midway between SRE and devops; security background is a bonus)

* Software Engineers (London, Los Angeles)

* Web Developer, to join our marketing team

If you like the idea of flat structure and practical engineering approach, see our jobs at https://smarkets.com/careers/ . (A while back I wrote an overview about our engineering challenges, which you can find at https://smarketshq.com/the-challenges-of-running-a-betting-e... .)

what does salary determined by peer review mean?

There is no boss or manager who sets your salary at Smarkets.

All salaries are open. Everybody knows what everybody else makes. We all also know what the market rates are.

If you think that your responsibilities and performance are not in line with your pay, you inform your peers that you want to go for a salary review in the next review window. (To be open: we're still trying to find the optimal time between these windows.)

For salary review, you describe what you believe your achievements are, as well as what your current and near future responsibilities entail. The peers involved in your review will provide their feedback and a ballpark of what they believe your new salary should be. These figures are guided by relevant market rates, as well as their perception of your duties.

The final decision for setting your new salary will be your responsibility. A reasonable figure in the ballpark range will see no objection. After all, your peers have already stated - with on-the-record feedback - that they believe the ballpark is sensible.

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