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Buffer (http://bufferapp.com) - REMOTE (We're a small distributed team of 12 people across the US, UK, Hong Kong, Taiwan, Sweden and Australia)

I'd love for you to come join Buffer for the fun ride. We have just under 1 million users and are on a $2m annual revenue run rate. There are some super interesting challenges ahead, as we're just about to pass 1 million users (any day now). We are expecting even faster growth as we focus on Buffer for business.

We're looking to expand our engineering team with the following open positions.

* Backend/DevOps Engineer

* Front-end Engineer

Here are some key stats about our technology and scale.

    - we have over 150k monthly active users.
    - 6000+ API clients. Most popular: Feedly, IFTTT, Pocket, Instapaper
    - we release changes several times a day
    - we have an entirely data-driven process, with Einstein and Buffer-Metrics, our custom built a/b testing and metrics tracking framework.
    - Some of the tech we work with: PHP, Python, MongoDB, AWS (Elastic Beanstalk, Elasticache, SQS), Backbone.js, Grunt.js, Android, iOS.
More stats and stack details here: http://overflow.bufferapp.com/2013/08/01/scaling-buffer-in-2...

We're a small team of driven hackers and happiness heroes (our support people). Just like you, we're excited and passionate about engineering challenges and have some interesting architecture and scaling problems we work on.

If you're interested in coming on board, you will:

    - work closely myself on technical architecture and Joel on product.
    - ship to thousands of users and iterate quickly
    - work with our metrics team to make smart changes
    - be friendly and comfortable talking directly to customers on issues and features
    - be a happy, positive-minded and kind person who has a great approach in dealing with others
    - be a Buffer user 
    - be anywhere in the world, and if you'd like, you have help and support from us to move to where you want to be
    - have experience working with another startup or building side projects before (would be awesome, it’s cool if not)
Some aspects of Buffer culture that makes us a little different:

    - we are totally transparent. We raised $450k, we currently have 1 million users and generate $160k/mo. Ask me anything else!
    - within the company, all salaries and equity are open and we have a formula for the distribution.
    - we're all very focused on self improvement - we have daily standups where we discuss our current improvements. This could be waking up earlier, starting public speaking, blogging, exercise, learning a language, etc.
    - here's our culture deck: http://www.slideshare.net/bufferapp/buffer-culture-03
Salary: 88k-110k depending on location (living costs) and experience. (http://99u.com/articles/15527/the-age-of-salary-transparency)

Equity: 0.5-1%

If this sounds fun, let's chat. Send me a note about yourself, why you’re interested in Buffer, and any relevant links (Github profile, projects and background): http://jobs.bufferapp.com

- Sunil (CTO) thenexthacker@bufferapp.com

Interesting that location affects salary. If you move to a location with lower living costs, is your salary cut?

I would usually agree with you, but in this case the difference between high-low is not that big and they give fixed equity. They are upfront about it.

I would still encourage this company to not take location into account for salaries. Why should the company take the benefit from your choice(or lack of) to live in a cheaper place? You live there, you took the risks and the tradeoffs, but the company is taking the benefit from it... Some companies pay 3-10 times lower salaries and even if they give you stock options you can't afford to buy the shares when the time comes. This is not the case here, but it may become an issue in the future.

Glad you asked this, it's something we're constantly pondering. Right now the answer is yes, though we don't do it ruthlessly and our overall philosophy is to show that we truly care about everyone involved. We ask the team member if they feel it's appropriate, rather than forcing it. We've actually not lowered someone's salary in this way yet, though it seems sensible that it would happen.

The fact is that the living costs (largest chunk being accommodation) varies so drastically, that it feels hard to justify having the same salary and basing salary purely on skill, with the assumption that location truly is a choice and people have chosen to live somewhere cheaper. We have people who end up paying $2,500/mo rent and others where it is more like $800/mo or even less.

In addition, we always want to pay people more if they choose to move somewhere more expensive, it seems unfair if someone gets used to a salary in one place and suddenly they move somewhere much more expensive, and we don't help them out.

I'd love any more thoughts you have on this :)

> with the assumption that location truly is a choice and people have chosen to live somewhere cheaper

That's a terrible assumption to make. People often live where they do due to obligation to others (family usually). I would never work for a company that would consider cutting salary because they moved to a lower cost area. I also know several people that have quit a job rather than relocate to a lower cost part of the country with an employer as the relocation also included a cut in pay.

To be clear, we are agreeing with each other. I think that is an incorrect assumption, too. We consider each case very carefully, and often don't cut the salary (it has happened more that we didn't cut salary).

That said, it is very easy here in the comments to argue how bad it is to cut the salary when someone moves to a cheaper location. However, the flip-side of the same coin is what about when someone moves to a more expensive location? Should we then say "this is the fixed salary and you choose where to live, and if you move somewhere more expensive that is your choice"? I don't think that is fair. So the other side of the coin of "salary goes down if you move somewhere less expensive" is that we increase salary if you move somewhere more expensive. We've done this for people and it is highly appreciated.

Our overall philosophy is that we want to help people to be wherever in the world they can be happiest and most productive. We encourage traveling and we have set ourselves up as a distributed team based around this value.

> However, the flip-side of the same coin is what about when someone moves to a more expensive location? Should we then say "this is the fixed salary and you choose where to live, and if you move somewhere more expensive that is your choice"?

I'd say that's absolutely fair, it's kind of the default expectation in my mind at least - I provide a certain value to the company as a remote worker, for which they pay me accordingly. (edit - as someone who just found a job via a HN jobs thread, I don't want to hijack this with a long response. Please see http://pastebin.com/4SrQJRj6 for my full response to this)

In the first place, you should set the salary as if the employee was from the expensive place. So no cuts or raise because of moving to other places.

Nothing wrong. This is standard industry practice. Check out glassdoor salaries for companies in diverse locations.

Face-less industry BigCo's is another thing.

Startups are more personal, small teams, that once in a while all of them, including the "boss", gather together to drink a beer or soda, and you know that on that table, people with same responsibilities have same compensations. It feels fair.

If anything, it would seem un-fair to pay a US-based programmer the same salary as to someone working from India. Just look at it from the US guy perspective.

From US guy PoV: Gee, this guy does the same work as I do, but he's paid 5 times less... something is wrong with our company.

There are reasons US guy won't want to live in India, right? So the salary should compensate at least some part of those reasons (I mentioned in another comment here).

Most people with jobs from poor countries have to support way many family members or relatives than that US guy.

The company in this case does not appear to be moving to where you live ;)

Low-cost place usually means a poor country - more risks, bad education/schools (so you have to pay premium for private...), unemployed family members, unemployed parents and other relatives, etc...

So think twice before penalizing people from poor countries.

I'm not entirely sure about the "usually", it may or may not be true. But to offer a different view here, I'm from Sweden and cost of living in Sweden is extremely low. If you have an apartment or house outside the capital it costs next to nothing, we have no health insurance costs, no education costs, food is not particularly expensive compared to the rest of the industrialized world and so people usually feel it's OK to offer a lower salary in Sweden on that argument.

You pay a lot of taxes for education, healthcare, etc... you should seek larger gross salary to end up with more disposable income on your end.

And yes, not everyone lives in rural areas or small towns. Stockholm is one of the most expensive places out there.

Depends on city, try finding a cheap apartment in Stockholm, not to mention car and gas costs. Etc.

"Extremely" low...

hey sunil, you've just received an email yesterday :)

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