et5000

You could actually be living in a dream with Drift. https://www.drift.com/slack/

FYI, we have a mobile app https://itunes.apple.com/us/app/drift-messaging-for-sales/id... and a two-way Slack integration at Drift. http://www.drift.com/

if you read all the way to the end, he didn't really use strace. He used truss on Solaris.

The client was rewritten on top of Eclipse, not the server.

You are absolutely correct. It's a numbers game and we're doing everything to tilt to our advantage. We don't use external recruiters for many reasons, but we do have an internal recruiter already. We are also working for the dev community through open source, sponsorships and events. Please check out http://github.hubspot.com/

I totally agree with a talented young engineer becoming senior quickly. This summer we have 12 interns/co-ops and we have hired several from co-ops into full time positions already.

We pay very competitively. For example, these past two years we have reviewed compensation twice a year in order to make sure we're paying what they're worth. We based our decisions on multiple salary surveys and our own offers based on new college graduates and competitors counter-offers.

The page says:

Please don’t refer yourself (feel free to apply the usual way, though)

But I'd try it anyway. ;-)

Actually, our turnover is very low. We have a team of 53 engineers and over 40 are less than two years old in the company. Only 2 engineers have left in the past year pursuing different options. A few others hired in the past two years that left because of performance issues, but very small. I can tell you more if you are interested.

Location updated: Cambridge, MA

My experience has always been that in fact it's an auction. Top engineers will always have multiple offers and if you really want them you'll have to pay. Of course, we all have limits based on our startup stage and funding and what's the return that developer brings to your company.

However, many times is not about the money but about the environment and challenges you can provide to smart people that makes a company more attractive vs higher salary.

+1 "generalist experience in n-tier web apps, likes to learn new things, and is active in the development community".

We're a small (5) dev team at the moment and most of us fit your profile. My big requirement is that you are scrappy and can complete a task without requirement too much help from everyone else.

Let me know if that makes the requirements a bit clearer.

We're doing both. But after working with three or more recruiters, I can't sit around and wait for them to find the right candidates.

Besides, recruiters are like realtors, there's not much incentive in finding the best candidate for you and their pay is usually even more than $12K for experienced candidates FYI.

This is what I mean by a full-stack programmer.

http://www.facebook.com/notes/facebook-engineering/the-full-...

At Performable, full-stack means being capable to build atop Hadoop, HBase, Python/Tornado and HTML/SASS/CoffeeScript.

Of course, you don't have to be the best at either end of the spectrum, but being able to visualize your feature through every layer would be great.