What will it take to be the next Netflix? We’re about to find out.
Superbet, the multichannel sports betting operator, is going through a huge period of growth and hiring for a number of open positions across their tech team.
Few&Far is helping Superbet hire the following roles (100% fully remote - based in London, Leeds, Zagreb or Bucharest area):
React Engineer (Remote, must be UK-based) - send your CV to firstname.lastname@example.org fo
This ambitious company is planning to become the next Unicorn in 5 years. They are already known as one of the best sports betting operators, having won The Best Sports Betting Operator in Central and Eastern Europe Trophy 3 years in a row.
🏢 Offices: UK, Romania, Poland, Austria, Croatia, Serbia, Cyprus, Gibraltar, and Malta
🎯 Mission: To build innovative betting products with a global reach to excite the world.
👨👩👧👦 Team size: 3,500 and growing
💰 Funding: Part-owned by the world’ largest private equity fund Blackstone Group, which committed to a £175m strategic minority investment in the business.
👍 Highlight: One of 3 betting operators to be a member of the Betting Integrity Association (source)
This is a company that breathes entrepreneurship and tech, with their values and employees being the focal point of what lies at the very core of the business (source).
Bruno founded Axilis in 2011, a software design and development agency, with offices in Croatia and the US. Axilis has been consistently ranked as a leading Croatian technology firm by Deloitte’s ‘Fast-50’ technology index for Central Europe (source). In 2018, Axilis was acquired by Superbet Group and Bruno joined the company as a CTO.
Superbet at that moment was basically a Romanian betting company. The reason that I went there was because I saw the ambition of scaling out to the whole world. I really believed the vision that Sacha had.
Since acquiring Axilis, I was just a part of the few puzzles coming together. Superbet at the moment acquired a few different companies. After the acquisition, we raised money from the world’s largest private equity fund Blackstone.
The industry itself was lagging behind some other tech-powered industries, where I can really see us making a global story and using technology to really scale globally.
Superbet is not just trying to be a betting company. We see ourselves as an entertainment company that is fighting for people’s time. The same way Netflix is trying to get you to watch movies, we’re trying to get you to get more engaged with sports. The stuff we are building is not just sports-betting.
We’re trying to build products around it and basically be a one stop shop for sports fans. Aside from pure betting, we’re also offering a social network for people where they can talk about sports, discuss each other’s predictions, follow each other, comment on the matches and so on. We also have a very detailed stats platform where users can find everything about any sport, help them get streaming if they don’t have it, live updates and much more.
For engineers, the benefit of all of that is that it’s a pretty complex platform. If you only look at our betting function, its complexity is on the same level as stock market software. We do have a trading platform, because we need to assure what prices we are offering, manage the risk right, accept those bets, etc. That portion is pretty big and on top of that we have a basically social network where users are using all the standard social components mixed up with this whole trading platform. All that combined gives you a lot of really strong engineering challenges. People find it really interesting to work on.
Definitely scaling up. Our products work well in a few countries we operate like Croatia, so we’re looking to improve them. But as betting is a regulated industry, it’s not just easy to go worldwide. You need to do a lot of work to be able to launch in a different jurisdiction. Currently, we’re focused mostly on how to leverage our existing technology and products and scale them out to multiple different jurisdictions and become a global player.
In the next 5 years, I do really believe that we’re going to become one of the top 5 companies in the betting industry and after that, I would hope that we get compared more to the other entertainment companies than just betting ones.
Superbet wants to build a better and bigger experience for our customers. And just like all great sportspeople, they see every challenge as a chance to prove their talent and every mistake as an opportunity to grow.
They’re an extremely ambitious organisation, and their ambition is infectious. They have been attracting top talent from large and renowned organisations including big tech names. The tech talent they employ is best-in-class, creating real impact across the business.
Superbet gives their employees flexibility when they’re juggling both work and other personal obligations, championing the human approach above everything else.
You don't need a step-by-step plan.
Find out what are the 3 different routes you can take (no matter what your role is), so you can create a vision of where you want to be.
We want to make Few&Far the best place to work, and to help us do that we’re super excited to share our brand new team benefits scheme with you.
Everyone at Few & Far has their own set of needs, so why should the benefits we offer be one-size-fits-all?
As our team has grown and we’re split between remote and in-office workers, helping everyone look after themselves and work at their best is more important than ever. To really fulfil the diverse needs of our team, we took on board their ideas and re-designed our employee benefits to offer total flexibility on where to work, individual budgets through Ben and much more...
You can’t put a price on feeling happy and healthy - but we can give you a monthly budget to support that.
We care about our team, and we know that when you feel your best, you can give your best. With your £75-a-month budget you can treat yourself to something relaxing like a massage or meditation subscription, or if fitness is your TLC, you can spend it on some fitness classes (in-person or remote) - it’s totally up to you.
On top of this, we also offer team meditation sessions and lunchtime fitness classes if they take your fancy. Plus, if you’re ever struggling and need someone to talk to, we’ve got a group of mental health first aiders on the team to help you whenever you need.
We know it’s a big deal for you to give the days, months and years of your life to helping us grow as a business - so it only makes sense that we should help you grow as a professional.
We give every team member an annual learning and development budget of £750 to use how you see fit. You could sign up for a language course, attend a conference (remember those?!) or book in sessions with a business coach to help you become the best in your field.
We’re committed to fairness in our culture too, and we have a transparent growth and progression process in place so everyone stays in-the-know about what’s happening across the team.
We know sometimes companies say they encourage you to take time off - but do they really mean it?
Well, we absolutely do. We really want our team to take the time off you’ve got in your annual allowance. Plus, after you’ve worked with us for 2 years, you get an extra day of annual leave for every extra year you stay with us.
Even better, after you’ve worked with us for 5 years, you’ll get 3 entire weeks of paid sabbatical. Go around the world, chill out by the seaside - whatever floats your boat.
If the pandemic has taught us anything, it’s that flexible working works.
At Few & Far you can work whenever and wherever lets you give your best to your role - and balance anything (or anyone) else important in your life that you need to (we see you, parents).
And there we go! We’re excited to see how everyone uses their own Ben allowances, and we’ll keep developing our offering as we grow.
If you want to land a job at your dream digital product company, you have to understand what employers look for.
The secret to playing your cards right lies in knowing how to pitch yourself to employers. The market is the busiest it has been in over two years. More people are applying for roles, so you need to stand out to the companies you’re applying for.
However, it’s easy to get tunnel vision. Many people underestimate how much effort it takes to get a job. You can get stuck in a rut if you don’t take the right steps.
Don't fall into this trap. Let me share my best tips as someone who has been recruiting in the digital product space since 2009.
Do you try to outline everything you’ve done in your CV? Or send the same CV to every role you apply for?
I see these mistakes happen way too often. You need to remember what your CV is actually for:
“ Your CV has one role, and that’s to get you into the interview.”
To do that, you need to highlight the experience that is relevant to the job you’re applying for. It shows that you have thought about your skills and taken the time to understand the role.
Remember who the reader is. People fall into the trap of thinking that the person reading their CV has the same skills as them. They could, but it could also be a CEO, a Talent Director or a recruiter.
Everyone has varying levels of knowledge - they may have hired candidates in your particular field and understand the job, or they may not. That’s why you need to make sure that the basics are obvious.
Look at the job description and make sure the key skills they are asking for are in your CV.
The crux of your CV is your experience section. The best practice is to separate your job achievements from your responsibilities, so you can quickly create a strong narrative about why you’re the right person for the job.
Achievements show the impact you’ve made. Listing them in your CV can also highlight your main strengths - which is important when applying for any position.
These can be delivery of a specific product, increase in the user base, but the best ones are focused on commercial outcomes. They answer the question: ‘What was the commercial impact of the achievement?’. That way, your reader will be able to translate this commercial element into their own business. It gives you a far greater chance of being included in the interview process.
Responsibilities are about what you were doing in a specific role. It’s easy to put a tremendous amount of content here, but try not to. It’s important you use this as an opportunity to tell a story and create a narrative to help engage the reader in a concise way.
One of my candidates had an experience in product through his own business but hadn’t done it in an any other role.
Here are some changes they made on their CV:
If you go into the interview without ever using the product, clients and recruiters will see it as lazy. They want to hire someone who has a high level of curiosity where they want to download the product and see how it works. If it’s a B2B business, email the person who’s arranging interviews and ask them to give you some sort of trial so you can experience it.
There you will find out the funding the company has received, when has it received, who were the VCs, are there any recent product launches or any other news. This can also help by arming you with some relevant small talk that breaks the ice and sets you apart.
Look at the background of the person you are meeting on LinkedIn. Look for common connections. Check the company out too. See if you can get an understanding of the structure of the company by looking at people in it.
They will know what’s important.
For behavioural questions (“Tell me about a time when…”), I always recommend the STAR framework. It naturally creates a narrative, allowing you to tell a meaningful story about your previous work experience. It also prevents you from blabbing on and helps you give a focused answer.
Situation - Set the scene and try to be as specific as you can - When did this situation happen? Who was the company? Who were the stakeholders? What was the structure of the team you were in? What was your role?
Task - What was the problem? What was your responsibility? It’s best to actually say “The problem was…” to create the structure.
Action - Explain exactly the steps YOU took to address it. It’s about what you did - they are not looking at hiring your team.
Result - What were the outcomes of your actions? Ideally, you made some commercial impact on the business - saved or made money. If you can bring that into your answer, it is going to carry so much more weight.
“ It’s hard to know exactly which questions you will get. But to avoid trying to come up with examples on the spot, make sure you create a bank of different interview answers ready to go. This is going to make you feel way more comfortable and far more prepared for interviews.
Here are the 6 most common ones:
Never underestimate the importance of your questions for the interviewer. Avoid questions you can find answers for in the job description or the website. It’s lazy and doesn’t show a level of commitment.
Here are some that I suggest:
Did you know that over 70% of roles available in the market are not advertised? That’s why just applying to already posted jobs is not the only way to go.
Being a proactive job seeker means that you’re scouting out opportunities before they ever grace a job board or company website (link). This creates more opportunities for you, less competition, and helps grow your network.
Here are top 5 tips I have for you:
Author: Nick Charalambous, Co-Founder & Director at Few&Far
Are you looking for your next gig as a mobile app developer? Or maybe you’re just getting started and you’re frantically googling ‘example software developer resume’?
There are lots of skills that an app developer needs to have. But no matter if you're an entry level mobile developer or industry veteran, the best chance of getting an interview is a great resume.
I’ve been recruiting in the mobile development space since 2013 (Windows Phone was still a thing then!). The landscape has changed a lot and the number of mobile app developers has exploded in the past 8 years.
In this blog, I’ll give you my advice on how to stop making the most common mistakes I see reading software developer resumes as a recruiter. I hope you avoid them and get hired as soon as possible.
NOTE: Some of these tips also apply for people applying for a job in the technology industry!
Although a CV can be hard to read if you cram a lot of information into a small space, don’t leave out important details.
Yes, having a CV longer than 3 pages is often overkill. But there needs to be a balance. Don’t stress about making all information fit to just 1 page either. It’s better to have a 2-3 page CV that covers all of your relevant experience, than a 1 page that doesn’t.
Instead of leaving out details, cut down on the number of projects. Focus on the most recent ones. Yes, those from 5 years ago may have been technically interesting, but employers care more about what you’re currently working on, so prioritise that information.
Are you wasting time sending resumes that are messy and difficult to read? Make sure your CV is easy on the eye. Many mobile application developers create resumes that are simply not optimized for an employer to quickly scan and read.
A well-written software developer resume covers your most relevant work history and your technical responsibilities. It includes the relevant links to showcase the personal and commercial projects you’ve worked on.
My tip: name, contact information, links (GitHub, StackOverflow, Medium, etc), personal summary, breakdown of the recent roles (using bullet points), hobbies/interests + any additional info
Most often, they’re not. At least initially. One of the biggest mistakes people make when applying is only using technical terms and not setting context.
Yes, it is useful to know how the software works under the hood and it’s important to include all the relevant keywords when describing your projects, but sometimes the person who initially screens your CV won’t be a software engineer.
The best way to balance this is to start your CV with a ‘personal summary’. This should outline in layman’s terms what you’ve done and what you’re looking to do next. It should also include your most impressive achievement(s) and you can customise these depending on the role you’re applying for.
Making this focus less abstract is vital for the success of every software developer CV.
The most important thing to remember is that it’s not just about what you've done, but how you did it.
Highlight your previous and ongoing contributions to relevant projects. Perhaps you were involved in developing something greenfield, or wrote code for software used by millions of users, or have a really relevant side project. Whatever the case may be, show how your previous experiences relate to the job you’re applying for.
Try to write 5-8 bullet points under each of your roles. Be as specific as possible when describing what you worked on and the tech you used. If you’re working in a large business with multiple teams, explain the part of the product you contributed to.
In any job search, it’s important to show you have a proven record of accomplishment, so
always include links to all your published apps in your CV. The more impressive the link, the higher it should be in the document.
This includes GitHub, Stack Overflow, personal sites, Medium blogs, etc.
Try to disclose as much tangible data as you can. If a feature you introduced improved performance, how? What metrics did you use to judge its success? If you work on a large scale app, what is the size of the user base? How much did it increase whilst you worked there?
Break your experience into easy-to-identify buckets (e.g., positions you held), and then add chunk after chunk after chunk describing what you did (e.g., working with users to understand their problems) and impact your actions had on the business.
One really effective way of showing you are the best candidate is by outlining what you have achieved so far in your career. This includes anything from small tasks (like implementing an API) to ones bigger (like leading a new project). Listing accomplishments shows your employer that you are persistent and constantly improving, even if you have been at the company for a long time.
It's really important to show that you have the skills to think strategically and solve problems. When hiring managers look at mobile application developers' resumes, they want to see solutions. They don't just want to see a list of projects or how long you've been doing things.
Make sure you talk around the most significant tech/product problems you faced and how you overcame them.
Make it clear what programming languages you’ve been using the most. Hiring managers will look for evidence you worked with the latest tech commercially. They usually look for experience with up-to-date libraries/frameworks, Unit + UI testing, CI/CD and modern design patterns. For example:
– Tom Shannon, Principal Mobile Consultant at Few&Far