rsavage

Great to see the transparency - I wish many more companies followed a similar model!

Just FYI: Every job ads link to "compensation philosophy" is broken.

The ads contain Zone salaries, but there was no where that explained what countries are what zone in the ads (or in any of the linked pages).

So many companies (including mine) built software to replace spreadsheets - but of course spreadsheets are great because you can do anything you want.

When there is no 'standard' way of doing things, you end up writing feature after feature to meet all the different ways people want/need to use the software to replace their spreadsheets.

Eventually it just becomes a huge messy. If instead we allows our customers to customize the software themselves, so each customer got what they needed, but still had the core backend, data, and shared functionality shared between them maybe we could build simpler software again that also does.

Maybe they can just vibe everything themselves, but vibe coded features feel like a solid middle ground.

I know of rough.app and vendo.run trying to allow vibe coded features, but I haven't seen anything take off like lovable yet. Is there something out there that is being widely used that lets any software become malleable?

Agree with the above commenter.

We would be happy to try except when it has write/merge permissions .

One click and auto merge are nice to have. Having the bot (and your company) able to deploy any code changes to production (by accident, via hack, etc) is a no go.

Suggest making them optional features and just having code comments/repo read version.

Not sure if it’s possible - but if the permissions could exclude specific branches that would be ok as well.

But needs to be no way a malicious actor could write/merge to main.

It's worked well with pretty role. However, for our Customer Success / Support team hours = hours out is more true than other roles. So for these roles its more about being able to attract people who are really good at their roles.

We don't track hours at all -- staff are expected to track their own hours and keep them to 32hrs. Occasionally something happens and people work longer hours in a week, however we then give them time off the following week.

I am co-founder of a 5 year old tech startup with 50 staff that introduced a 4dww / 32hr work week a little over 2 years ago.

Since are a lot of questions surrounding 4dww - Thought I might be able to offer some insights.

1. “four days but actually working longer” or “four days with reduced hours”.

-- We offer 32hrs work week, rather than the standard 40hrs in our home country. This is generally taken as 4 days, but some work 5 days with less ours (especially those with school aged children).

2. "What employers want to know is not what happens in poorly managed offices, but what happens in well managed offices where employee workload was already optimised."

-- I am going to be biased but we spent 3 year with standard work week, and I think we were highly productive as an organisation, our internal metrics, output and surveys agreed with this assessment. After 2 years, we haven't seen any noticeable / measurable decrease in output or performance compared to 5dww, or since we started.

3. "Do these companies close on a week day, like they just don’t open on a Monday." -- We generally allow people to choose any day off they want, put have them put it in ~4 weeks before hand. Most people take either Monday or Friday, which means we always have some staff covering the days others have off. In smaller teams that speak with customers (sales/cs) they agree among the team who takes what days, and can trade, as long as we always have coverage.

4. "4 days week sounds great, if you hate your job and you already earn less than you deserve." -- We pay top percentile as other startup/tech companies in our country's HQ. Anyone joining us shouldn't feel they are being paid any less than someone on 5dww -- and that is because we expect their output to match those of others working 5dww.

Overall we've found the move to be extremely successful at attracting and retaining talent with I believe helps us be significantly more productive than other startups I know doing 5dww.

We have a few things that I think help with our 4dww, include remote async with very flexible hours, hiring worldwide, transparent salaries and virtually no meetings in engineering.

One thing this flexibility allows us to do is ask our staff to be 'switched on' when they are working -- if for any reason they aren't being productive, we encourage them stop working, do something else, and come back later. We expect our staff aren't reading reddit, posting on hacker news, etc during work-time -- in return for the 32hrs we want to see it (almost) all productive.

I believe this, along with staff dropped the least important work gives us a similar/same output as 40hrs. With the benefit that we've been able to attract talent that otherwise may have gone elsewhere, with a turnover of virtually 0%.

Happy to answer any specifics about how we've implemented thing, or what I've seen as a co-founder leading a small (16 people) engineering team.

Thanks Conch -- Fixed the typo.

The 4dww has worked really well for us, we haven't found the same or increased productivity by moving to the 4dww. While also being able to attract and retain talent better.

I also hope it catches on more widely!

Please don’t put basic features behind enterprise licences.

We are a small start up. We use SAML / SSO. We care about security. We care about privacy.

None of this is “enterprise”.

We stopped using competitors to you because of data privacy issues.

We would happily pay for a self host version, where we control all the data recorded.

These type of tools are extremely useful, and it hurts not having it. But they are just way too much of a privacy issue.

Self hosted and paid - is the future of data privacy.

I would love to see you (and others) off these options, it’s really a game changer and makes the switch easy from any product that is not self hosted and collects our customers data.

Runn.io | Software Engineers | 4-day work week | Remote World Wide | 70-127k USD | Transparent Global Salaries | Full stack JS

Runn builds project and resource management software for progressive businesses. Businesses that believe that driving staff engagement, interest, passion and work-life balance is the greatest contributor to delivering great projects and products.

Our software improves the work-life balance of over 18,000 people and we are on target to help 100,000 by the end of 2023.

We are a fully remote async startup with 21 people spread across 6 countries & 3 continents. We offer transparent global pay, and a 4-day work week.

This role is now closed -- we've be inundated with high quality applications! Thanks for your interest :)

Buffer don't currently pay same regardless of location -- but they have published a blog post stating they will.

Runn pays the same regardless of location (with exchange rates locked in yearly, and only ever adjusted upwards)

This is only true if people are underpaid in their salary bands -- which certainly can happen.

However, it doesn't have to. We are still small with our experiment, but we pay 95% percentile in our market, plus provide additional benefits well above the norm.

We have no issues hiring and retaining high performing staff because we pay as much or more than they would get elsewhere in the local market.

I am sure it’s low in the Silicon Valley. Here in NZ - we are the highest paid tech juniors I know off. Most offer around 60k NZD.

Need to remove your US bias. However - the whole point of transparent is that everyone knows.

If the salary is low for you, you will never apply. But you know exactly what you’ll be paid, and know it’s the same as everyone else doing the same role/level.

That is the benefit to being transparent - it doesn’t have to be the highest paid, it’s simply fair. equal and transparent.