Product owners are the tip of the spear when it comes to interacting with the customer. Their responsibility is to bring the voice and needs of the customer to the team in a concise, synthesized, and coherent manner. Product owners are expected to collect customer requirements, user stories, and general business context so that they can create work-ready requirements for developers teams to execute on. Product owners will often work with UX to develop wireframes or mockups to get feedback on, and to provide to the developers as implementation guidance.
A Tribe Lead is responsible for understanding the organization's strategy and direction, and cascading this information to their team members. A Tribe Lead is responsible for crafting a long-term vision and roadmap for their team that breaks down the company's strategic priorities into deliverables. A Tribe Lead is also responsible for building highly effective teams, providing career development and mentoring services their team members, fostering a healthy the team culture and morale and ensuring proper investments are being made to support the growth of their tribe.
Squads have a few key accountabilities in terms of people management, work management, engineering excellence. The Squad Lead is responsible for making sure all of the squad's accountabilities are being performed to a high standard but are not expected to do it all themselves. There is more than one way to do things, and squads generally have autonomy to choose what works for them. Within a Squad, a leader may delegate some of their role to others on the team or have someone in a dedicated function (like a tech manager or product owner) play one of the roles. It's up to the squad to deliver effective solutions to business problems, and to work amongst themselves and with other teams to do so. Squad leads are typically generalists and are expected to wear many hats.
Technologies and tools
React.js, .NET Core, AWS.
Each squad is free to use the tech stack they want; for example, many of our teams use React.js for the front end, some use .NET Core and others NodeJS for the backend, and everyone builds services on AWS
Organization and methodologies
The team is organized into squads of 3 to 5 people. Each squad collaborates with the team lead and stakeholders to define requirements, and provides input into the roadmap for the quarter. The squad is autonomous in deciding the tech stack, ceremonies, and other aspects of how they operate. Many teams choose to do pair programming often. Common ceremonies include daily stand ups, sprint grooming sessions, sprint planning, sprint review, and retrospectives. Some teams work using Kanban and others use Scrum.
Projects and tech challenges
In our Technology team, you’ll be expected to collaborate with multiple teams, understand the business domain, design solutions, and shape technical direction without requiring direct supervision and direction. Here are some examples of what we’ve built before so you can get an idea:
- Beautiful page layouts and tooling that allows marketers to configure home, category and product pages with campaigns and event specific content.
- A catalog page that allows shoppers to search for products using a cutting-edge SaaS AI-powered search & discovery platform.
- A JAMstack pipeline for generating, deploying, and serving pages lightning fast with React, Gatsby, and an API driven CMS.
- A tool that enables the business to efficiently manage pricing for ~10,000 products and more than 300,000 variants.
- Automatically generated curated views of our product catalog that enable customers to easily find what they’re looking for.
- Integrated experiences with other tribe’s micro front-ends and APIs
We love hiring talented people, and making sure the opportunity is right for you is just as important!
Here’s our promise to you! Finding a new job can be stressful. We want to make the process easier and more transparent. From beginning to end, we’ll provide you with strong communication and clear expectations. We’ll not only send you messages with updates, we’ll also provide feedback along the way when we can. Whether we’re able to extend an offer or not, we want to make the process worth your time.
These are the steps of our Recruitment process for our Software Engineers:
Phone/ Zoom screen with the Recruiter: After a short review period, a recruiter may reach out to get to know you, learn what you’re looking for, and give you an overview of the position.
First Interview: After the screen call, you’ll participate in a video interview with the Hiring Manager or a Senior Lead Engineer. At this stage, you might be asked to conduct tech coding assessments as well.
Second Interview/ Final Round. This is where you can meet the team and get a feel for our company culture and the Vista dynamics.
- Coding: you will be asked to solve a programming problem, writing code on an online platform using the language you feel most comfortable with. Key focus of the interview is to evaluate if you can take a well defined problem statement and code the algorithm to solve it. It’s also an opportunity for you to connect and interact with our team members!
- Design: this interview is designed to help you demonstrate your design skills, whether they be object oriented or service oriented.
- Behavioral & Culture add: in this interview you will be asked questions where you can provide specific examples of past behavior on the job. Also it will be focus on what you could bring to the team that is currently missing and how you would positively contribute to Vista. Culture add ensures all voices, opinions, views, upbringings, etc. are reflected in our team members. We believe that diverse, self-aware teams are more powerful and successful than homogenous ones.
We’ll make a decision: Hang tight for a few days. At this stage, all of the interviewers will meet to discuss how awesome you are and whether or not you’re a great fit for the position.
A couple of days following the last meeting, your recruiter will provide transparent feedback on how the interview went.
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