At Talentwunder, I faced exciting challenges and tasks in the HR domain. Talentwunder has developed disruptive software that addresses the shift from passive to active talent sourcing, crucial for finding great talents in the changing job market.
Traditional passive sourcing, where companies post job openings on job boards, is becoming less effective, especially with the emergence of Gen-Z in the workforce.
Talentwunder’s software gathers talent profiles from various social networks, such as LinkedIn and Xing, enabling companies to find suitable candidates more efficiently.

Challenges

Technical

As Talentwunder is a startup, the company initially lacked experienced software engineers, leading to technical debt.
My main responsibilities included:

• reducing technical debts.
• set up the whole software landscape.
• set up high standard of software craftmanship.

Organizational

Being the most experienced engineer, I was tasked with setting up the company culture in the Tech department.
This involved:

• Introducing agile development practices (dailies, retrospectives, open feedback culture, etc.).
• Implementing testing to improve code quality.
• Promoting a sense of ownership among team members.
• Building the SaaS team (Web Development).

Achievements

Technical

• Reduced technical debt by 70%.
• Standardized delivery times to a bi-weekly cycle.
• Transitioned the monolithic architecture to a two-tier system (front-end and back-end) and further towards microservices for the back-end.
• Applied best practices such as event sourcing, CI/CD, and end-to-end testing.

Organizational

• Implemented agile development methodologies.
• Built a disciplined, motivated, and autonomous team.
• Expanded the SaaS team to 9 engineers with plans for two SaaS teams.
• Fostered a high sense of ownership for the software.
• Established a clear roadmap broken down into quarterly goals each year.