Here we go again. This is the third episode of our series on how we are ingesting retailers’ data for our beloved customers. If you did not read our previous post about this topic, consider spending a few minutes catching up on it.
In the following paragraphs, we will show you how our new process to update the assortment of our stores works and our journey to get there.
From the previous episode
In the previous episode, we showed you how we reached coordination in our price update flow. We achieved it by the mean of a semaphore stored on Redis: each time it gets accessed, we decrease its value. Once it reaches 0, the next stage of our pipeline begins. We also covered our Conversion Optimizer, a machine learning algorithm.
As soon as prices are updated, the next step of our pipeline can start.
It’s difficult to get a real sense of what it’s like to work for a company from just reading the job description or researching the product. We wanted to give a deeper, more personal insight into working at Everli, something that covers more than just the tasks and tech. Mihai Tuhari is one of our Tech Leads who has been with us for almost 5 years. We spoke with him about a whole host of topics, including his career journey so far, and why he’s going to be Everli’s most annoying Romanian customer. Ever.
Mihai is 33 years old and lives in his hometown of Bucharest, he started with Everli back in 2017 and is considered one of our pioneers of remote work. He’s self-taught, having started coding aged 15, and has worked remotely for companies as far flung as Australia.
As a remote-first company, the Everli team knows how important it is to make our team members feel welcome from day one. Research tells us that a good onboarding experience can help retain employees for longer and keep everyone motivated. As a fast-growing company who has hired 118 new employees so far this year, it’s even more important that we pay extra attention to this process.
So, how do we onboard employees remotely, the Everli way?
All new team members get a tailored onboarding plan
The first day in a new job can be a bit daunting. In fact, it’s almost like the adult version of going to a new school, but without mum or dad to make the snacks! There are new tech systems to get used to, new names to remember and so much information to process on day one.
Everli was founded in 2014 in Verona, a lovely city in Northern Italy. Tech was the first team at Everli to go fully remote (back in 2017) and this wasn’t an employer branding gimmick, it was out of simple necessity. To find the team of our dreams, we had to look beyond Verona where there is a much smaller startup scene than other European cities.
As CTO, I faced the huge challenge of scaling an engineering team in a city where there were not many engineers, and where it was tough to convince engineers to relocate to. In 2017, we were a team of eight people based in Verona. Today, in 2021, we are an awesome global team of 62 engineers with 12 nationalities and people based all over Europe. Here’s what I learnt about how to scale a remote tech team.
It was over two years ago when I joined Everli. Besides usual duties, I was given the tremendous opportunity to migrate the frontend of a complex e-commerce system from Angular to Vue. It’s this type of a challenge you wait most of your life as a developer to be able to use all of your past experience and build something new and as close to “perfection” as it can be.
The most crucial requirement, at that time, was to avoid big rollouts and make every release as much valuable and smooth as possible. Back then, It sounded pretty complex, but it was vital for the company, which was about to double the number of users in the next months. We were growing fast, and new markets were about to be conquered. With my buddy Nicola, we decided to take the small steps and take the pressure off our shoulders by replacing Angular with Vue bit by bit.
When I’ve started writing this article, it was already outdated; as a matter of fact, during these days the 2nd Edition of the Firebreaks is happening.
Firebreaks were one brand new initiative that we tried for the first time three months ago; you may have already read something about it, but we never had the chance to properly describe what is it, why we decided to do that and how it works.
First of all – as you might guess – we didn’t invent this ceremony; on the contrary, it is something that we copied and adapted to our organization.
In short, Firebreaks are a huge, challenging and inspiring initiative, with all the Engineering, Product, Design and Analytics teams involved.
Now that I hope I’ve got your curiosity, we can dive deep into it!
EverliiOS apps get new amazing features every week, constantly growing bigger and more complex, this makes Xcode build times grow proportionally.
Of course, one solution might be to regularly update your hardware, but here we’re going to talk about a free software alternative to that. In the Everli iOS team, we decided to give PodBuilder a spin, and we did right.
DISCLAIMER: this article is the transcription of an internal talk. You can find the presentation here. In Everli we have recurring internal moments that we use for sharing knowledge, as you could see from the previous post. We are going to integrate the key points of the book we are reviewing as we move forward and then we are going to share our learnings and outcomes.
Recently, the R&D Team at Everli embraced a super challenging initiative that we call Firebreaks! 🔥🔥🔥🚒
This served as a natural breakpoint as teams wind down their old missions and prepare to start their new ones. It’s an excellent opportunity to pursue other work that’s of interest to them and of value to the organization.
Our colleagues ventured into several workshops and tested themselves in a five days sprint!