We’re IDENTIFiD, the identity confirmation service that uses biometric scans to protect identities from fraud and theft. Our patented software platform enables businesses to use iris cameras (and other equipment) to validate against our central repository and repel fraud attempts from people who have perpetrated negative events in the past.
We’re seeking a talented developer to provide technical leadership for our software platform. We’ve built our system using third-party developers under contract. Now we’re ready to take the next step and hire an anchor for our in-house development team.
Main technical areas:
? Our server side is written in Java. We’re very open to evolving to a new technology over time (maybe Node.js or Elixir), but you have to come to the table with solid Java skills.
? Our main database is Postgres. We also have some CouchDB in the environment, but we’d like to retire it. We’re open to introducing MongoDB.
? We have a Windows client written in C#.NET that is being used in the field to capture images from iris cameras, handle image processing, and communicate with our web service. We’d like to replace it with a headless Windows SDK and a sample client that uses the SDK. The SDK would need to stay in C#.NET, but the client could be built with another technology stack (for example, GitHub’s Electron).
Main responsibilities:
? Work side-by-side with the current developers to learn our technology and take over the technical leadership for it.
? Play a key role in identifying how many additional developers we need (and when), then recruiting and on-boarding them.
? Architect, design and build new features based on our product vision and input from our growing customer base.
? Organize a development pipeline that fits your style — preferably some version of the GitHub flow with continuous integration and deployment.
? Manage our production environment (on AWS).
Questions & answers:
? Why are you moving from contractors to an in-house team?
Using contractors allowed us to rapidly build out a working version of our system to pilot with our first customers. Now that we’ve proven the concept and the basic technology, we want to begin creating the long-term team that will take over. We want to start phasing out the contractors as you’re ready to take over, but the relationship is great and there’s nothing awkward about it.
? Will I have to do everything myself?
We’re not going to turn everything over to you to carry it all on your shoulders without any help. At first, the consultants who have gotten us this far will be right there with you.. As they phase out, we’ll hire others to join you — but we want you to get established as the anchor first.
? How many developers are you planning to hire?
We want to start with you as the technical lead. Then we’ll work with you to plan the next steps. Right now, we’re imagining adding a few more people to the team over the next year.
? Who would be my boss?
You’d report to the founder and active day-to-day manager of the company.
? Would I get stock options?
That’s one of the best parts of working for a startup!
? Where is your office?
We have a small office in Park Place (near 119th & Nall). Now that our team is growing, we’re looking for our next spot.
? What are the work hours? Will I be able to work from home?
We’re flexible on work hours. We want to focus on the quality and functionality of our software, not just the particular hours people are in their seats. We appreciate a good mix of working together in the office and working at home where there are no distractions (or traffic). To start, 60/40 (or 40/60) seems about right.
? Will there be travel?
Not much. But we think it will be really important for you to interact directly with customers to see them using our software. So there will be a few trips to get you out there. It’s pretty rewarding to see the software you wrote being used as a key part of someone’s daily work.
Q&A for recruiters:
? Benefits?
STILL WORKING ON THIS INTERNALLY – EVENTUALLY WILL COVER the usuals: PTO, medical, dental, vision, disability, etc. We pay for COBRA (up to $1,500/month) until the benefits kick in.
? Salary range?
Competitive. Plus stock options. We can give more guidance by email or over the phone.
What’s the hiring process?
First, we’ll review the resume and give you feedback within two business days whether we want to do a phone interview. (If not, we’ll tell you why.) The first phone screen will be with a technical advisor from one of our investors. If we choose to proceed to an in-person interview, we’ll work with you to schedule it within a few days. The participants will be the founder plus one or two advisors