Show HN: Job board aggregator for best paying remote SWE jobs in the U.S.

Original Article ↗ Hacker News Discussion ↗

Non-US markets and monetization ideas

  • Multiple commenters requested versions for India and Europe; one detailed India’s strong preference for remote work and weak existing tooling (LinkedIn “spam”, outdated Naukri).
  • Suggestions included India-specific pricing tiers (cheap intro, then much higher for 0–2 YOE grads) and focusing on less-intimidating, junior-friendly roles.
  • Some felt the India-focused product is a separate opportunity someone else could build.

Performance, animations, and mobile UX

  • Many reported severe lag or freezes, especially on phones, and blamed the hero animation and table rendering.
  • The author traced this to: (1) a table component that created thousands of link overlays due to a Safari bug workaround, and (2) unnecessary re-renders from a Zustand store rehydrate.
  • They rewrote the table using CSS grid and added shallow state comparison; users confirmed performance improved, but some still dislike animations in principle.

Features, filters, and data correctness

  • Common asks: column sorting (especially by total comp), search, tech-stack filters (e.g., SQL/Java/C#), and an API/feed for integrations.
  • Users flagged incorrect entries: hybrid/onsite roles misclassified as remote, and at least one job where total compensation < base salary.
  • Suggestions included regex/LLM-based filtering for non-remote posts and sanity checks on comp data.

Compensation discussion (US vs Europe, remote vs in-office)

  • Several were shocked by high US TC versus European pay; others noted EU’s different tax/social systems and more equal wealth distribution.
  • Thread references the “trimodal” compensation idea: tech companies (especially US big tech) pay 2–3x non-tech; getting into that band matters more than experience years.
  • Remote roles generally pay less than SF in-office, and some companies adjust pay by geography (pay zones).

Remote hiring, job boards, and strategy

  • Some argue cold applications to remote roles are nearly lottery odds; referrals and in-person networks are seen as more effective.
  • Others counter that boards are still crucial for discovery, and cold applies can work, especially if done early when roles post.
  • Concerns raised about fake resumes (e.g., from hostile states) and “ghost jobs” inflating listings and wasting applicant time.