Show HN: Job board aggregator for best paying remote SWE jobs in the U.S.
A new job board aggregates high-paying remote software engineering roles in the U.S., drawing praise for its focus on compensation transparency and frustration with traditional spammy job platforms. Commenters probe technical and UX shortcomings (notably severe mobile lag, lack of sorting/search, and imperfect “remote” filtering), while suggesting expansions to markets like India and Europe and richer filters by tech stack, experience, and company type. The conversation also surfaces broader themes around remote-work competitiveness, “ghost jobs,” legalities of scraping job listings, and the stark pay gaps between top-tier U.S. tech firms and typical roles elsewhere.
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India and Europe; one detailed India’s strong preference for remote work and weak existing tooling (LinkedIn “spam”, outdated Naukri).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.