Single Page Applications and SEO

I am a software engineer who is wanting to build a startup idea. The plan was to build our web app as a Single Page Application with React. I've been reading a little bit about the challenges of SEO for SPAs and I wanted to know if this is still an issue in 2020?

As a dev, I'd much rather build a SPA so that my FE/BE are decoupled, reduce dev time, and better UX. However, since our idea is a platform for both businesses and individual consumers, SEO will definitely be important for us.

That being said, would it be better to build an SPA for the above reasons or MPA for SEO? Or is SEO with SPAs not as challenging nowadays?

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Startups – Rapid Growth and Innovation is in Our Very Nature!

The strategy of sending multiple domain names in a single outbound email

 Domaining Tips: Today: The hottest industry in the world to invest into domains in right now / How to reply to this outbound response / sold for $ 21,003 / and more… Here are the new discussions that caught my eye in the domain community today: How to sell an entire domain portfolio – There are several […] The post The strateg…

Why Should A Single Mom Work From Your Home?

You should approach potential partnerships in the unique, personalized manner that reflects the ideals of one’s business. Investigate whether other like-minded businesses would be interested in selling your product, in particular when it works well in conjunction with their own goods or services. Activity . build RAM, you are available it both to computer manufacturers and repair specialists.

Before you choose work from home, you’ll want to look sign in strengths and weaknesses. Will you be able to control on your own? After all, any business would have its highs and lows. You need to be strong enough to experience it all your pattern.

Express to both your friends and relatives how important it is because understand that because happen to be at home, does not mean that the importance of the job is any reduced. It is important that you determine up a work schedule which you have posted towards the family to keep yourself updated of offers this same schedule towards friends assure they know when you are available and do not available.

When you work at home, must an desk. It doesn’t need to be large, but features the familiar to be professional and well fit. Your office should work build an a sense productivity, inspiration and contentment. No matter what size, may do well in any space particularly useful and productive planning.

Cleaning Providers Services – Another home business for moms has something keeping investment property clean and neat. Like a mom, you surely precisely how to have a house thoroughly. You can offer cleaning products and tools locally and the net. Show them how clean your home is after you used government. You may also hire an employee to provide cleaning options. You may also for you to join them in cleaning a client’s home.

Search online to get the supplies have to have for your online business at wholesale cost. For this kind of purchasing, the online market place can thought of a godsend, where you’ll find extremely competitive prices on the things that you need. If you have a business license, you should purchase all necessary materials and systems.

Being company is like running a marathon. People that do don’t have the perseverance and attitude to succeed will quit altogether. These quitters generally the you also must be go around telling others that home business businesses are scams considering that it did operate for the kids.

Don’t let family constantly interrupt when working from the house. Interruptions can possess a big influence over your productivity, so advise your family and family regarding your working hours and whenever will be accessible to them. Express the necessity of privacy with your work in your own home business and quiet which is it tends to make you wind up sooner. Children should be supervised by another family member, nevertheless, you should be accessible in the big of a desperate.

C.COM – Impossible single letter #domain heads to the #USPTO Single letter dot .com domains are impossible to register or acquire; in fact, only and are officially registered. The rest of the domains are with the IANA, in reserved status. But what about C.COM, you might ask, how is it possible that this single letter .com domain has been submitted in a trademark […] Copyright…

Why Should A Single Mom Make Money Online?

Home companies are a regarding work, and it does not need to be a miserable experience. Your goal should be to have the available funds roll a person sleep. Second income can assist in paying bills while other work to do to herald extra disburse. Do you see how you can achieve solid residual revenues?

There are several legitimate businesses that will hire you to work from home anyone have the experience. Its cheaper to a company to utilize as many people who will work from home as they possibly might. They do have never to order the usual costs in which a company should pay in order for their business become successful. Hiring workers who telecommute efficient will save money on building, internet, power, and insurance costs for firm. You gets hired by one of the companies which usually are hiring if you’re are prepared look all of them online.

One of the very best work from their home opportunities for mom is mail-order sales combined with network marketing sales. Desire mom to mail out postcards, fliers or sales-letters and she can also involve the kids in her work in business. Getting the kids work the woman’s they are learning perform together like a family they usually earn their allowance. This teaches and reinforces responsibleness. It is great for all involved!

If so, let me put mental performance at ease and familiarizes you with a few home business ideas that may get start for no more than 0 and might be operated very profitably on a part-time reason.

If driving is a substantial part for the business, keep good records. Mileage and fuel expenses can be written off on your taxes, and also you might a bit surpised to learn how much it is possible to save shattered. You will finish up writing off a good!

If you’re searching the internet for a work at home job opportunity, research first. Read each listing carefully. Understand why the recruiter is looking for certain element. Don’t apply any kind of online job that seems too good to be true-because normally is.

Doing which love everyday is essentially the same like a free. On the other hand only 30% of the population is truly free doing what they love, then what the actual rest of folks supposed test? The answer may surprise you.

How Can A Single Parent Home Business?

Advertising work to have company, from sight, from the mind can end up being just one among the difficulties you go up against. For instance, while you might be very qualified for a promotion, an individual work from home, publish not be utilized as seriously as numerous your event. It’s also practical for you always be inadvertently kept out of the loop in important advertising. It’s important to get very intentional about keeping yourself indispensable.

Make sure that the compensation plan is reasonably attainable. Don’t spend twelve month of your life thinking you’re working a legitimate home business and discover that the quantity money desire to make is not remotely would-be. Count the cost before you begin.

Whether you shower the night before or the next morning it’s your business, you need to get prepared. A well put together person demonstrates this they are able for process day. I’m not talking in regards to a three-piece cater for. Just get out of one’s bath robe into some comfortable street clothing.

D. Are rarely getting involved in any other internet distractions, it is way to easy start your day by ‘catching up’ on the website. Facebook and Twitter are amazing modes of networking, an individual can get up to date and then half working day is gone with no ‘real’ productivity being done. The main thing to enjoy when business is that the work should be your priority above areas. Don’t stop your socialising, just be aware that your aim is to work from home another thing your L.M.O for the day have been completed then entire day is yours.

When you work at home it can be go circumstance. You could possibly get mixed up in working every minute of day-by-day or become distracted from family members, pets and every day jobs.

Enjoy ! It may sound like running a home business almost all work no play but actually, could not scenario. Your own business gives you personal power and freedom, since you are in control of your hair straighteners.

Maybe you are bored using current job, but due to the downturn in the economy finding another job is not as easy seeing that it sounds, why not start an internet business.

I created a full fledged Job Search & Candidate management website in 4 months without spending a single dime. Which I will be launching this Wednesday.

Okay, the title seems click-baity if I don't count the hours working on it. I technically spent $ 0, but worked on it full time 12 hours a day, everyday for 4 months.

Hello r/startup.

Over the past 4 months, I have been spending 12hrs everyday designing, developing, and learning as much as I can to develop my startup. I have been fortunate that my profession is UI/UX and design so I got that covered from the get go. All I needed to learn was backend development, and more front-end.

For the record, I am trying to get into the job search, candidate management space for my country, and move to ASEAN, and then international in the future. As per my research, most of the local players here have very outdated websites, or the other are big players already (linkedin, indeed, etc.), but they lack the features that my Startup has.

At my 4 month mark, I was able to develop a working application with:

  1. Company profiles with job posts
  2. user profiles with user accounts, dashboards, public profiles, experiences, skills, etc
  3. Job applications by candidates, that the company sort through using screening questions, cover letters, etc.
  4. a kanban application created with Vue.js to track which applicant is in in the hiring process (with more features that I am currently developing)
  5. A Social media designer tool for job posts (somewhat similar to, which got a $ 60 million round by the way.)
  6. Real time chat using vue.js and websockets (local players dont have this functionality as well as the social media, and kanban)
  7. a website that looks GREAT in desktop, as well as in mobile.
  8. Application notification, so when a jobseeker submits an application and the employer checks it out
  9. Company calendar
  10. video interviews

Now, I will be launching my website this Wednesday, and I am just preparing everything in a marketing standpoint

What do I do next?

Everything is all bootstrapped, and I currently don't have investors or anything. What should I keep in mind before a new chapter of my startup opens up?

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Startups – Rapid Growth and Innovation is in Our Very Nature!

Why Should A Single Mom Home Based?

Planning my day before you go has been paramount for me personally working successfully at home. Knowing what deadlines or calls help make matters at the start my workday keeps me focused terrifying get more work attained. I also try to do similar tasks in sequence to do this a greater workflow. Don’t hesitate to allow some flexibility with your schedule inevitably things happen beyond our control. Regarding beginning, I wasn’t always so organized and I wasted time fluttering around from one project to an alternative. However, I found over time, the system of planning my days works well for me in my house business.

Maybe a person bored in your current job, but because of the downturn throughout the market finding another job isn’t as easy it sounds, not really try start an online business.

The worldwide downturn throughout the economy has forced people to try to supplement their income. Plenty of people have lost their jobs and now rely about their savings or part-time occupational opportunities. When you are in the home business opportunity niche these are typical potential prospects for on the web.

Be handy. Although you have a home job, your clients may take a different time zone. Their sleep times may be your waking time. Try to be flexible with your schedule so you might have direct contact collectively with your clients necessary. Flexibility is that one customer perk that could land you more work and great referrals. For time management, you might have to shift some duties around. Pick the ones that can finished at almost any hour, such as building your grocery list, doing laundry or light cleaning.

It’s because of the people who signed you up don’t wish you find out about that will. They make more money by keeping you at the bottom levels and not allowing you to succeed, but a top-tier program won’t only allow you to make a five-figure monthly income in your first 30 days, but will teach you valuable skills and advertising models that lets you be successful in whatever business you’re currently relating to as certainly. That’s exactly which need in the event you want to work at home.

Organization. Organization is issue in determining to having a successful home internet commercial enterprise. Create a daily work schedule, a communication calendar and organize your work e.g. computer folders, email messages, thus.

So in order to create work from home work meant i had to very much step up and take control of daily life. The good thing about it was, every second I spent working means I receive to earn more. Workouts a real eye opener for everybody. Earning from home took a lot of work – for some reason does!

If include exercise machines at home; like a treadmill, machine or a fitness bike, all of them well. Divide your time among your machines. Normally, you ought of do a 30-minute routine you can find cardio computer system.f you have Wii Fit, use it for your fitness advantage. You can even invite your son or daughter, or any family member, to play tennis (or any other game what your sweat out) with any person. The Kinect for Xbox 360 is an alternative to the Nintendo. Use this motion sensing device to to be able to sweat out and. You can play The Biggest Loser Ultimate Workout, Dance Central, Virtua Tennis 4 or Your Shape 3.

It’s impossible to motivate every single employee on the market. Instead, we need to focus on recruiting the right people for our organizations. We need to know who they are – and then get them on board.

TL;DR : One of the most common problems in IT companies is the low motivation of employees to do their best at work. Here’s how we verify candidates at Ragnarson – the company I founded.

In April 2018, my business partners at Ragnarson and I joined a local group of IT entrepreneurs in Lodz, Poland. We usually meet once a month and discuss topics that are relevant to our interests. It's a place to learn from each other and share our struggles.

One of the most common problems that keep popping up is the low motivation of employees to do their best at work. They're often not engaged enough or lack a proactive attitude. Instead of bringing out the best in them, the company seems to drag them down.

We've been through this at Ragnarson.

We kept improving our environment to tackle those problems. This means that we experimented with our company culture, vision and mission, projects, organizational structure, and many other elements.

Ultimately, we learned that no matter how 'good' your environment is, it's only one part of the equation.

The other part is about the kind of people you bring to the table.

Every environment is attractive only to a specific group of people. If you hire 'everyone' without considering how they fit into what you offer, the chances are high that 'everyone' will end up disappointed and unmotivated.

The question is not how to motivate every single employee on the market. That's just impossible. Instead, we need to focus on recruiting the right people for our organizations. We need to know who they are – and then get them on board.

If you have ever:

  • Hired someone who left after a few months because 'the company was not what they expected',
  • Dealt with an unmotivated employee who struggled with their responsibilities and delivered little value,
  • Hired a person who didn't get along well with the rest of the team,

then let me introduce you to our secret sauce that helps to handle this problem.

In what follows, we share an overview of our recruitment framework. It has been tremendously helpful for minimizing such problems and brought us a lot of other benefits.

Note that we've been tweaking the process for years and adding new features that help to attract desirable candidates, give them more value, and filter out the undesirable ones. Moreover, we constantly adapt it to changing market conditions.

Our interview process

Our recruitment process consists of three steps.

  1. The first interview with our HR team,
  2. Technical interview,
  3. Cultural fit and soft skills check.

The importance lies in what's being checked and how. This order works for us, but it doesn't mean that it will also work for you. Moreover, the entire process is done remotely. Let me walk you through it with more detail.

First interview

Most companies are adept at the initial interview with candidates. It's chiefly about getting to know each other, talking about basic expectations, checking their language skills, and getting a general impression of the candidate.

Some companies engage the final decision-makers at this point. They speak with a candidate for an hour, and if they like what they hear, they make a hire. In my opinion, this is where the greatest danger lies. All you can do in an hour is to get a vague idea about someone. That's why we do more than that.

The main question marks we want to address at this stage are:

  • Do the communications skills and maturity of the candidate correspond with our requirements?
    As a self-managed company, our expectations need to be at the top end of the spectrum. For example, most of our employees communicate directly with clients. They are responsible for making decisions which in traditional environments are handled by more experienced managers.
  • Can we provide the candidate with what they're looking for (and vice versa)?
    In our case, the responsibilities of developers are broad. They not only code but also manage the relationship with our clients. This means they engage in tasks like collecting feedback, organizing in-person meetings, learning about the business of our clients, and handling issues if any arise. A person looking for a calm environment where their concerns are limited to the technical challenges of the project wouldn't be a good fit for us.
  • Does the candidate speak English fluently?
    Practically all developers write code in English and need to understand this language to be able to learn new things. In terms of speaking English, not all companies on the market require that. This creates a pool of specialists whose speaking skills don't allow for smooth business communication.
  • Do our mutual expectations meet (like salary level, flexible working hours, or remote work)?
    Flexible working hours and remote work provide a lot of freedom to employees who can work from any place and at any time, assuming that their team and clients get enough time overlap. But not everyone wants that. People who need a bit more structure in their lives and/or prefer working from an office aren't going to appreciate the option (or necessity) of remote work as much.

If we don't see any major red flags at this point, we move forward with the process.

From the candidate perspective, they get a basic overview of our offer and recruitment process. It gives them the first glimpse of our culture to decide whether this is what they are looking for. Nobody proposes marriage on the first date, and the same logic applies here. Both sides need time to figure out if they fit well together.

Technical interview

Once we have an overview of the candidate, it's time to make sure that they possess the relevant skills for the job. Depending on the type of individual we are looking for, we ask them to perform different tasks.

Most of the time, we hire software developers. In this case, there are two steps to complete:

  1. A programming challenge carried out offline at their convenience
    This is the first technical step that gives us an overview of how the candidate thinks and what kind of quality they deliver. It's not enough for us to reject the candidate at this stage. In practice, some candidates give up without completing the challenge for various reasons. It saves time for us both.
  2. A call with one of our senior developers consisting of:
  • A discussion about the solution of the programming challenge prepared by the candidate (around 30 minutes)
    This step is crucial in understanding how the candidate approached the challenge and why they solved it in this particular way. It tells us a lot about their perspective and how broadly they look at problem-solving.
  • Theoretical questions (30-60 minutes)
    Contrary to how it sounds, this step doesn't aim to bore the candidate. The goal is to uncover whether they have a deeper understanding of the technologies they use. It's crucial, especially if someone aspires to a technical leadership role. In the case of less experienced candidates, it tells us a lot about their potential.
  • Live coding (around 60 minutes)
    Theoretical knowledge is nice but not very useful if the candidate struggles to apply it. At this step, we see their problem-solving capabilities in real time. The task also simulates everyday challenges they are bound to encounter at work. Both sides get a chance to see how the collaboration may look like once we decide to work together.
  • Q&A and next steps
    At the end of the process, we summarize it – we describe our expectations regarding each step, provide candidates with feedback, and answer their questions.

During the technical interview, two good things usually happen for candidates.

First, they get a chance to get to know us better, understand what technologies we use, and what maturity level we represent. This allows them to imagine their future working environment in more detail.

Second, they get a professional evaluation of their skills in relation to market expectations. This is invaluable for understanding how they're doing in comparison to other professionals in their fields. Moreover, when the live coding session is over, many candidates who did well are very satisfied. It boosts their confidence and makes the process valuable, even if, for some reason, we end up rejecting their application.

Cultural fit and soft skills

After the first two steps of the interview process, we have a brief understanding of the candidate's experience. We know that their hard skills are on the required level. We still need to dive deeper into soft skills, previous responsibilities, expectations, and cultural fit. It helps us to find potential blind spots.

At the last step, our process engages around 6 employees. Each of them has a 30-minute call with a candidate. Involving so many people sounds expensive and time-consuming, but so is making a bad hire. The more team members participate in the process (up to a certain level), the more comprehensive the candidate image we are able to build. It minimizes the number of bad hiring decisions and allows the team to pick their new workmates.

In our experience, companies rarely make this kind of effort. That's why our approach not only gives a chance to gather more information about the candidate but also helps us stand out from the crowd. On the other hand, for candidates, it offers a great opportunity to get to know the team and the company.

It's crucial to have a structure for each conversation. We don't want to just hang out with candidates but also spot potential problems. Here's what we especially look for during these calls.

Soft skills and expectations

From the candidate's perspective, it's essential to understand how we differ from the competitors. This is also something that we mention during the first interview, but it requires constant reminders. Now is the time to give them a proper introduction and lay out the concept in more detail.

Oftentimes we experience 'aha' moments when the candidate realizes what our environment really looks like. I always tell the story of how we help T-shaped individuals [1] to flourish. One of the best examples involves our self-set salary process. By the time I have a chance to speak with the candidate, they usually have a vague idea about how it works. They often don't realize that they will be ultimately responsible for their own salary, and no one, not even me, can influence it.

But back to what matters now: understanding the value proposition makes all the difference in the long run.

We want to avoid a situation where someone leaves after 3 to 6 months because the job is not what they expected to be.

From the company perspective, we need to make sure that the candidate is really able to handle the job.

An example of that would be asking about the experience of working with external clients. All of our projects require such interactions. If we see potential red flags here, we note them down and discuss them with the rest of the interviewers later on.

Another good example is when interviewing someone who is or was a team leader. Our expectation is that such people should be able to solve problems within the team, pick new team members, and, of course, handle interactions with the client. Oftentimes, the experience of candidates is limited to interacting with clients to some degree or simply being the most experienced member in a team.

Culture fit

Culture fit is my favorite part. We look at our core values for guidance. We also have a scorecard with sample questions to make sure that every "recruiter" is on the same page during the last stage of our recruitment process.

For example, one of our core values is growth. Obviously, every candidate claims that they are looking for it.

Perhaps that's even true in most cases. The difference is how we define growth. How often are people expected to leave their comfort zone? What kind of skills should they be developing?

We ask many indirect questions to understand how we both see it.

Another important aspect is how the candidate fits into the team in general. Since we're a self-managed company, there are many responsibilities covered by people who wouldn't necessarily be involved in them at other organizations. We try to understand whether the candidate is interested and willing to engage with various aspects of the company.

There are many people who have a narrow specialization and would rather have only responsibilities related to it directly.

There's nothing wrong with that. It just means that such candidates are not always a good fit for us.

Finalizing the process

Once we have all pieces of the puzzle in place, it's time to summarize what we know and accept or reject the candidate.

All interviewers participate in a 30- to 60-minute call.

We voice our impressions one by one and vote for or against the hire. This is not a democratic process. We always select one person who bears the burden of the decision. This person is responsible for managing the probation period and firing the candidate if something goes wrong.

Usually, the best person for the job is the team leader of the project who is going to be working with the candidate once they are hired. Usually, it's one of the developers or our project manager. Such leaders emerge naturally and are expected to encourage their team in decision making. In the case of adding a new team member, the entire team provides feedback during the probation period and decides whether the new person stays at the company. If for some reason, things go wrong and the new hire needs to be fired, it's the leader who pulls the trigger.

If the hiring decision is positive, we always make referral calls. For some obscure reason, I noticed that companies often omit this step.

I remember situations in which we learned that the candidate was responsible for a project that failed or had been fired. It gave us a chance to confront these findings with them and openly discuss their lessons learned to avoid such cases in the future.

If for some reason, the candidate is rejected, we provide them with extensive feedback. This is another way of improving the process and making the experience more valuable to them.

Best practices

Let's summarize the most important aspects of the process. It should give you a better indication of how to design yours.

  1. Make your recruitment process two-sided. Candidates need to 'recruit' you as well. Otherwise, you risk losing them after a few months of working when they realize that your company is not what they were looking for.
  2. Don't sugarcoat your environment. There is always something that doesn't work great, and I strongly suggest you be open about it. If it discourages the candidate, you might be saving both of you a lot of time and nerves.
  3. Engage your team. It brings so many benefits to the process that it's even hard to mention them all. The most important thing for the candidate is getting to know their future teammates beforehand. They can ask questions about the company first-hand and get honest feedback. And you can get a much broader and comprehensive picture of the candidate.
  4. I believe that just like in sales, the best recruiters act as advisors to the candidate. They're not someone looking to close a deal at all costs. We often challenge the decisions and preferences of candidates. We want to know how well-thought those choices are and whether our offer makes sense for them in the foreseeable future.
  5. Provide candidates with feedback. It's extremely valuable to them as it provides a reference point for future improvements. If the candidate was rejected, it also helps you to keep the door open and encourages them to get back to you once they meet your requirements.


Building thriving working environments is not only about their design and features. An important part of it is the people you invite to the table. Candidates have diverse preferences and because of that require different environments.

To minimize the chance of hiring someone who isn't a good fit for your company, establish a process that makes the selection more accurate.

One of the biggest pitfalls I've seen is having a hiring process that is too one-sided. Companies check whether the candidate is good for them but not the other way around. They have little knowledge about candidates and hope that it all works itself out.

If there was only one thing I could ask a candidate, it would be about what drives them.

If what your organization offers doesn't match their interests, don't expect them to be motivated or engaged.

Managing expectations is the key.


[1] More about t-shaped individuals can be found in T-shaped Professionals, T-shaped Skills, Hybrid Managers by David Ing.

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Startups – Rapid Growth and Innovation is in Our Very Nature!

Why Not Work From Home As Just A Single Parent?

Only when that time comes may make sense for you to leave your work (if exactly what you want to do). You may then have more time to commit to your business so down the road . grow company is even higher.

It’s pretty common for people who online business to realize that they wind up with more distractions than they’d presumed. Do you have pets that need attending? Even though they spent the day by themselves when you were working, you’ll be surprised figure out how greater attention often they need just because you’re housing.

Deduct the cost of your personal home office have got file your taxes. Taxes are an unpleasant part of any business, however often that own a house based business don’t realize their office can be written switched off. You can even cancel an involving rent, utilities, mortgage, some other bills, basically because they are valid business other expenses.

Like many work inside your own home sites, I list offer of companies which hire people to work from home at least somewhat on the regular basis. I always hope it’s a clean, scam free list, but Cannot guarantee it because companies and websites change use. You shouldn’t be limiting you to ultimately my lists or anyone else’s lists anyhow. Possibilities an involving opportunities in the world which never make it onto any list as they quite simply don’t take place that many times. You need seem at more options.

Today the computer is truly the workhorse within the the housewives and work at home jobs on the whole. It has to be an ideal computer with speed and better to have high speed internet connection as well as a beneficial security program like Norton.

If end up being not feasible to do avert do from home, find something that one can do. Give thought to your passions, talents and skills. Write them down and take some time to discover and research yourself. After you have a grasp on your niche, research home business clues.

If own exercise machines at home; like a treadmill, rowing machine or a workout bike, all of them well. Divide your time among your machines. Normally, you should do a 30-minute routine cons cardio computer system.f you have Wii Fit, use it for your fitness advantage. You may also invite your son or daughter, or any family member, perform tennis (or any other game an individual sweat out) with your. The Kinect for Xbox 360 is a substitute for the Nintendo wii. Use this motion sensing device to an individual to sweat over. You can play The Biggest Loser Ultimate Workout, Dance Central, Virtua Tennis 4 or Your Shape or maybe more.