Talk to as many people as you can at the company, especially people who aren't in leadership positions. Ask if you can talk to a couple of the people who'd be reporting to you. A scheduled interview is like talking to a provided reference, while an unscheduled interview is like calling up someone not on the provided reference list - you're more likely to get something interesting from the latter. Whether it's a scheduled or unscheduled interview, people generally want to speak honestly with you - they just might not feel like they have permission to do so, or feel that airing the company's dirty laundry would be inappropriate. In my experience, it can be hard to get people to initially admit things aren't perfect, but once they've done so, the floodgates open. I tend to ask things like 'so, how would you rate working here on a scale of one to ten?' Unless they're absolutely delighted with their workplace, most people respond with an eight or a nine, which doesn't mean anything - you'll get an eight or nine if the company's pretty great, and you'll get an eight or nine if the company's a total dumpster fire.
But then you can say 'A nine? Why not a ten? What would make your experience here a ten?' This doesn't always work, but at this point the interviewee figures they've already admitted the company isn't 100% ideal and I've usually gotten an unvarnished opinion.
Communications issues are usually two-sided so I'd lean more heavily towards figuring out what those could be. 30 people split between 3 timezones is challenging. 1) Ask why the other person is leaving for real. They should be vulnerable and tell you the truth. Sometimes they'll hide behind something like 'thats confidential' which you can't really argue with, but I'd dig into it. If they get nervous walk away.
2) Ask them what systems or processes they want to improve or change and why. What isn't working? 3) How will you be evaluated in your role. Sometimes there are unclear expectations from managers or any other 'leadership' style role at a company. This isn't OK because it might just take one person to change their mind about how you're doing for you to be 'not good enough'. Again; dig into it.
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4) How is the company doing from a financial perspective. Whats the burn? Whats the revenue? What's the LTV/CAC? If they can't answer or won't, I'd consider that a red flag.
5) How is the product roadmap set. How far out are they thinking? Make sure it lines up with your vision of how to organize groups the right way. Worry less about 'organizational health' and more about 'organizational fit'.
'Healthy' can mean different things to different people. Some employees care primarily about work/life balance, and being able to sneak out early on Fridays to hit the slopes. (I'm looking at you, entire state of Colorado.) Others want a high-pressure, high-reward environment, where their colleagues live up to the same high standards they expect of themselves. ( cough Amazon cough) So rather than trying to find a place which is healthy, find somewhere which is healthy for you; with a culture which reflects your values, benefits which support your lifestyle and leaders who help you grow. No company is a perfect employer and no person a perfect employee, but that doesn't mean there doesn't exist perfect relationships. This flips your question on its head a bit, but are you going into this offer excited to try and get the teams to work better together, or because you want a role leading teams that are already working really well?
If you expect to inherit fully functional teams I think you're probably not going to enjoy the gig. If, however, you're excited about the chance to get a group of developers firing on all cylinders again then perhaps this is the right job for you. If you want to ask a question, I'd ask what challenge they have experienced to date linking these teams together to get them working well. What specific things do they expect you to try and fix and improve, etc. I'd also ask how, as leaders at the company, they stay aware of how things are going, touchpoints, etc.
Key symptom for a lot of issues at a company tends to be a lack of transparency (at least this has been my experience). Asking questions that get to employee engagement, involvement, and feedback processes can be good signals of transparency or potential issues. I would ask them what, specifically, within the organization itself failed w/r/t the manager being replaced and what has the organization changed to prevent the same thing from happening in the future. For example, did they not evaluate the manager before putting them into a position where they failed?
How do they know it was a communication problem? Remember, this question is not asking the details of what happened (those don't really matter). This question is asking what the organization did and how does the organization improve itself over time.
The last thing I'll say is that it's very difficult to establish the 'health' of a team during a brief interview. 'Health' is often variable in that what I find healthy and effective you may not. Most teams aren't filled with psychopaths. Also, if you have the right tools and a willing team you (that's a plural you) can change and build a team that is healthy and productive. A few things: 1) Reach out to people who used to work there. You have to discount the negativity somewhat, but if the response is positive then that's a good sign.
2) Rather than ask 'Are there communications problems' you should ask 'What are the biggest communication challenges?' Also ask, 'What are the 2-3 most important managerial areas for me to fix on day one, and the 2-3 most important areas for me to leave alone' 3) Go to Glassdoor. Again you have to discount the negativity, but that will give you good areas to probe and it's fair to ask, 'I see this on Glassdoor, what do you say?'
Good luck tomorrow! I like to ask things like, 'If you could change one thing about the company engineering practices, what would it be?' The answers can be telling.
If they give an answer like, like, 'I wish we would adopt $randomprogramminglanguage.' That, to me, indicates a fairly healthy organization, because this is just one guy's technical preference. If they give an answer like, 'We need need to stop thrashing', that gives a different picture.
If they say, 'Nothing at all', you need to run, because they can't think critically about themselves. If they use pronouns like 'them' and 'they' instead of 'us' and 'we', then the interviewer doesn't feel like part of the team.
There are a lot of things you can ask for that will red flag an organization as a whole. Are you being given stock. Ask for a cap table and learn to read it.
Tell them your wiling to sign an NDA, and that you want to look at the repository. Tell them that you may need to ask follow up 'who is who' questions to pin checkins. Code never lies. Embattled areas of code, and comments are great targets for your search. Ask about recent outages and technical issues.
Are they having problems keeping things up and running. Ask about how they were identified and how long to resolve. Do they have documents for requirements? Wireframes, PRD's. Ask to see these as well.
If they raise any objection to any of this, just ask for a reason. It might set off an alarm for you.
It might be reasonable. Since you have some history with the other team leads, make a personal phone call. Start the call off that way (that its a personal call) and that you want to know the truth/history here because you have concerns. If there is something funny going on in the background one of them might just give you an honest answer. Check the coffee machine, general cleanliness of the office especially breakroom if they are clean and well stocked,look for notices on printers or washroom's that 'xxxxx is not working & repairs has been notified'. See if they have a gym,check the condition of office chairs,are they ergonomic? Ask about appraisal process and career path.
If they dont answer well and the interviewer is not clear on that,it means an unhealthy org structure.Finally check on glassdoor and a wild card search on google with the email domain of the org,something interesting might come up. A question I like to ask at the end of an interview is 'What do you most like about working here?' Not only does it end the interview on a positive note, it also allows you to get a better grasp about what the corporate culture is like. I'd suggest that you want to look for responses that indicate a strong team dynamic, interesting work or freedom to manage your own time as long as you get the work done. However, regardless of what is said, if the responses don't quite sit right with you I'd suggest you trust your gut.
Just ask them straight out what the 'communications issues' with the existing manager are. If you're uncomfortable challenging them, frame it as you trying to be the best candidate you can be. 'If I take this position, I want to make sure I have a full understanding from day one of what I need to do to contribute the most to the team. What could I be doing to help you?' This is a question they really ought to be able to answer; not in terms of why the current person sucks, but in terms of where the team is breaking down currently.
A good answer to this question means they've thought about the problems and the personnel change is part of some kind of strategy to solve them, which is a good sign. If they won't answer that, odds are their internal culture isn't very communicative in general, which is bad. And if they can't answer that, it means they don't know where the breakdowns are and are just blaming someone reflexively, which is even worse.
Im a Swedish Sofware engineer and I have been working in Beijing for the last 4 years.As others have pointed out, China is huge, and I have no experience from working in Hongkong or Shanghai where the vibe is more international, or so they say. So what to expect?Smooth sailing, as long as you can deliver. There is a lot of companies that value English speakers in general, so dont be surprised if you get pampered. There is no xenophobia to speak of, just cute curiosity. Its easy to find work if you have the skills ( coughwe are hiring: [email protected] cough).Visas are a hassle, and rules change regularly. But if you are working here for a serious company and have the proper age/education/pazazz its usually just a bunch of paper work. Culturally, its all up to where you are.
But for the big cities its a very modern, interesting living. I would never recommend going for the big 3(Tencent, Alibaba, Baidu) unless you love going to a place with 15k employees. There is a lot of options.
Its a very hungry tech scene in general, for everything from classic websites to apps.Almost nothing works here made by Google and Facebook, and boy its easy to take that for granted, so alternatives needs to be build and localized versions of everything is spawned. For me personally I choose to work in China rather than to seek higher education back in Sweden and I have been in on a startup that now have more users that Scandinavia combined. Some crazy things I feel would never have been possible outside of China.We are still considered a small startup in China.
I could elaborate on this, but I think my best tip is just: Go, its easy to fly home. Yes, there is xenophobia. One would either have to live in an English-language foreigner bubble or under a rock not to notice it. There is also xenophilia. Many call it a 'middle-ority complex'.
Also, people are at risk every now and then simply due to news cycles and political issues: If you're not too ambitious and you keep your head down and stay in your foreigner role, it's fine. If you do business or really try to dig in and advance long-term, you'll have tremendous disadvantages. On the other hand, if you're white, especially Nordic-looking, and you speak Chinese well, you'll have a tremendous advantage in networking with powerful people most Chinese would not have access to. I'm an American researcher, going into almost 9 years working for Microsoft China in Beijing. This will be my last month in the guo, I'm almost out (yeh!) and will go work in the states for a company with a 'Y' in its name.
First, you should specify if you are in a tier 1 city (BJ, SH, SZ.) or a lesser tier city. For the former, you will be treated pretty 'equally' in your daily life. Americans don't get any special treatment, good or bad, anyways. I found my job before going to China. I don't know how you could luck into one, but it shouldn't be impossible.
It depends on your skill and experience, it might be challenging if you have nothing special to offer. Once you get the job the visa is cake, though I've always relied on the company to do it for me. China is a great place for someone just getting started (though that makes it harder to get a job), the nightlife is great, rent is relatively cheap even in tier 1's (used to be much better), can get anywhere by taxi. Great firewall is a PITA even with a VPN, pollution will wear you down overtime, the lack of permanent acceptance (China is not an immigrant country) will make even the most hardcore of us leave eventually.
It can be a great way to spend 2-3 years of your life, more is probably a bit too much, 9 years is definitely so. English is the working language of my company, I've done ok with Chinese but it hasn't improved in 9 years anyways. But most of your coworkers will be Chinese, and will speak Chinese around you.
You might not get invited to meetings, or even be uninvited, because they'll want to do something in Chinese even though they shouldn't. This is an American company mind you, though my Chinese wife's experience at SAP and Nokia has been quite different from my own (more foreigners, more English than Microsoft China). I worked in Shanghai, China for 3 years for Ubisoft (game developer).
Senior-level experienced talent is still hard to find, so it's relatively easy to get a job and work visa (which will be sponsored by your company once you accept a offer) compared to first-world countries. This is doubly true if you have a well known tech company on your resume (Google, FB, etc) I'd recommend working for a multinational company (or at least a large well-known Chinese corporation like Baidu, Tencent, Alibaba); as others have said, they're used to foreigners and will make sure their written communications are in English and make sure their employees have a minimum standard of English proficiency.
Any Mandarin Chinese you learn will give you brownie points (unless you're ethnically Chinese; then they'll criticize your slightest mistake;) ). Salary wise, you will make significantly more than locals. In absolute terms you will likely make less than you would in the West, but due to the MUCH cheaper cost of living, you can almost always lead a better 'life'. (I had a 1200 square foot 3 bedroom apartment in one of the most prestigious districts of Shanghai for $800 US/month (covered by my company). That was 10 years ago but I'd still expect the same relative price differential.) You will get a good health insurance/benefits package that covers treatment at international standard hospitals.
Shanghai and Beijing are the most foreigner friendly cities in (mainland) China; huge expat population, many western restaurants, signage in English, etc. Other cities not so much, but nothing a slight sense of adventure can't conquer. Any specific questions feel free to ask. I know the OP asked about an American working in China.
However, I am an American, living in the US, working remotely for a company in China, about 3 years now. I thought I might offer a perspective from the opposite way. The only difficulty I have is language. Sometimes I feel like I am being very clear about something and I still can't convey it. So I take a step back and break it down into a list. The time difference is manageable.
Everyone is really friendly. The other interesting thing is that everyone in the China office knows about the Americans working on their team. I get so many e-mails and I even won a prize at our company party. I did have one odd experience. It is common to use the term 'Na Ge', pronounced like 'Niggaa' in China and and when I first heard it, I thought that they were using the slang word we all should never use.
It was weird because the conversation they were having was about a recent crime. I asked later about this because I couldn't shake that it was being used and it turns out the meaning is something like 'umm' or 'that one' etc. It is awesome! I've been in Shenzhen with my startup for a year now and its great., I want to stay here forever. Apart from the slow internet through the VPN, weird but interesting food and the language barrier, its a very exciting and prosperous country to be in. Foreigners here are treated equally and sometimes treated way better than they deserve!! Regarding jobs, there are plenty, but it depends which province/city you want to be in.
Maybe not as highly paid as the US but there are definitely a lot of cool, innovative, new and weird ideas and concepts that you won't see anywhere in the world! I ask my Chinese friends what's the latest cool things you can do with your phone and they always have these weird apps that maybe in 5 years facebook or youtube will have. For US citizens its pretty easy to get a visa, apart from the invitation letter crap, you get like a 10 year multi-entry. Us europeans have a harder time to get a 1 year one but not that bad in general:) It is a bit of a shock the first time you come here and sometimes 2-4 weeks might not be enough to love this place, but after a while you develop a sort of stockholmy syndrome and all is good! Hope it helps! First you have to remember that China itself's population is as large as the entire western world, so things are completely different here. For example, almost nobody in China use credit card for online payment: they use Alipay as an alternative.
Perhaps high salary? Non-local employees are rare here. No in tech companies, but yes in small cities and countries. In tech companies and cities like Shanghai, forigners are treated better than locals, seriously. Easier than getting a work in US. Don't send a clock as a gift:). Hello I'm a French Software engineer and I've been working in China for 5 years (and now back in France) As someone who has worker in IT both in the education part (I was teaching CS in a 3 tier small city of 4 million inhabitants) and a startup/webshop in Shanghai I can only recommend you to try the experience.
As other have said life there is extremly different. If you're in Shanghai/Beijing, you can still find places to eat/live that will make you feel like home, but I think it's missing the point. I would say the more you're ready to try to 'mix in', the bigger the opportunity will be. I finished with a near fluent Chinese fluent level (I can perfectly follow business and informal conversation, and get the rough meaning from written contract in Mandarin) and I think that's what definitely helped me to finish CTO of the company I was working in.
Is there xenophobia? Are Americans looked down upon or treated differently? Xenophobia, no.
Treated differently, definitely. Often they won't know where you fit into the social hierarchy, because, you don't. You don't have any family or social history so they may treat you like gods or may somewhat exclude you. Language is a huge barrier.
If you're in Shenzhen, there will be near-zero english. You'll have to learn mandarin, which will take many years.
Culturally, what are some things to avoid, things to expect, etc? If you've never been to China, you likely have never eaten Chinese food before. You may or may not like it a lot. You can find western food so it's not a huge problem in most places. Given the language barrier and the difficulty communicating with the outside world (you'll find ways to work around it, but it's still tough) it can be quite isolating. You'll want to connect with other expats and try to build up relationships with locals where/if possible.
China is less like the US than anywhere else I've been (including places like Nigeria, Bolivia, Fiji, Qatar, etc). You can't be prepared for it, so just be prepared to feel uncomfortable for a while. I'd highly recommend visiting prior to considering a move. I have been working in Shanghai for about six and a half years now and don't think I would live anywhere else in China except maybe Hong Kong. Shanghai has a very vibrant international community with a fairly comfortable standard of living ( minus the occasional bad pollution ). There is not a significant amount of xenophobia in the first tier cities though outside of these you are generally looked at as an oddity if you count that.
You will never be chinese though so some doors will always be closed to you. It is difficult to find a job without being here but on the ground there are opportunities. If you are not here companies see that as a liability.
Of foreigners abroad we have hired to work in China there is about a 50% washout rate in the first year. Being here is seen as being a more reliable hire. Regarding visa a good company will provide a z visa for you. Anyone offering less isn't a good company. Pay is less then the states generally but cost of living is lower. As in the rest of the world there is high demand for good software developers. Check smartshanghai.com, Shanghaiexpat.com, creativehunt.com, and craigslist Shanghai for more expat focused jobs.
If you are interested in fintech we are hiring through [email protected]. Overall the business China is more predatory then the states. More weight is often put on relationships then talent. Coming from the west it takes a few years to really understand this culture. I worked in China for an American company and know others who have done it.
I was based in Shanghai. In that case it was pretty cool.
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Generally people from US people are very curious about. I have seen a bit of racism toward people from India, Malaysia, Japanese and Koreans. So if you are of that descent and look like you are from one of those countries then people may treat you a little differently. Also if you don't know any Mandarin it may be pretty difficult to get a job there unless it's for a foreign company. The visa your best bet is to have a company support you to get it. Basically you end up needing some kind of support letters to do it. You also have to pass a physical that you do in China if I remember correctly.
Culturally in China varies a ton across the country. Beijing Shanghai Shenzhen are all different. I would say the simplest method to avoid issues is to just copy what you see the locals do. Business meeting etiquette you can look up online but generally it's not nearly as serious or formal in China compared to Japan. Probably one thing would be not to joke to people about their title. Like 'oh you are CEO?
That would probably be the most offensive thing. I would recommend that you look into jobs from the Big Three in China (Tencent, Alibaba, Baidu, in that particular order). All of them hire many people who do not hold a Chinese passport, so they have mature system in place to handle some of the issues you may be concerned about (visa, healthcare, etc).
The culture in those companies would also be more international than most Chinese companies of course. You could also look into YC companies based in China. I saw a job posting on HN a few days ago from a Shanghai-based YC company (I cannot remember the name at this point). Good luck!:-).
Have been in shanghai for 9 years working for a silicon valley company. There's obviously a cost associated with obtaining a working visa, but i don't know the details or the extent of how much a burden that is going to be on the company. If you don't speak chinese (or write), i think you'll be limited to working for multinational companies (mnc's) like microsoft, emc, vmware, cisco, etc. Google has an office here, but the work being done is not very interesting, localization and local advertising. You should probably forget about local companies like alibaba, baidu, etc. I would suggest you not think too much about xenophobia, or treatment, or cultural differences, if it's really bothering you that much then i suggest you stick to your country and don't venture abroad.
Obviously every environment/country/company has its challenges so being adaptable is a must. The questions you should ask yourself: 1. Why do you want to be in china?2.
What do you want in your career?3. What is it in china that i cannot get from current location? Not wanting to blow my own trumpet but I like to think my business website (see my profile) is pretty good.
At least I got some positive feedback on it and it helped me secure a few deals already. Testimonials are a great way of building trust in you and your ability to deliver. Talk about the benefit you bring to the table. Don't (just) list TLAs. Regularly writing about your area of expertise and publishing source code is great, too. If you're an expert in something very visual like D3.js, a showcase is an interesting approach as well. Just don't turn your complete website into a showcase.
You want us to render advice that covers several legal specialties which converge between state, federal, tax, business, and immigration law, which if wrong, could result in a denial of a visa and untold aggrivation to your business partners? In addition, you want us to tell you the secret on how to found a company that will become a unicorn? You are an F-1, so you are forbidden from working as statatory employee (immigration law + employement law), except as OPT. You are forbidden from forming a single-member Sub S corporation (tax law).
However, there isn't any reason why you can't act as a sole proprietor or single member LLC (depending on state law regarding LLCs). While this violates the spirit of the law, as long as you declare your income on a Schedule C the IRS (tax law) won't care. You will not be able be an employee of the company, but you should be able to take a draw or distribution. If you go this route, should should reserve 30% of everything you make to pay taxes and be prepared to pay estimated quarterly taxes.
If you plan on holding accounts overseas, you need to find a CPA that understands the requirements for reporting foreign holdings. You really need to be asking a good attorney along with an even better accountant, and be prepared to pay for their advice. Having been part of projects that grew large over time and are composed of too many components, I understand why this is done. It reaches a point where you can't go to each open issue and see whether it's still relevant in the context of all the new and different technical changes that would have gone in during that period. That mail does seem to point to a place where users can report this afresh if it's still relevant. So, not a bad approach, to get these bug reports to hopefully in a more relevant and manageable state. As somebody that has hired a few IT people, it's frustrating when you receive a CV where the main focus is a list of skills.
For example, I can receive 100 CVs that all say 'I can do JavaScript', but skill level ranges from those who can just about activate a jQuery plugin through to people that could probably build jQuery from scratch. I want to see examples of how you've used those skills, because then I can form my own opinion of your capabilities.
So talk about your achievements, and mention the skills you used as part of that. Be specific, and focus on the most important bits instead of listing every single item. Remember to include human skills like planning and leading. I've started writing my resume in a more prosaic form, and dropping the stilted language of resumes past. I talk about not just what I bring to the table, but also what I'm not looking for in an employer. Check it out if you'd like to get a better sense of what I mean. (It's also worth noting that I have 12.5 years of experience in the software industry, Seattlethe city where I livehas a hot tech market, and I have focused mainly on iOS software development for the past six years.
Relatedly, I never apply for jobs through websites, only through people, meaning that I manage to skip buzzword-skimming front-line recruiters. So YMMV.) Coming at this from the other side of the table, my first reaction to reading most resumes is 'so what?'
Tell me why I should care that you increased Flibbet production by 22%, or that you decreased bug volume by 19%. What does that translate into in terms that someone who doesn't work at that company would care about? I've been recruiting software engineers for nearly 20 years and started a side resume business (resumeraiders.com) a couple years ago when seeing how much people were being charged for sub-par resumes. Your question is somewhat common. A Skills section is usually for the purposes of an ATS (automated resume scanner) or a human that will be looking for certain buzzwords, like a language or a framework that is most important to the job requirement. Recruiters know they can go to a skill section and find those things quickly. I think in your situation, listing specific examples of your accomplishments is going to be even more important.
You can tell me 'I'm an all-around developer who cares about getting things done.' All day long, but listing specific things you've developed to illustrate that point is much more effective. It's not unlike people who say they have excellent communication skills - don't tell us, show us by writing something or demonstrate it in conversation. Recruiters and HR are looking for those buzzwords, but engineers reviewing the resumes are looking for an interesting project that they can ask you about.
Ideally it will involve a problem the company is trying to solve. Start with a summary to quantify your experience - this starts the reader off with a big picture of who you are.
Don't trust the reader to figure out you're a full stack dev, because the person first reviewing your resume might not be technical at all. They need to be told specifically what you do, and it's your job to do that. Your summary might start 'Full stack developer with n years of experience across a mix of languages and platforms in Agile/TDD development environments. Additional skills in Project Management.' Next, experience section with responsibilities (the day to day) in a couple sentences in paragraph form, then bullets for your novel accomplishments. Skills, Education, other projects, community involvement, etc.
For some months, I have been thinking about the same problem as well. From an employer perspective, Hiring is tough. People list down tons of skills and qualities they may or may not have on their resume and problem is you need to have good interviewing skills to evaluate them and spend countless hours to have the right candidate. To me, a good measure of someone's skills is their feedback from their current/previous coworkers (if it can be somehow achieved in a profile and which is not biased so it can be anonymous). This way you are able to screen the employees. Not trying to blow my own trumpet here, but I am trying to address this in my startup PleasantFish where you can get feedback from your coworkers and as a user improve your skills by getting latest content based on your skillset in your personalized skills based newsfeed.
It's helpful to list skills at the bottom of your resume for HR departments doing basic pattern matching. However to paint a clearer picture I would: 1. Write relevant bullet points that show what value you provided for your previous company and BOLD languages along the way. Architected a product that does $X revenue with Y languages - Stabilized systems of X which allowed throughput of Y% more connections with Z language/framework 2.
Include a summary/objective in your LinkedIn/Resume. I'm an all-around developer that isn't afraid of X, Y, Z. The list of skills is there to catch automated keyword searches. A simple bullet list is fine. Right above the list of skills I have a 'Summary of Qualifications' which explains my overall caliber.
I guess the main point I want to bring across is that I'm an all-round developer who cares about getting things done and uses whatever means are best for the job. This is what you put in the summary, written for a resume of course, e.g. 'Veteran developer with X years of experience using a pragmatic and goal oriented approach to development. Focused on solving problems and shipping software' etc. I recommend a Summary of Qualifications that talks about what you are able to do. It's the 'executive summary' that makes the HR screener want to read more.
I can tailor this to the job if I need to do so. Then I recommend listing work experience focused on acheivements. Recruiters want to see how your past experience will translate to future success so don't list job duties. List accomplishments at the job. How much revenue did the apps you wrote bring in? How many active users did the app you built support?
Did you mentor other people and were they successful? Did you contribute to an open-source initiative?
'Built and maintained web applications using Ruby on Rails and React with over 200,000 active users per month.' I do list skills both in context and in a skills section. My rsum has gotten me an interview every place I've sent it for the last 15 years. These things will never hurt you to do on yours. They will only help you.
I've heard that objectives hurt, and I know that work experience that reads like a job description hurts too. My wife is in HR and I've asked these questions of her network of people and that's the general consensus. So I hope that helps.
I like to have a clear title and opening purpose statement at the top, to set the direction for the rest of the resume. In fact you already have something to work with in this quote: 'I'm an all-round developer who cares about getting things done and uses whatever means are best for the job. I'm able to learn/understand tech quickly but this is just a means to an end.
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I like to focus on the team and there interaction / openness.' (but fix the sp of 'there interaction') If the audience sees something like 'Senior Software Engineer' followed by the above paragraph it helps them understand how you see yourself fitting into the organization.
Next I would follow with a simple tabular format of skills (languages/frameworks/platforms for example) that is quickly scannable and has been pruned to remove outdated or out of favor technologies.
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