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The Company: AudienceView is passionate about helping live event organizations bring people together through unforgettable experiences. Our unified event commerce platform helps organizations better understand, engage, and grow their audiences while creating stronger relationships and more connected experiences across the entire event journey. We support organizations across performing arts, music, athletics, higher education, fairs, festivals, attractions, and more. By combining technology, audience intelligence, and deep industry expertise, AudienceView helps organizations make informed decisions, simplify operations, and build sustainable growth. Four core values set the tempo for how we work: We are people first. We are innovative. We are results driven. We are transparent. AudienceView is made up of people who believe wholeheartedly in the power and magic of live events. Come transform live entertainment with us. Why we’d want to work with you: We build software for the world's most exciting live experiences, and we think the people building it deserve to be challenged and energized by their work too. We're midway through a significant transformation: moving our flagship platform, AudienceView Unlimited, from a legacy monolith to cloud-native microservices, while continuing to build new AI-powered features for clients who depend on us every night. We're looking for a Senior Full-Stack Developer to join a cross-functional agile team building performant, secure, client-facing software across the full stack. This is high-impact work solving interesting challenges: you'll be contributing to large-scale, high-performance systems that process millions of transactions annually, using modern engineering practices including AI-assisted development with Claude Code. What you’ll do: You'll join a 5-person Agile team in our Unlimited Special Projects squad Design and implement large-scale, high-performance software for live event commerce systems Build and maintain features across the full stack: React and TypeScript on the front end, Node.js on the back end Participate in design discussions, architecture reviews, and peer code reviews Leverage AI-assisted development tools (Claude Code) to ship faster and better Collaborate with QA, Product, and Engineering leadership throughout the delivery lifecycle What you'll need: Professional software development experience JavaScript / TypeScript React & Node.js SQL Server or other relational databases; exposure to analytics DBs a plus AI-assisted development (Claude Code preferred) English: Upper-Intermediate to Advanced It'd be nice if you have: C++ (a meaningful asset for platform-level work) Azure (DevOps pipelines, APIM, Service Bus, AKS, Functions) Docker / Kubernetes Redis E-commerce, ticketing, or SaaS product background Large-scale modernization or refactoring projects Who you are: A craftsperson who takes pride in writing clean, performant, maintainable code A collaborator who makes the people around you better, shares knowledge, and contributes to team success A problem-solver who leans into complexity and doesn't wait to be unblocked A curious learner: always open to a new technology, a better pattern, or a deeper understanding of the domain you're working in A multiplier: you raise the standard around you and invest in the growth of the people beside you An owner: you care whether it solved the problem, not just that it shipped A champion for the end user: creating seamless and intuitive ticketing experiences that let the show shine Why work at AudienceView: Our work helps bring live experiences to life. From Broadway tours and symphony performances to music festivals, museums, universities, attractions, and community events, our software helps organizations of all sizes connect people with unforgettable experiences every day. We're fans, not just vendors. Our teams include former box office staff, front-of-house crew, local musicians, season ticket holders, arts advocates, and lifelong eventgoers. That shared passion for live experiences is at the heart of everything we do. You'll solve meaningful challenges at scale. Supporting over 2800 organizations and millions of ticket buyers means working on complex, rewarding problems. Whether it's powering major on-sales, improving the patron experience, or helping clients grow their audiences, you'll see the impact of your work firsthand. We're remote-first with a live-events heart. Work alongside globally based colleagues who share a genuine passion for the arts, culture, sports, entertainment, and live experiences that bring people together. Diversity and inclusion are paramount to building our culture. The data is abundantly clear that diverse teams are more successful because they offer different perspectives, increased innovation, faster problem-solving and higher employee engagement among other benefits. How we hire — our run of show: No black holes and no endless rounds. Here's the run of show, so you know exactly what's coming and when: Screening & Resume Review: Our Talent Acquisition team will evaluate all resumes and select candidates for a video screening call for 30 minutes. Hiring Manager Interview (60 minutes): Meet with the hiring manager for a technical interview to speak in detail about your relevant experience and learn more about the role. Meet the Technical Team (60 minutes): Meet more team members to learn more about the work culture and expectations. Every interview is held face to face over Microsoft Teams with a member of our team on camera. If we interview you, we will tell you whether a hiring decision has been made for this role within 45 days of your last interview. How we use artificial intelligence in hiring: We use AI in one place only. Our hiring team may use Microsoft Copilot to transcribe interviews and draft interview notes, so that interviewers can concentrate on the conversation instead of typing. You will always know before any recording or AI note-taking begins, and you can ask us to take notes manually instead — it will not affect your application. We do not use AI to screen, assess, rank or select applicants, and no automated system makes a hiring decision at any stage. Every shortlisting, interview and offer decision is made by people on our hiring team. Equal opportunity, inclusion and accessibility: Diversity and inclusion have always been at the core of our values at AudienceView. A diverse workforce with wide perspectives and creative ideas benefits our clients, the communities where we operate, and all of us as colleagues. We welcome applications from qualified people of every background. We are committed to an accessible hiring process and provide accommodations and adjustments to applicants with disabilities on request, at every stage of recruitment and employment. How to spot a genuine AudienceView offer: AudienceView does not offer employment to anyone without first ensuring that qualified candidates speak directly with a member of the hiring team. All qualifying conversations take place face to face over Microsoft Teams. We do not make offers of employment without meeting candidates, we never make an offer by text message, and we never ask candidates to pay a fee. If you are asked for personal or financial information by text, or before you have met a member of our hiring team, please disregard it. Ready to join the show? If this role sounds like your kind of show and your experience lines up with what we’re looking for, we’d love to hear from you. We’re grateful for every application we receive; however, only qualified candidates selected to move forward in our hiring process will be contacted.
Here's where they are and how to stand out in your next interview.
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Most developer ads you'll see are written in English: 18,397 of the 24,795. That doesn't tell you whether the job itself requires you to speak English or work in English daily, so read each posting carefully. Don't assume the language of the ad matches the language of the team.
The employers posting the most developer roles are Link Group (369 jobs), Upvanta (257), jobgether (226), and OfferZen (212). If you're applying to any of these, research their hiring patterns. They move fast and post often, which means they're either scaling hard or replacing people who didn't fit.
In your interview, expect this: 'Walk me through the last time you had to debug something that took you more than an hour. What was it, what did you try first, and what would you do differently?' Hiring managers ask this to see if you think systematically or just try random fixes. Have a real example ready with specifics.