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KEY ACCOUNTABILITIES Product engineering • Build the worker-facing mobile experience and the employer-facing web console: job posting, criteria setting, booking, QR-based clock-in and clock-out, two-way ratings and worker profiles. • Build the backend services behind them: shift lifecycle, matching and broadcast, notifications, scoring, and preference lists. • Own features end to end — specification questions, implementation, release, monitoring and the follow-up fix. Matching and trust systems • Implement the criteria-based matching engine, together with the transparency and appeal path expected of automated decisions under local regulatory requirements. • Implement graduated trust levels, cancellation handling and reliability scoring, designed so that a single poor first shift does not end a worker's access to the platform. Quality and velocity • Maintain test coverage, CI discipline and review standards proportionate to the risk of the code in question. • Use AI coding agents and platforms aggressively for scaffolding, refactoring, test generation and code comprehension — and review every line before it merges. • Keep AI tooling spend inside the agreed per-seat cap. Cross-functional collaboration • Work directly with the Product Owner and Product Designers on a weekly build cycle; take part in discovery sessions and user testing rather than receiving their conclusions second-hand. • Instrument every feature so that Product, Marketing and Operations can read the numbers without asking engineering. MINIMUM ESSENTIAL QUALIFICATIONS Education • Bachelor's degree in Computer Science, Software Engineering or a related discipline — or bootcamp or self-taught background supported by a portfolio of shipped production work. Work Experience • 2 to 5 years of professional full-stack development, including at least one product shipped to real users and maintained in production afterwards. • Demonstrated daily use of AI coding agents and platforms (Claude Cowork or Claude Code, Cursor, Lovable, Copilot or equivalent) in real delivery work — able to show what was built and how the workflow genuinely differs. • Comfortable operating without specialists: has debugged their own infrastructure, written their own tests and spoken to their own users. • Startup or small-team experience preferred; marketplace, on-demand, fintech or HR-tech domain experience an advantage. TECHNICAL COMPETENCIES Frontend and mobile • React with TypeScript to a strong professional standard; hooks, state management, component architecture and performance profiling. • Next.js (App Router, server components, server actions) for the employer-facing web console. • React Native with Expo for the worker mobile app; navigation, push notifications, deep linking and over-the-air updates. • Tailwind CSS and a component library discipline; responsive and offline-tolerant behaviour. • Camera, QR scanning and geolocation APIs on mobile, and performance engineering for low-end Android devices — the majority of the worker base. Backend and data • Node.js and TypeScript; REST and typed API design, with tRPC or GraphQL an advantage. • Supabase in production: PostgreSQL schema design, Row-Level Security policies, Auth, Realtime subscriptions, Storage and Edge Functions (Deno). • SQL to a working standard: query tuning, indexing, migrations and data integrity constraints. • Background jobs, queues and scheduled work; real-time push and notification delivery at volume (FCM, APNs). Platform and delivery • Git-based workflow, pull-request review, CI/CD (GitHub Actions or equivalent) and trunk-based delivery. • Deployment on Vercel, Supabase and equivalent managed cloud services; containerisation basics. • Observability: logs, traces and dashboards — enough to diagnose your own production problems. AI-assisted engineering • Prompt and context engineering for coding agents; decomposing work into agent-suitable units. • Critical review of generated code; awareness of token cost and how to control it. • Familiarity with rapid-prototyping platforms such as Lovable, and sound judgment on when generated scaffolding must be rewritten before it reaches production. Product and communication • Reads a metric, forms a hypothesis, and can argue for or against a feature on evidence. • Working English; Bahasa Malaysia an advantage for user-facing copy and worker testing. TOOLS & WORKING ENVIRONMENT • AI development: Claude Cowork and Claude Code, Cursor, Lovable — used daily, with per-seat budgets and review discipline. • Application stack: TypeScript, React, Next.js, React Native (Expo), Node.js, Tailwind CSS. • Data and backend: Supabase (PostgreSQL, Auth, RLS, Realtime, Storage, Edge Functions). • Delivery: Jira, Git and GitHub, GitHub Actions CI/CD, Vercel, Figma for design handoff.
Here's how to pick the right one and stand out in your application.
144.883Jobs
31.687IN
81%EN
That number is real. WorkMundi's database shows 144,883 open engineer roles across the world. India has the most with 31,687 jobs, followed by the United States with 30,084. If you just finished reading one job ad and felt paralyzed by choice, you're not alone—but this scale is actually an advantage. It means you can afford to be selective.
Start by geography and language. The majority of engineer ads—117,837 of them—have the job posting text written in English. Use that as one filter, but remember: the ad text language tells you nothing about whether the role actually requires you to speak English day-to-day. Read the job description carefully. Then check which countries have the volume you're targeting. Singapore, Poland, and Australia round out the top five after India and the US.
Next, learn who's hiring. Accenture has posted 2,801 engineer roles. andurilindustries, speechify, and jobgether are also actively recruiting. If you're applying to one of these names, research their hiring patterns and interview style before you apply. That homework pays off.
When you interview, expect the question every engineer hears: 'Tell me about a time you had to debug a problem that wasn't in your job description.' Have a specific story ready—not a general one. Name the tools, the deadline pressure, and what you learned. Hiring managers listen for whether you see problem-solving as part of the role itself, not a favour.