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Software Engineer — Cerev CMMS RM 5,500 – 8,000/month · Ara Damansara, Petaling Jaya · Full-time, in the office five days a week · 1–3 years' experience We're a software company in Ara Damansara, Petaling Jaya. We build Cerev CMMS , maintenance and facilities software that runs inside factories, government buildings, hospitals, airports and the operations teams of some brands you'd recognise. F&B manufacturers, government departments, healthcare and aviation , their teams open our software every working day. When it breaks, they call us, not a support tier in another country. We're hiring one engineer, working directly with the CTO. Why we exist Malaysia is full of buildings, plants and equipment that fail earlier than they should , not because nobody cares, but because maintenance still lives in Excel sheets, WhatsApp photos and paper logbooks. We want Cerev to be the standard for how maintenance is done and tracked in this country: every asset with a history, every job with a record, every report one click instead of one afternoon. If we get this right, assets in Malaysia last longer. We make maintenance move faster, and thats who we are, making the world move faster. How we work We're a small team in one office in Ara Damansara, on-site five days a week, Monday to Friday, 9am to 6pm . At this size the useful things happen sideways, you overhear a customer call, someone catches a bad assumption before it's built, a question that would've cost a day on Teams gets answered in a minute. Wins get celebrated together and problems get worked together, in the open. Everyone knows what everyone is doing, and that visibility is what keeps the bar high. Salary is RM 5,500 – 8,000, depending on experience. Real look into our culture: We run on five values , composure, ownership, innovation, candor, excellence. Every company says something like that, so here's what they look like on an actual Tuesday: - An operations colleague was about to demo in front of 50 people and a feature broke. It was diagnosed, fixed and deployed in 15 minutes, before the demo started. We shall not focus on whose fault it was , but "what do we change so it can't recur." Solve the problem, not blame the people. - Every piece of work lives in Cadence, our own internal platform , built in-house, used daily. If something's broken, it becomes a ticket everyone can see, not a message that dies in someone's excel, whatsapp , notebook etc. No ticket means no work. - The best PR we merged recently wasn't the fastest one. It came with integration tests and a UX thought through so carefully that our operations team could teach it to a client without a manual. That's the bar: build for the person who receives your work, not the person who does it. - Candor runs in every direction, including upward. If the CTO is wrong, say so and bring your reasoning, it's the trait we hire for. The person who quietly does what they're told and submits the PR is doing the job wrong. - We're not all intensity. We have colleagues who weighs the beans to the gram. The group chat has programming memes. You have AI news leaks once awhile. You will receive the latest AI gossips from CTO from time to time. What you'd actually work on Real tickets from the last quarter: - A cleaning and facilities contractor wants to print their cleaning reports, combined by filters, before month-end. - A property management group's PDF export is putting the site name on the wrong page when a work order spans two pages. - A state government department needs a new filter on the work request list "submitted via", so they can separate the QR-code submissions from the ones their staff key in. - An industrial supply base's technicians are marking jobs done from the mobile app with no photo attached. Can we require one? Notice what these have in common. None of them is a specification. Every one arrives as a sentence from a customer who knows their own operation and doesn't know our data model. Somebody has to work out which filters, whether "month" means scheduled or completed, and what happens to cancelled work orders before a line of code gets written. That's the job. The code is the easy half now. What we're hiring for Not speed. We are not short of code , we're short of tickets that arrive finished and carefully though out. A real example. A customer asked us to add payment amount to the search bar. Taken literally, that's a bad feature: search matches text, an amount is a number, and indexing every amount as a string is madness. Nobody searches "3,450.00" , what they actually want is "show me the expensive jobs." The person we want catches that, and comes back with: "This shouldn't be search. It should be a filter amount, with greater-than and less-than." The customer gets more than they asked for, and the system stays sane. That instinct hearing what the customer asked, working out what they meant, and proposing the version that's right for both of them is what the salary is for. We call it taste. Bring us a better way to work. If you come to us and say "this whole class of tickets could be handled by an AI workflow here's how," you'll have our full attention. Suggest the tool, sketch the workflow, show us the ticket it would kill. If it holds up, we'll fund it more tokens, a subscription, whatever it needs and you'll own it end to end and it goes into your KPI, and your KPI is written in NextJS. Yes, This is just how we do things here. Useful to have: shipped something to real users and been there when it broke. Worked with TypeScript, React, and a real database. Stayed somewhere long enough to live with your own decisions. Doesn't help: a long list of frameworks. We'll teach you ours in a fortnight, and the model writes most of the boilerplate anyway.
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.
