At HappyFresh, we build to deliver a simplified life. Every day, our team delivers the freshest, highest quality groceries to thousands of customers in Southeast Asia's major cities.
If you consider working for us: we are always on the lookout for talented individuals. How we define "talented" might be different to how other companies do. We will not be easily impressed by your "credentials". Instead, we are looking for problem solvers with real skills and attitude: those who are very good at what they do that they earn a bragging right, but at the same time are also humble enough to continuously learn, be data-driven, and always question their own assumptions.
Everyone in our Tech department can make decisions on which tools and processes their team will use. We record every decision made in an ADR (Architectural Decision Record), so others can see the reasoning behind the decision. It gives everyone freedom and autonomy to get things done.
We also use many open-source technologies and experiment with things we never did before.
We believe that Continuous Delivery (CD) is the main and critical process in our end-to-end software development lifecycle. We have near-100% automated build-test-deployment processes.
We are measuring the effectiveness of our SDLC using the DORA metrics:
Deployment frequency (DF)
Lead time for changes (LT)
Mean time to recovery (MTTR)
Change failure rate (CFR)
We believe in DevOps as a culture, not as a role. Everyone in our Tech Team is involved in every phase of SDLC, from ideation to operation in production. By adopting this culture, software engineers who write code will know how their software operates in production, SRE will be involved in how the testing is done etc.
Here are the following things that we have to support learning at our Tech Team:
Weekly tech talks
Subscribe to online learning platform (books, videos, courses, etc.)
Centralize open documentation so that there are no silos between teams
Support engineers to get certifications
We look to maintain the psychological well-being of our team's employees will not be punished or humiliated for voicing their ideas, questions, concerns and mistakes.
Blameless postmortem (Maximum 48 hours after the major incident)
Biweekly sprint retrospective
Everyone can contribute to help via our communication tools