Introduction

Hi, I’m Gerard Short.  I’m the new VP of Digital Solutions for Hurtigruten Expeditions (HRX). At HRX we exist to make our customers dreams of sustainable adventure travel come true and will take you to some ofthe most extreme places on the planet!

Hurtigruten is at the forefront of expedition travel and we are now embarking on an entirely new kind of expedition; a digital product revolution to keep it at the disruptive edge of the industry. 

Our mission is simple: be the global leader in inspirational adventure travel.

My passion is assembling world class product teams. To accelerate our vision we’re setting up empowered product development teams.

The Project

The vision for the Nellie project is to build the leading B2C platform for expedition travel that creates a world-leading experience for our guests and enables Hurtigruten Expedition's ambitious growth targets. The platform is to be a Nextjs Javascript application using Server Side Rendering to help best in class performance.

Project Nellie Video Introduction

What we're looking for

We are looking to build a team of strong front-end development experience to create a responsive front-end UI with NextJS. The key to success in this role can measure the impact of work; examples: Rendering performance with Google Lighthouse, Code resiliency through Unit Tests and End to End Tests.

We work in a peer review environment, where code review happens on every merge. The candidates must be comfortable with their work being reviewed by other team members at all seniority levels. They should be happy to contribute to the learning journey of junior developers by reviewing their pull requests.

We also work in an agile and non-hierarchical manner. While the project has critical milestones, contributions to product development are invited and suit developers who enjoy both self-direction and collaboration.

Domain Skills

• JavaScript + Typescript
• Test Driven Development with Cypress and Jest
• React + NextJS
• React + Redux state management
• Responsive mobile-first CSS
• CSS animations
• Performance Engineering using browser devtools
• Browser memory profiling
• WCAG accessibility standards
• GitFlow
• Tailwind

Frontend Engineering Pitch Deck

• We are looking for a team of developers - initially hiring 6 developers. While this is a new development team in London and ideally we would love to support a hybrid working from home/London office model, we are also able to support fully remote.

Engineering Culture

Our purpose in life is to create a playground where talented people can create significant value for others. 

We are north of 40 people spread across multiple disciplines but all working together in mission-oriented teams. 

We have competence within UX, Frontend, Backend (.Net), DevOps, Agile Coaching, Data Engineering, Data Analysis, Salesforce and Application Support, where the latter enables a healthy on-call priority process.

We are on average thirty-something, 20% females, (always looking to improve)  a mixture of with and without kids, born in UK, Estonia, Russia, Norway, Hungary, Finland, Slovakia, Ukraine, Australia, Colombia, Germany, Poland, US, India, Sri Lanka, India, China and France. (pretty diverse!)

All software engineers report to technical managers - meaning they are software engineers that still produce code. Part of their job is to ensure that we have a career ladder, a healthy work environment, a good feedback culture, and invest in professional growth.

Every quarter we agree on the overall goal, challenges and guardrails and the product managers set the daily priorities. We empower our teams to have as much autonomy as possible. Working in the cross-functional team, the developer will code, review, and push code to production. 

When we are not coding, we like to experience our products to understand the guest's point of view and we have different town-halls and meetups. 

Teamwork

In the context of teamwork, we aim to be three things:

• Firstly, we have a sense of humility. Great team players lack excessive egos or concerns about status, and they are quick to point out the contributions of others and slow to seek attention for their own. They share credit, emphasise team over self and define success collectively rather than individually. 
• Secondly, we try to be “people smart”. This simply refers to a person's common sense, EQ, and their ability to be interpersonally appropriate and aware. They ask good questions, listen to what others are saying, and stay engaged in conversations intently. With people skills comes good judgment and intuition around the subtleties of group dynamics and the impact of their words and actions. As a result, they don't say and do things - or fail to say and do something - without thinking about the likely responses of their colleagues.
• Finally, we try to be self-motivated and diligent.  We are always looking to improve and learn and take on responsibility. We are constantly thinking about the next step and the next opportunity to help our colleagues and our team.