Full-cycle engineer
Tech lead, DevOps, and full-stack in one. You own the entire epic, from talking to the user to production. Not just front end or back end: you are responsible for the business result, not for closed tickets.
Small teams that own the result
Careers for engineers and managers who own the business impact, cut unnecessary work and build an environment where results come faster.
Who we are looking for
We hire for ownership, not for a stack
Project Manager
Not a micromanager. You expect independence and speed from the team, keep loose coupling, and work with BPMN and a Hypothesis Map so the team builds what matters, not just a lot.
IT business partner
You connect the client's goals with what the team builds. You measure success by the client's business KPIs, not by the amount of work.
Not a fit if you want a narrow role where you do your own piece and do not touch the rest, expect a detailed spec for every step, or are not ready to talk to users. We have short feedback loops and personal ownership, and that is not for everyone.
Results-driven culture
We are accountable for business impact, not for "keeping busy"
KT.Team builds teams around the result. If a process, an approval or part of the development can be cut without losing quality, we cut it: good engineering should reduce the amount of meaningless work.
We don't sell hours
An hourly model rewards stretching work out. For us it's more important to remove the business constraint faster and not create unnecessary development.
We fix a manageable scope
When a clear deadline and budget are needed, we fix the scope of work. But we measure success by business impact, not by the number of tasks.
We sell reaching the goal
A team earns reputation and money when it sees a change through to a result: the user works faster, the system is simpler, the business sees the impact.
Innovation in development
We change not only the technology but the way work itself is organized
Innovation matters to us when it removes unnecessary work and brings the team closer to a measurable result. That's why we constantly rebuild roles, processes and the engineering environment.
BPMN at the approval layer
We model the business process before development to agree on the real outcome and eliminate unnecessary cycles before the start.
No frontend/backend wall
An engineer owns the user scenario and the whole result, not just a slice of the stack that's convenient to hand off down the line.
No stack lock-in
We choose technology to fit the task and the economics of the solution. We don't push a favorite stack where another tool delivers results faster.
L10-L20-L30 instead of task management
The developer owns the epic and the solution level; the manager doesn't push micro-tasks but helps hold the business goal and constraints.
A development environment instead of manual development
The next level of engineering: the user asks the machine, the machine does it efficiently, and the developer designs the environment that makes it possible.
Growth
You will become an AI-native engineer here
AI is not a trendy line in the job posting, but our working tool. We build it into engineering processes and help clients become AI-native, so you are at the forefront, not catching up.
Vibe coding and AI assistants
You write code with AI as a second engineer.
Your own AI agents
You build agents for configuration, data entry, and turnkey user support.
Power-user practices
Agents, skills, token optimization; internal materials, mentors, real projects.
The "Pick two" rule no longer works
We're looking for people ready to work fast, well and efficiently
The traditional "quality — speed — cost" triangle, which claims all three goals can't be achieved together, is wrong for highly skilled work.
DORA research confirms every year: strong teams are simultaneously the fastest, the highest-quality and the cheapest. The book Accelerate explains how it is measured.
This is also clear in practice: Instagram grew to millions of users with a small team, and Notion shipped features with a team of 13. A compact structure and low architectural coupling deliver speed without losing quality — everyone understands the product as a whole.
Speed, quality and low cost are not a trade-off but a consequence of engineering maturity.
Projects shouldn't drag on for years
Large teams and long cycles kill the result
What's wrong with the classic corporate approach:
- Projects take quarters, half-years and years to launch.
- Huge teams where a developer's contribution is invisible.
- Developers are kept away from the business user and the result.
Why this breaks the development process:
- "SCRUM" gets reduced to sets of technical tasks instead of real value.
- No feedback from users for months.
- Six months later users request countless changes — and the work ends up shelved.
The world's best engineers, including Google, don't work this way.
Time to Use (TTU)
The faster a solution reaches the user, the cheaper, higher-quality, and calmer the change
TTU is the time to real-world use, not to handover; our honest counterpart to time-to-market. Value counts from the moment people are working in the system. The higher the TTU, the harder and more stressful it is to roll out innovation, the greater the resistance to change, and the more complex the launch cycle and the business process become — unnecessary roles appear.
Norden–Rayleigh law
Effort on a project follows the Rayleigh curve, and the timeline has a physical minimum. A stretched timeline bloats the team, multiplies unnecessary roles and approvals; ramping up headcount sharply statistically leads to missed deadlines.
Putnam's equation (QSM)
Scope = productivity × effort^⅓ × time^(4/3). Time and effort are linked nonlinearly: a dragged-out launch ends up disproportionately more expensive, while a short timeline with a mature team is cheaper and more stable.
DORA / Accelerate
10 years of research: speed and stability correlate, they don't conflict. Elite teams ship a change in less than a day and break production less often. Speed is not the enemy of quality.
Agile
Small, frequent changes are absorbed more easily than rare, large ones. High TTU means accumulated resistance, rollout stress, and the risk of work that never gets used.
That's why we minimize TTU: loose coupling, small teams, and short cycles — so innovation reaches people quickly and without stress.
Mature teams
Speed, quality and low cost are the result of engineering maturity
We don't break work into meaningless tasks. In a strong team, everyone understands the product, the user, the architectural constraints and their own responsibility for the result.
Developers
- Talk to the end user and see the result of their work.
- Ship to production often and understand why fast feedback matters.
- Test their own work and own quality, loose coupling and ease of change.
- Can drop unnecessary features or propose the ones needed to reach the goal.
Project managers
- Don't micromanage mature developers or turn epics into a stream of small assignments.
- Demand autonomy, speed and quality from the team all at once.
- Maintain loose coupling so that changes don't block neighboring modules.
- Use BPMN and a hypothesis map to find the real bottlenecks.
Who we're looking for
We need people ready to work fast, with quality and efficiency
Developers
Full-cycle engineers who care about seeing the user, the architecture and the business impact of their work.
Project managers
Delivery leaders who keep the goal, loose coupling and quality without micromanagement.
IT business partner
A role at the intersection of business and engineering: find the impact, build the solution and see the change through to a result.
AI sales
Help clients find the tasks where AI cuts manual work and speeds up business processes.
Sales in construction
Grow projects for developers and construction companies where IT shapes the economics of the environment.
Full-cycle HR
Find people who embrace a mature engineering culture and ownership of results.
Mentorship
Build a system where everyone mentors everyone and knowledge quickly turns into practice.
How we hire
We test the real way you work, not promises
Interview with HR and the hiring manager
We check the fit on values, level of autonomy and expectations of the role.
Paid test project
We give you a real task for a day or a week: you see how we work inside, we see the results you deliver.
Employment
After a successful project, we make an offer, handle the paperwork and bring you onto the team.
Paid test project
We pay for the achieved goal, not for 'done according to spec'
A test project is a small business process with a clear goal, result criteria, and feedback. The market value of such a process is about 150 000 ₽, and we pay for it. This is not a way to buy a feature below market price: we look at how you think and how you turn results into value.
Automatic developer assessment and mentoring
Goal. Using the working context - tasks, communication, and results - build a developer assessment, determine the L10/L20/L30 level, growth areas, and the next IDP step.
The achieved goal. The goal is achieved if the manager can use the output in a 1:1, and the developer understands what is backed by facts and what needs to change.
Automatic employee eNPS based on communication context
Goal. Based on the working communication context, identify signals of engagement, tension, burnout risk, conflict, and changing attitudes toward the team and project.
The achieved goal. The goal is achieved if the system helps the manager spot risk before it becomes a problem and provides verifiable grounds, not a 'psychological conclusion out of thin air'.
How we evaluate results
- What was the goal
- A clear business result, not a list of closure requirements.
- Who the result is for
- Who needs the output and for which decision - the manager, the developer, or the team.
- How we verify
- By goal achievement, independence, quality of thinking, result validation, and the ability to work with uncertainty.
- What constraints there are
- The data, access, and context that make the task meaningful.
- What counts as unmet
- A conclusion that cannot be used in real work or is not backed by facts.
Etalon
The materials our approach is built on
The Toyota Way
Lean production, quality and kaizen as the foundation of our engineering culture.
Cynefin
Why, in non-linear development, the usual management reactions often backfire.
DORA and Accelerate
Research on engineering practices that shows the link between speed, quality and efficiency.
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