Intellectual Challengers

Hacker #01

Predicting salaries from data relationships

Salary Team, Hirotaka Moriguchi, Joined the company in 2014

Hirotaka was admitted to the University of Tokyo in 2004. After graduating from the Department of Information Science of the School of Science, he completed a graduate program at the Department of Computer Science of the Graduate School of Information Science and Technology. He researched machine learning at Cornell University for one year from 2010. After obtaining his PhD, he participated in a U.S. Department of Defense project at Carnegie Mellon University to research humanoid robots. He joined Indeed in 2014, working for the Company Team and then becoming part of the Salary Team.

Hacker #02

No authorization required for development that can improve things

Company Data Team, Toru Ochiai, Joined the company in 2012

After graduating from Tokyo University of Science, Faculty of Engineering, Department of Electrical Engineering in 2001, Toru joined a mid-sized system integrator. He went on to work with different companies including venture companies and independent system contractors in programming and management. He joined Recruit in 2012, looking to participate in large-impact projects. After managing the development of “Jalan Golf”, a golf course reservation site, he joined the Indeed project from the outset as an engineer. He continues to be on the company team.

Hacker #03

Improving the accuracy of salary data extraction using the most advanced technology

Salary Team, Yuri Yamaguchi, Joined the company in 2014

Yuri graduated from Stanford University, double majoring in computer science and math. She then joined Goldman Sachs Holdings. After working as a programmer for five-and-a-half years at Goldman's Tokyo office, she joined Indeed in June 2014. She first worked on the efficiency improvement of subscriber DB of the email delivery system on the Job Search team for two months, before transferring to the salary team.

Engineer Evaluations

Engineer appraisals are conducted once a quarter every year. Managers evaluate their engineers by means of the following: self-evaluation, in which engineers are asked to appraise their own performance, and peer feedback, in which engineers are assessed by colleagues they have worked with. These evaluations include a number of factors, including technical skill, impact of code written, and ownership taken over various tasks.

Engineering Career Path

At Indeed, five to six people form a development team.A new employee must first aim to become a competent engineer within the team that they are assigned to.

Your first step is to become fully adept at fulfilling the portion of a team’s development work that you are tasked with. (Phase 1) Once you have gotten through Phase 1, the next step is to get to a point where you can carry out all components of the team’s development work. (Phase 2) When you have successfully completed Phase 2, you will have mastered your team’s development work; in other words, a segment of service development. Engineers that join Indeed will go through all of the same steps up to this point.

In the next process, engineers will be separated into two tracks based on their career goals: either they will focus entirely on writing code to become specialists that can cover a wider range of development, or they will go on to serve roles that require setting some time aside to manage teams, while also continuing writing code.This choice can be made at any time; you can choose the specialist track and later switch to the management track, and vice versa.