We are always looking for talented individuals who wish to be a part of a select team of world-class programmers in a growing multi-national company.

Hello! We are Gehtsoft USA LLC, registered with our main office located in the state of North Carolina, in the city of Raleigh. The company has been in operation since 2000, and since 2008, we have been active in the USA.

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About us

Our primary focus is custom software development,
but not in the conventional sense of "outsourcing" or "outstaffing."
We specialize in situations where the client may not have a
clear understanding of what needs to be done or how to accomplish it.

It would be more accurate to describe our work as "turnkey product development."

However, we currently do not have our own products — perhaps because,
as the saying goes, "the cobbler's children have no shoes."

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Commercial Advantages:

We specialize in custom software development, "turnkey product creation." The main client is FXCM. We have professionals and engineers; what do we mean by this? We have no "management"; no one tells us what to do, no one assigns tasks and plans the day. Each employee is an independent unit, and each team is cross-functional. A professional knows WHAT needs to be done, WHY, what the PRIORITY is, and can defend it to the team/business. We have 100% code coverage with tests; we are unique; we are professionals; we have no room for error. We work in pure Scrum, with a weekly sprint. Daily, from the first day of work, we expect increments and excellent performance (in our understanding, from the first day, you must deliver a ready piece of the project, a completed goal). We do not talk about what we did, how we did it, and why. We set specific goals and report on their achievement. We work empirically; for a week (sprint), we test a hypothesis, receiving results daily.

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Why Gehtsoft?

We are the place for the crazy ones. We are perfectionists who understand the meaning of the MVP. We are idealists who want to do things right. We are life-long learners who think that we are never good enough to stop. We are a wolf pack that values situational leadership and personal accountability. When working with us, you will never be the smartest person in the room. We deny experts and focus on a scientific approach and data-based and science-based proof.

 

We work in a scary world that constantly changes, and the only way to survive is to be ten steps ahead of everyone else. While working with us, you will become a better leader, better specialist, and a better professional because there is no other way to survive. If you are up for a challenge, if you want to grow and evolve, and if you can become, in your first week, somebody who changes us as a business for the better, then we are the right place for you.

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Join the team

We are looking for capable people to join our team - those who will help us develop our projects to achieve ambitious goals. We need people who are responsible, proactive, attentive to detail and love a challenge.

 

Join our team. Check out the available positions and send us your resume. If you have any questions about working at Gehtsoft, please contact us at contact@gehtsoftusa.com

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Working Conditions

  • Vacation/sick leave/holidays follow the American model.
  • Each employee has 15 days off per year, which can be used at their discretion.
    • 1 day off can be used at any time, more will have to be approved by the team.
    • Each year worked adds 1 additional day off per year.
  • Official holidays: Christmas holidays (Catholic or Orthodox, so 12/24-1/2 or 12/31-1/7), Independence Day (7/4), Thanksgiving (4th Thursday of November). Holidays can be transferred to a different time if need be. You could say that there are 20 days off a year, and only Christmas (24-25) and New Year (31-1) are holidays.
  • Equipment reimbursement: A laptop is provided (to be returned if the person leaves before one year), or a $1000/year budget for personal equipment.
  • Training: Internal training is provided and paid for; after training, a certain period of work commitment is required, usually at a rate 1 month per 200 dollars spent.

 

  • Maternity leave: For employees who have worked for more than a year, the company pays for 15 working days of paternity leave and up to 60 working days for maternity leave.
  • Severance pay: For those who have worked for 1 year - 1 month's salary, 2 years - 2 months' salary, 3 years and beyond - 3 months' salary. The salary is paid upon contract termination, regardless of the reason for termination.

For those who are useful and needed we are ready to provide аdditional benefits such as financial aid, low-interest loans, relocation assistance, etc. Basically, if you treat us well, we'll treat you well!

If you have questions about working for Gehtsoft USA LLC, write to us at contact@gehtsoftusa.com

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Responsibilities:

The person will be responsible for: 

  • Performing the duties of a Scrum Master as described in the Scrum Guide.
  • Ensuring the team implements Scrum in full accordance to the Scrum Guide.
  • Ensuring team effectiveness through the application of Scrum and supporting practices. Organizing and being responsible for the team's assessment based on Evidence-based Management (EBM) metrics and organizing continuous improvement processes.
  • Organizing and being responsible for the team's maturity growth within the PAL model.
  • The team's application of the empirical process, and if necessary, training and supporting the team through mentoring and coaching.
  • Removing obstacles that cannot be resolved by the team.
  • Serving as a servant leader for the team, including:
    • Creating and maintaining conditions for a high-performing team.
    • Ensuring a safe environment (as it was originally described by Amy Edmondson).
    • Creating the conditions for, and supporting team formation (for example using the Tuckman model).
    • Navigating conflicts within the team.
Trial Period Targets (3 months) - Mid-level:
Month 1:
  • Provide an evaluation of the team's maturity level and team formation level.
  • Provide an evaluation of the team's knowledge and application of Scrum.
  • Provide an EBM metrics-based evaluation of the team.
  • Provide an improvement plan, presented to and approved by the company management.
Month 2:
  • Implement at least two planned improvements.
  • Improvement:
    • Either: Independent measurements show improvement in one or more EBM metrics.
    • Or: The team has a "lessons learned", a commitment, and an improvement plan.
Month 3:
  • Independent measurements show improvement in one or more EBM metrics.
  • PAL model measurements show improvement in team maturity.
  • The team acknowledges the benefit the Scrum Master provides them.
  • A plan for the next 6 months of the Scrum Master's work has been prepared and defended.
Knowledge and Skills:
Mandatory:
  • Knowledge of Scrum, confirmed by PSM II, DASSM, PMI-ACP, A-CSM, or similar certification.
  • Understanding of the Agile Leadership model, confirmed by PAL, CAL, or similar certification.
  • Understanding of the EBM model confirmed by PAL-EBM certification.
  • Note: Certifications may not be necessary if knowledge and understanding of Scrum, PAL, and EBM demonstrated during the interview are sufficient for the exam, or the person commits to obtaining these certifications within 3 months of starting the job.
Desirable:
  • High emotional intelligence.
  • Knowledge and application skills of the Radical Candor approach by Kim Scott.
  • Practical familiarity with the Crucial Accountability approach by Kerry Patterson.
  • Skills in systemic coaching (ideally, familiarity with the Reading the Room model by David Kantor).
  • Skills in social coaching (TBR certification would be ideal).
  • Technical background (as teams are highly technical, it will be easier to find common ground).
  • Familiarity with the Cynefin framework.
  • Knowledge of techniques for working with chaos, in addition to difficult systems.
  • Knowledge of DevOps culture (DoL certification would be ideal).
  • Knowledge of Management 3.0.
  • Knowledge/certification in Disciplined Agile (DASM, DAC, DASVC).
  • Knowledge of classic process models (e.g., people who had PMP, RUP certifications before getting into Agile).
Big Plus:
  • Serious coaching certifications such as ICF, ICE-CE, ICE-AC.
  • Teaching experience, especially as an ICAgile authorized instructor, PST/CST.
  • Understanding of the EBM model confirmed by PAL-EBM certification.
Undesirable:
  • Extensive experience in SAFe. Individuals with a background in SAFe will have to be carefully evaluated, as to whether they genuinely followed SAFe principles, or just used them to paint classic top-to-down management as "Agile".

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Goals:

The person will be responsible for: 

  • The client not only achieved project goals but gained added value in reliability, transparency, and innovation. Investing in us has proved to be the most effective way for the client to invest their money, providing them with maximum value and reducing risks.
  • (A2I) A capable PO can now be trusted with any project, old or new.
  • (CV) The company now has a PO that can steer a project as well as, if not better than, the company's founders.
  • (CV + UV) All parties' interests are considered. Our company doesn't offer free services but seeks expansion opportunities, ensuring clients know we act in their best interest.
  • (CV) The client is happy, confident that he will be heard and agreements will be upheld. Our PO can offer solutions superior to the client themselves or other providers.
  • (CV + UV) Thorough risk assessment and a strategic vision are in place.
  • (CV + A2I) Teams vie for our exceptional PO, seeking his expertise.
Success Criteria:
Current Value Increased
Strategic Product Management:
  • Aligning product goals with company objectives.
  • Taking responsibility for the outcomes of all company products.
Effective PO Leadership:
  • Demonstrating leadership within the product domain.
  • Serving as a role model in the application of Scrum, Agile, and company standards.
Strategic Planning:
  • Contributing to the development of the company's long-term strategy.
  • Defining strategies and opportunities for product diversification and increased product profitability.
Ability to Innovate improved
  • Co-creating development strategies with company leadership.
  • Actively championing innovations in order to reach goals
Time to Market Improved
Strategic Sales Management:
  • Taking responsibility for post-sales and cross-sales within the company.
  • Collaborating with company leadership to define strategies and opportunities for improving Time to Market.
Cross-Functional Collaboration:
  • Collaborating with various company departments (including Sales/Marketing) to improve Time to Market through process optimization.
Customer Expectation Management:
  • Actively managing customer expectations, including selling additional services, across all dimensions—revising CV, developing T2M, expanding UV, and enhancing A2I. Demonstrating growth points in T2M for the customer and establishing agreements within this growth.

Enhancing key project indicators through Evidence-Based Management metrics (Current Value, Unrealized Value, Time to Market, Ability to Innovate)

Anti-requirements: reliance on miracles, hiding information that we can’t make it in time (including the lack of a releasable increment no rarer than once every two weeks) until the last second, falsifying the real state of the development process. The above is strictly prohibited. Attempts to argue for "it’s more convenient/efficient/faster to complete all preparatory work first" will be immediately viewed as attempts to find a way not to do something, which will not do the PO any favors. We’ve heard it all before

You’ll fit in if:
  • For you, criticism is like a gift, serving as fuel for improvement, rather than a reason to get hurt.
  • You trust no one on word alone, not even yourself. You confirm knowledge with exams and practice. A lecture is not enough for you.
  • A typo in your document is like a stain on your reputation, and overlooked feedback from the client is like the end of your career.
  • Team success is more important to you than any personal achievement.
  • You get constantly blamed for setting unrealistic standards, and are told that there is no need to do things that well for anyone.
  • Clients invite you to their kids’ birthdays, and trust you with their most sensitive secrets.
Areas of responsibility:

No set of instructions can cover every duty or foresee all situations. Therefore, observing engineers must take initiative and, guided by their professional knowledge and situational context, go above and beyond to prove their worth.

Required minimum
  • Creation of a Product Vision: A clear conception of what the end product should be. This involves defining goals, understanding customer needs, and outlining a strategy for achieving success
  • Customer Interaction: Establishing trusting relationships with clients, collecting feedback, identifying requirements, and ensuring the product adheres to customer expectations. Taking into account the interests of all types of stakeholders.
  • Collaboration with the Development Team: Interacting with the development team by providing essential information, clarifying task details, and addressing arising questions.
  • Making Decisions on Priorities: Allocating task priorities, ensuring alignment of the developed product with the company strategy and customer requirements.
  • Taking Responsibility for project economics: The Product Owner is responsible for the project meeting the company's profitability standards. A project must have a roadmap outlining how it plans to increase revenue. Collaborating with other Product Owners, they are accountable for the company's overall financial metrics and alignment with financial goals.
Role Review

Performance targets for the probationary period (3 months)

  • [Week 1] Conducted a project audit, was dismayed by the state of affairs, and presented a comprehensive and evidence-based plan with a commitment, outlining what needs to be addressed, the priorities (with explanations as to why such priorities are in order), and projected timelines for closure.
  • [Month 1] Have a portrait of projects within your responsibility, understand their problem points, and identify all weaknesses and concerns of both the team and the client
  • [Month 1] Identify the current project plan with the team and the client. Have a plan in place to achieve these goals.
  • [Month 1] Master and demonstrate the practical application of the empirical approach (EBM, Evidence-based Management)
  • [Month 1] Understand project economics, actively contribute to budget formulation, and manage client invoicing.
  • [Month 2] Identify weaknesses in the team/client project plan, have a plan of improvement and post-sales activities. Started taking action within the post-sales framework.
  • [Month 2] Developed a plan to enhance EBM metrics in existing projects.
  • [Month 2] The team of the projects within the responsibility scope understands the project direction and the backlog is supported by product increments.
  • [Month 3] The software team, project teams within the responsibility area, external and internal stakeholders should come to the conclusion: “We no longer need to address the issue of supply assurance and maximizing value delivery in Projects A and B. The projects are profitable and show growth prospects. We can now focus on our responsibilities.”
  • [Month 3] The company employees should conclude: “The work of the Product Owner helps me achieve better results. Thank you for providing such a wonderful person.”
Role profile

Required

  • Experience as a Product Manager/Product Owner/Analyst.
  • Experience interacting with international clients.
  • Knowledge of Agile and Scrum methodologies, or a willingness to learn.
  • Conversational and written English (at a level sufficient to understand what is required, and convey what is needed).
  • Ability to formulate hypotheses supported by facts and analyze results.
  • Ability to “keep your eyes peeled" (competitor analysis and adjacent areas).
  • Practical familiarity with the OKR goal-setting approach.
  • Understanding of Servant Leadership principles and how they differ from authoritarian management.
  • Emotional intelligence.
  • Communication skills (ability to speak the interlocutor's language, engage in constructive dialogue, manage conflict, give and receive criticism).
  • Ability to conduct "difficult conversations" without losing patience and composure.
  • Certified in Agile techniques no lower than PSPO II, ICP-EPO, IIBA-CCBA, PMI-PBA
  • The courage to make decisions and take responsibility for them.
  • Respect for the team, the company, and the client.
  • Attention to detail.
  • Strive for team success.
  • Negotiation skills and the ability to build trusting relationships with clients.

Welcome

  • Knowledge of Evidence-based Management. It’s okay if there is no knowledge to speak of, as long as you are willing to learn.
  • Experience in the IT environment.
  • Practical familiarity with Kim Scott’s Radical Candor approach.
  • Practical familiarity with Kerry Patterson’s Crucial Accountability approach.
  • Understanding of Amy Edmondson's psychological safety model.
  • Knowledge of Management 3.0.
  • Would be a significant downside:
  • Adherence to Daniel H. Pink's Drive! model.
  • We are as anti-Pink as possible.
  • "Spoiled" corporate pseudo-Agile understanding of a servant leader as a mix of а secretary/entertainer/teacher of a preschool group/mollycoddler.
  • We do not need any of this; we will say "thank you, goodbye" immediately.
  • Our ideal leader is not a nanny but a good sergeant ("servant to the king, father to the soldiers"©).

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