Estimates are ours to get wrong, not yours to absorb
If we underquote, that's our commercial mistake. Nobody is asked to work a weekend to cover it, and no client is asked to pay twice for the same scope.
Life at Sedwis
Commitments,not adjectives.
Every line on this page is something you can hold us to in an interview. If we don't do one of them, ask why.
What we hold to
Six things, written so you can check them.
Code review is real, or it isn't happening
Every change is reviewed by someone who is willing to say no. A rubber-stamp approval culture produces the codebase you inherit two years later and can't change.
Write it down
Architecture decisions get a short written record — what we chose, what we rejected, and why. It costs twenty minutes and saves the argument being had again in six months.
Say the number
"Nearly done" is not a status. We report in what's merged, what's in review, and what hasn't started — internally and to clients, in the same words.
Seniority is measured in judgement
Not years, not title. The person who says "this is the wrong thing to build" in week one is worth more than the person who builds it beautifully in week ten.
You own something
Every engineer owns a surface end to end — schema, API, interface, deployment. Ticket-factory work where you never see the outcome is how people stop caring.
How the week works
Policy, not perks.
A fruit bowl is a perk. Paid on-call is a policy. The difference matters to the people who read this page carefully — which is exactly the people we want to hire.
Hybrid, genuinely
Two or three days a week in Sector 63. Not five days with a hybrid label. Fully remote is available for senior engineers with a track record of it.
Two-week sprints, demo every sprint
The same cadence clients see. No end-of-quarter crunch, because there is no end-of-quarter reveal.
Learning budget with time attached
A budget for courses, books and conferences is useless without hours to use it. Both are allocated.
On-call is paid and rotational
Only for products we host. Compensated, rotated fairly, and never the same person twice in a row.
No unpaid interns
The internship programme is paid, with a pre-placement offer track. Free labour dressed as experience isn't a programme.
Interviews don't run for six rounds
A screening conversation, one technical discussion on real code, and a conversation with the person you'd report to. Decision inside two weeks.
Your first month
You ship to production in week one.
Week 1
Environment running on day one — if it takes longer, that's our bug and we fix it. You read the codebase and the decision records, and you ship one small change to production.
Week 2
You join a client sprint demo as an observer. You see how the work is talked about before you're asked to talk about it.
Weeks 3–4
You take a feature end to end with a reviewer attached. By the end of the month you own a surface and are named on it.
What you might not like
The parts we'd rather you knew now.
A culture page with no downsides is one nobody believes — and the candidates worth hiring are the ones who notice.
- We're a young company. There is no twenty-year playbook here, and some processes you'll be asked to help invent rather than inherit.
- Client work means client deadlines. You get an honest cadence and honest estimates, but you don't get to ship when you feel it's ready.
- We're small, so breadth is expected. If you want to specialise narrowly in one layer of one stack, this is the wrong place right now.
Still interested?
Good. That was the point of the last section.