Mystical Coding Unicorn? How has the C#.Net / Angular / TypeScript Developer Evolved?

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It started with the move to the full stack developer with JavaScript’s huge growth in the market (Groan) and now with JavaScript frameworks like React (Facebook), Vue .js and Angular (Google) and many many more shiny new frameworks coming out every day, it’s become pretty standard.


Angular1 came a long and everybody was excited, developers built their apps on here and then when Angular2 was released it was completely different and arguably should not have been called Angular2 at all. It was a re-write and a completely new framework but most agree for the better being a cleaner, easier framework to work with and with the addition of the game changing TypeScript was re-branded simply Angular, now we are at version 6.


So why TypeScript?


JavaScript (Groan) you say it’s hard to work with, no strong typing, no class structures. 


Enter TypeScript.


TypeScript being a powerful, typed superset  which is complied down to JavaScript code and has the classical type of syntax that C#.Net devs are used to, so happy days.


Some key moments:


***Angular2 is released in Sept 2016 with TypeScript making it easier for C#.Net developers to code with 

***Typescript 0.9 released in 2013 and is designed by Lead C# Architect Anders Hejlsberg at Microsoft (who also created C#.Net)

***.Net Core is released in June 2016 is used to create server applications that run on Windows, Linux and Mac

***C#.Net goes OpenSource in November 2014



Anyway, there’s my market view from an IT Recruiter who talks to devs every day in our little paradise of Christchurch, NZ.


We currently have a bunch of C#.Net / Angular roles in Christchurch, NZ so please check out:


CONTRACT C#.Net Full Stack Web Developers (Angular/TypeScript), IT Jobs Christchurch NZ

Intermediate Full Stack C#.Net Software Developer (Angular), IT Jobs Christchurch NZ

Front-end Angular Dev?

CONTRACT Senior Angular Front-End Web Developer, IT Jobs Christchurch NZ

CONTRACT Angular Front-End Web Developer, IT Jobs Christchurch NZ


Not a coding Unicorn? But a C#.Net Developer check out these roles:


Senior C#.Net/SQL Software Developer, IT Jobs Christchurch NZ

C#.Net/SQL Lead Developer, IT Jobs Christchurch NZ

Senior C#.Net/SQL Integration Software Developer, IT Jobs Christchurch NZ

C#.Net/SQL Lead Developer, (.Net CORE 2.0/Asynchronous Messaging), IT Jobs Christchurch NZ

Senior C#.Net / SQL Developer (.Net CORE / Microservices), IT Jobs Christchurch NZ

CONTRACT Senior C#.Net/SQL Integration Software Developer, IT Jobs Christchurch NZ


I'm Paul, Founder & Principal Consultant of Sunstone, an IT Recruitment & HR company specialising in recruiting IT roles within software, web, mobile, blockchain, big data, infrastructure, security & networks in Christchurch & South Island of New Zealand.

I love coffee so you can catch up with me for one here:



How does the IT Recruitment process work?


You might be a Computer Science graduate or have just never used an IT recruitment agency before as a candidate so how does it all work? You might be a company looking for IT staff & have exhausted your networks & need to reach out to an agency to find specialist IT skills. 


How does it work?


IT Recruitment Process

Once you decide to look for a new role, either as a permanent staff member or as a contractor, it's time to start the hunt!  We advertise all our roles on our website, and most of them are also on either Trade Me or Seek.  

Once you apply to an advert or direct to the IT recruitment agency you are interviewed by an IT recruiter so they can get to know you.

The IT Recruiter gives you advice which might be about your CV, what the IT job market is looking for at the moment and information about any roles that might be a good match for you and they'll let you know about salary expectations.  They'll also find out information about your technical skills and qualifications, what your notice period is and any requirements you have about your location.

If you're suitable for an IT role you are submitted to the Client by the IT recruiter sending your CV.  

If the Client would like to see you, the IT Recruiter arranges an interview time and date, and sends you through a detailed interview confirmation confirming who you're meeting with, when and where, and some background on the roles, projects & company.  If there are subsequent interviews, they liaise between you and the company.  Some companies interview 2 or 3 times before appointing the right person for a permanent role, normally just 1 interview for contract.

After your interview, the IT Recruiter talks both with the Client and you and provides feedback.  If the Client would like to offer you a role we'll help you through the offer process and organise your references and any other requirements the client might have.

We'll then help to arrange a start date, ensure your contract has been sent through by the Client and help to explain anything you're unsure of in the paperwork.  Then it's up to you to hand in your notice.  Your IT recruiter can also advise on any questions you have before you start your new role and in your first few weeks.


Advantages of using an IT recruiter from the candidate side:

***Meeting an IT recruiter is an excellent way to understand your local IT job market & make sure you are doing the right things to enhance your career & understand the next realistic steps to achieve your career goals.

***You'll receive Insight into what the client is looking for

***Get Interview tips & coaching 

***Sound career advice 

***Gain market knowledge of other clients that are looking for your skill set 

***IT Recruiters can proactively & speculatively put your details to clients who look for your skill set to open doors for you

***They can refer you to other connected people 

***Give advice on networking / user groups within your industry domain 


Advantages of using an IT recruiter from the client side:

***Meeting an IT recruiter is an excellent way to understand your local IT job market, ensure you're paying market rates & staying up-to-date with market trends & job hunters' expectations

***IT recruiters can handle applications & manage the hiring process professionally for you

***Can manage technical testing or run psychometric testing process for you 

***Give professional feedback to candidates - good & bad 

***Provide interim / IT contract solutions if the permanent specialist / IT hire could take a long time

***Give advice to organisational structure / team / approach / scarcity of skills & level of experience etc 

***You will only pay a fee when you get an outcome / result


I hope this is a good snapshot & insight into how it all works.....


I'm Paul, Founder & Principal Consultant of Sunstone, an IT Recruitment & HR company specialising in recruiting IT roles within software, web, mobile, blockchain, big data, infrastructure, security & networks in Christchurch & South Island of New Zealand.



What are the good things & bad things about IT CONTRACTING?


A natural step for many experienced or qualified IT professionals is to take the next step into the contracting world….

But what are the pluses & minuses of becoming an IT Contractor?

What about Tax? When will I get paid? How do I manage financially between contracts?


Some of the key questions to ask yourself first are:

  1. Do I have the people contacts?
  2. Are there some of my ex-employers I could ring up now and know they’d potentially have me back on contract?
  3. Can I financially go between a contract for 2-3 months?
  4. Would my partner want me hanging around home in the downtime?
  5. Do I have software or personal projects I can work on when I'm 'out of contract'?
  6. Am I prepared to get out & network / partner with agencies to secure my next contract?
  7. Am I prepared to be flexible to work on-site & from home or both?
  8. Am I quick to learn a new environment - both technical & company?


So what are the Pros?

***Variety of projects

***Neutral point of view / detached from the in-house politics

***Hourly or daily pay rate

***Become a Specialist

***Become a Generalist

***Gain a lot of different domain experience in a short time

***Work on cutting edge projects that demand specialist technical skills

***Claim back work / travel / tools / entertainment / expenses


What are the Cons?

***Having to stay current with latest technologies (Not really a negative for techies ;-)

***Have to learn a new environment very quickly

***Paying your own tax / engaging an accountant

***Setting up as Sole Trader or Limited Company = Only about $160NZD

***Gaps between contracts…

***Delay in payment from time of invoice

***Having to do the jobs that others don’t want to do!

***Time pressure to deliver projects can mean some demanding hours if needed

***Flexible to travel to client sites 


It’s not for everyone……But the rewards are great!


If you'd like to learn more about the IT Contract recruitment market in Christchurch & types of assignments on offer, hourly rates etc having been a contractor myself for a number of years & owner of Sunstone Group Limited I'm happy to help.


Are you a Full Stack C#.Net Developer?

We're currently looking for a number of C#.Net Contract Developers for a web project in Christchurch

Please click here for more details :-)


Feel free to get in touch for a chat or a coffee now:



Football related to On-boarding & IT Recruitment

Pele of Brasil arguably the greatest footballer of all time

Pele of Brasil arguably the greatest footballer of all time

With the World Cup in Russia and myself re-reading the awesome book 'Soccernomics' based on the legendary 'Freakonomics' - there strikes (see what I did there) some fundamentals of dos & don'ts of hiring......

ONBOARDING: Many football clubs are quite happy to spend $27 million dollars on a player and have him move countries, uproot their families, change languages & cultures and expect them to just turn up and start scoring goals living out of a hotel room. What won't they spend money on? A relocation consultant or employing an in-house player liaison to settle the player in. Of course now the savvy clubs do - arranging houses, interacting with the partners, sorting out schools for their kids and so forth, and you can see the difference on the field and off with longer tenure for the player settling in. The same is relevant for your new software developer coming from overseas - do you provide legal help for immigration? Accomodation for when they first arrive? Is someone overseeing / managing the process?



One very astute insight that Clough & Taylor (Nottingham Forest) and Arsene Wenger (Arsenal) used back in the 80's was working out what the player's vice was. 'Let's hear your vice before you sign is it women, booze, drugs or gambling?' They would often buy these talented players at a discount then help them out using professional counsellors, often gaining an even larger amount of commitment and loyalty from the individual...quite an extreme example but interesting all the same.

So how is this related to IT recruiting? Know your individual players (not just your rock stars) and what actually motivates them - is it money for the mortgage? Or some flexibility to pick up their kids? Time off to travel? Juicy projects that the passionate dev & can delve very deeply into? The latest tech seminar or particular annual IT conference? A social team who love a team lunch or shouted the first couple round at Friday drinks!? Or organising fun team events like ten pin bowling, paint balling, a quiz night or mountain biking, or quieter catch ups.


There used to be very few Brasilians playing in the English premiership!? Apparently that's because they tended to hate the cold, speak a different language (Portuguese) and didn't fit the English drinking culture. That's why English teams recruited Scandinavians who tended not to be the big names, but were accustomed to cold weather and happy to drink pints down the pub.....interesting!?!? 

So what's your team / company culture? How do you define it and who's really going to fit in? What is the 'Culture Add'? Can they bring some diverse thinking? Some new ideas to your team?



When hiring, Olympique Lyon in France have a group of interested stakeholders who make the decision to recruit, rather than the classic English football manager who, in the words of the authors, tend to be short term dictators who will come in and spend millions until they're sacked. What OL did was place the decision-making with the director of football who had an ongoing role despite the coming and goings of short-term managers who were focused on short-term results. They took it even further using a group of key stakeholders, obtaining the opinion of many and taking the average of this rather than just one person hiring.  This approach can help to raise red flags if needed.


'Players lose you games, not tactics. There's so much crap talked about tactics by people who barely know how to win at dominoes.' - Brian Clough. 


So for any organisation whether it's a football team or a software house think about the people you're hiring and well, treat them like people! A little goes a long way..... 


If you're looking for a great gift check out the books 'Soccernomics' by Kuper & Szymanski or the classic 'Freakonomics' by Dubner & Levitt.


I'm Paul, Founder & Principal Consultant of Sunstone, an IT Recruitment & HR company specialising in recruiting IT roles within software, web, mobile, development & networks in Christchurch & South Island of New Zealand.



To Cloud or not to Cloud? Which Cloud? Hybrid / Multi-Cloud?


The jury is out on cloud it can save your organisation a lot of money & less hassle not having to maintain on premise hardware especially for SMEs holding non-mission critical data but like anything in life it takes a mix, a balance...Which apps can go to the cloud? Which are mission critical / security sensitive that need to be in-house?

You may have subsidiary SaaS apps for accounting, messaging or communication, MS 365 or Google Docs for basic file storage but where is your core data held? Are you going to continue to manage infrastructure hardware on-site or put it to the Cloud & have someone else manage the hardware upgrades?

Do you have data sovereignty issues? Do you need to comply with the law of the land to where your data is held?

It begs major questions like what does our business depend on? What do we need ultimate control of? If we have a leak / hack / it makes front page news is our business over?

Do we want to have more control in-house so we’ll run our own data centers…For example if you’re a bank or have highly sensitive data that your customers want to know you have complete control & ownership of - it can be essential and a very good selling point.

Security of personal data has never been so important with the Cambridge Analytica / Facebook scandal making such big news in recent times with people becoming a lot more aware of data privacy....


I guess like anything it comes down to assessing, managing & mitigating risk…


A few conversations I’ve had over the past few years have mentioned some of the good things & bad things about each of the most popular cloud services in the universe….It’s typically been Azure v. AWS but now with Google Cloud and other providers snapping at the heals there's lots to consider....

Gartner predicts the IaaS market will explode to a $53 billion market by next year so what exactly is IaaS?

IaaS is a model where a third-party provider hosts and maintains core infrastructure, including hardware, software, servers and storage on behalf of a customer. This typically includes the hosting of applications in a highly scalable environment, where customers are only charged for the infrastructure they use.

With AWS starting its cloud services in 2006 it has managed to take a huge 40% of market share globally with MS, IBM & Google making up 23% combined.

But depending on what you go for will depend on your individual requirements and relationships within the business. Different parts of the business may choose different cloud providers to do different things. It’s almost become it’s own skill set ‘3rd party management’ and a key skill in that - choosing & managing your cloud provider. It can be a key part of business strategy and why we have CIOs sitting on the top table now.


May the Cloud be with you....


For some of Sunstone's cloud based live IT roles in Christchurch please check out....


To work on Azure cloud please click here:

Intermediate Cloud NoSQL Engineer (Azure or AWS) / C#.Net Software Developer, IT Jobs Christchurch NZ

Senior Cloud NoSQL Engineer (Azure or AWS) / Senior C#.Net Developer, IT Jobs Christchurch NZ

Automation Test Engineer, IT Jobs Christchurch NZ


To work on AWS cloud please click here:

Senior Linux SysAdmin / DevOps, IT Jobs Christchurch NZ


To work on Google cloud please click here:

Full Stack Java Developer (Java 8 / Aurelia), IT Jobs Christchurch NZ

Java Automation Engineer / Software Tester (Selenium), IT Jobs Christchurch NZ


I'm Paul, Founder & Principal Consultant of Sunstone, an IT Recruitment & HR company specialising in recruiting IT roles within software, web, mobile, development & networks in Christchurch & South Island of New Zealand.