Technologically, it should not be an issue at all. To better control cost, you may outsource the technical development works to dev in developing countries. In terms of quality and cost combined, Malaysia should be a good choice.
people i talked to told me not to outsource tech side. they told me if i outsource tech and make them build a demo, still it won't be attractive for a investor because i don't have the team the debug or improve the app inhouse. what would you say to that? for me i feel like i can give 1k usd and get a demo and progress through it.
I guess probably need a trade-off on this. If you have a tech co-founder who can help to implement the idea, that probably is the best. But if no, then need to engage some "outsider" to do the job, the cons for this, probably is the idea could be stolen.
In fact, I have been pondering over the same controversies over technical interview for quite sometime, and I think the sheer intention of a company on recruitment is to recruit the candidates that fit their requirement/expectation as much as possible.
I have been thinking: are the following approach works better in terms of technical recruitment and interview?
- Say a company wants to recruit .NET Core developer with experience/knowledge in Sql Server.
- In the job scope, as usual, they would put in their expectation / requirements. At the same time, they should put few (but reasonable enough) specially curated training videos (either from YouTube channel, pluralsight, lynda, oreilly, udemy and you name it) by the company on .NET Core and Sql Server that they expect the potential candidates to go through.
- Most of the interview questions should come from those videos. During interview, the interviewer can ask additional questions with its answers won't be directly from the training videos but more to the experience that candidates put in their CV/resume.
With this, those candidates who are really interested in the openings will take the initiative to go through the training videos and equip themselves better for the interview. Those are not prepared, they, themselves are well aware that they most probably won't pass the interview questions which its answers can be obtained from the training videos and most probably they won't even go for the interview too.
This, i guess is the most effective way for both the recruiters as well as the candidates to find their perfect match.
I just checked the API documentation. It seems that all the requests are through HTTP POST, including Get Status and Get Link, wonder how can that be considered as RESTful?
Nope, not RESTful but still looks usable and they would surely iterate and improve. Violates third, fourth and last of Roy Fieldings constraints [1], last one being really helpful while using APIs [2]
Hi, Thanks for looking around. You might have seen the documentation of Cashfree Payment Gateway and yes, it's not restful.
Documentation of Bank transfer products (Payout and NEFT re-conciliation) is not public yet. We send it to our merchants during their on-boarding. We understand that it makes evaluation by new/prospective customers at bit harder and thus, are in-process of revamping our doc site to include documentation of all the products we support.
Do drop us a note at care@gocashfree.com. We will share it with you.
