About Us

At MiWay, our purpose is to enable people to live their way. We understand that life is not just about "things" - but the meaning that those things bring to your life. We believe that technology and innovation have infinite power when it's inspired by humans...by you.

This is why we focus on our clients’ needs; finding new ways to simplify their lives and how they do things. We give them products, services and solutions that enable them to live and enjoy life on their own terms – in their own way.

Our Culture

Agile values and principles are strongly embedded in our culture and they are at the core of how we make decisions and how we approach adding value within the company.

The department is grouped into various teams who handle various sections of the business. The teams are self-organising and given autonomy to decide how best they add value to the projects and the company. We also have a flat-structure in place which means that we are all equally responsible for the role our department plays and how we add value to the business. Even though some individuals are asked to take on more or alternative responsibilities, as the need arises, we do not promote classic titles like “team lead” or “team manager(s)”.

The flat-structure fuelled with autonomy over purpose creates a fast-paced environment where a big part of the culture is being able to problem solve using whatever information and tools are available at the time. Although we support learning and celebrate failures we prefer individuals who are self-driven and nothing in our department is “someone else’s problem”.

In line with an agile principle we take our level of technical excellence seriously. We place a vast amount of emphasis on coding standards and quality and strictly adhere to them. All our code is reviewed by the whole department to promote knowledge sharing. Our testers are empowered to make the final decisions on whether acceptance criteria are met. Regression and automation testing are critical in being able to deploy multiple times a week.

Teams are not built around individual superstars. Even though we require team members to have adequate working experience and a healthy attitude towards growing skills and participating in our industry; we would prefer individuals who are more team orientated and who would be comfortable participating in our own cultural and environmental growth activities.

Our department purpose is to ‘Deploy working software, that adds business value, daily’. In order to achieve this we require team members to be open and comfortable with active participation in reviewing code and standards, supporting production to maintain its stability and have a good problem solving approach to understand and solve a wide range of issues. We are all professionals sharing the same purpose so we should not intend offence or take offence when communicating, especially when handling constructive criticism from one another. We hold each other accountable so we can support and grow each other.

Our Hiring Process

We would like our hiring process to be quick, efficient and a learning experience for candidates and MiWay alike.

There are five steps in our recruitment process; and throughout the process we focus on a candidate’s abilities, and not their shortcomings. We are looking for people with encouraging attitudes who are passionate about solving problems with code!

Step 1. Making first contact with the candidates (email, IM, etc) and having a look at the details in their CV. Step 2. Have a quick 15 - 20 min telephone call with the candidates, asking them some questions, explaining the position available and allowing them to ask us questions. Step 3. Online technical assessment to gauge problem solving skill and approach to coding. Step 4. Candidates come to our offices for an interactive session with one or more of our teams. Step 5. Having made it through all the previous steps, the candidate’s details and feedback from the respective sessions are presented to the whole department. At this stage we intend to send an offer of employment, but also try to give the department an opportunity to learn about who will be joining them.