UCMS Group Romania – launched truehr.ro website


UCMS Group Romania launched truehr.ro


One year after the acquisition by AROBS of the True HR and dp-Payroll solutions developed by UCMS Group Romania, the new website – truehr.ro, is launched.

With vision and dedication, UCMS by AROBS has constantly sought to improve its human resource management solutions that meet the needs of a changing market. Today, after 23 years of experience, AROBS Group is providing its users with a new platform – truehr.ro, which talks about the business vision and the constant care for the quality of the solutions offered.

One year after the acquisition by AROBS of the TrueHR and dp-Payroll solutions developed by UCMS Group Romania, the newly launched website aims to become closer to customers and to meet the new requirements in this industry. UCMS Group Romania is an important player in the management and payroll industry.

“Over the years, we’ve been constantly investing in our product lines in order to meet customers’ expectations. As part of our branding campaign we launched a platform where the users can check our products based on customer needs and new technology”, says Ionuț Gherle, CEO of UCMS.

Currently, the company specializing in HR and Payroll services remains close to Romanian consumers by launching the truehr.ro website. To comply with new trends, the site provides comprehensive information on TrueHR and dp-Payroll modules designed to improve the work of HR and financial departments across any company in Romania.

The website is responsive and has a user-centered design and usability, all with the goal of enhancing the user’s experience on any device.

Each module has its own page with detailed information on how the solution can automate administrative processes within the company. The user will find articles on topics such as legislative news and new approaches for achieving high-performance management.

The www.truehr.ro site offers in-depth information want about HR and payroll products, but it also improves communication with the customer. UCMS Group Romania by AROBS is a company that develops payroll and human resources software solutions. More than 500 customers benefit from the two customized True HR and dp-Payroll software solutions.

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Onboarding remote developers

remote developers

Onboarding remote developers – nail it, don’t fail it

The onboarding process of new remote developers and employees has gained a special part of the entire organizational and cultural setting of a company. It defines the first impressions, and if done wisely, can increase the loyalty that the employee will develop in time, towards the company and brand. Nevertheless, switching to remote work due to the pandemic, the entire onboarding procedure of remote developers had to be restructured and readapted for the new given working set-up. At AROBS we’ve been already working with remote teams and employees for some time now on our ongoing projects and managed to adapt quickly, as soon as we faced restrictions. But how can we replace the human touch and sensory experience of walking into your new office and greeting your new peers by transposing everything into a virtual configuration?

Set-up your mindset

Always look at the process from the remote developers’ perspective. Ask yourself a set of questions that could guide you through finding new details that could help make the induction leaner:

  • What would I like to know on my first day at my new job?
  • What technical set-up do I need to actually do my job?
  • Who are the key persons that I should know and go to if needed?
  • Where do I find documents that I need to navigate through my activity?
  • What are the expectations for me in the next weeks/months?
  • What informal contexts could help me get closer to my peers?

Create an environment preview

The first indirect contact of a new remote developer with your company is the image and brand you’ve built on social media and through your website. Unexpected starting point? Agree. But think about the context. The only way we stay connected in isolation is online, and it’s not a new habit to take your daily information from social media. We read the news, search for jobs, why wouldn’t we take a look at how our future workplace is doing on social media? Especially because these channels give you the chance to show the informal part of the organization and make your brand more human, rather than the icy-blue corporation image that we’re used to expecting. Use photos, videos from training, team buildings, or even company parties to create a preview for the working environment. Hence, even though this might seem farfetched as a part of the onboarding, it could be that small preview that could make a difference for the remote developer. Make sure your branding is on point across channels, recommend in advance to your new employee to take a glimpse of your organizational culture, and the traditional “follow and like” us. That will assure connection in the long run.

Furthermore, your website should be a clear window to your activity, expertise and possibilities of a strong career path to future employees.

Provide a home office kit

Since the remote developer can’t go to the office, the office must go to him/her. The logistical matter of the process is very important, especially because the actual connection to the team is depending on it. Make sure the IT department has prepared a laptop with tools, programs, and technical detail needed for everything to run smoothly on the first day. The access to the company resources, passwords, documents is also vital, so it would be recommended that you assign an IT member to keep in touch with the new employee to ensure there are no technical issues. Go the extra mile and prepare a welcome kit with small things that create the office vibe – agenda, mug, pen, funny stickers, a t-shirt, maybe some messages written by the future teammates. Anything that adds thoughtfulness to the message – “Welcome to our team!”

All these should either be delivered to the employee, either provided in safe conditions from headquarters before day one.

Talk informal

Even if we weren’t in this pandemic situation, we all know starting a new job can create mixed feelings. We are so used to just being dragged fast-forward through standard onboarding procedures that sometimes we barely have the chance to mentally adapt. Giving the current situation, the anxiety of a new beginning can be even stronger.Take time to discuss the context. Working from home can imply roommates, children to look after, the lack of possibility to just simply ask a question to a peer.

Just showing that you are aware of the remote developers’ needs can make them feel understood and accepted. That will ease the future communication between parts and create trust, no matter the issue.

Help build relationships

The hiring manager as well as an HR member should be a constant guide for the new remote developers throughout the whole process. People are the most important part. Prior to introducing the new remote developer, the team from top to bottom should be informed about it, about his/her role, and how it will integrate into the team’s dynamic. This way, the team will have time to digest the changes and the first virtual meeting will be more relaxed. Delegate a mentor from the team. Either pick the most experimented one that is a “culture carrier” and company ambassador, either an enthusiast that will assure a positive welcoming.

Also, a list of “go-to” people within the company can be of great help – for technical matters, for HR issues, for administrative parts.

"In AROBS we have implemented the "buddy" system to ensure the onboard of the new employees is a positive and productive experience. We learned that regular one-to-one meeting between the manager and their new hires during their first weeks on the job offers comfort to the new member, as he/she knows to whom he/she can go for any difficulty they encounter. Also, for the learning part, they have a personalized plan on the product/project and the technical part. We wish to encourage their independence on the project as much as possible through this process." - Alina Sârbe, Project Manager AROBS

Draw expectations

Be clear about your expectations related to work – core hours, tasks, delivery, but also related to becoming a part of the team. Until the communication will adjust naturally, every new employee o needs to be prepared and not taken by surprise. It will help avoid misunderstandings, tensions, or any unpleasant situations that might arise. Also, don’t forget to mention that you are also human and might miss some details. That will give a realistic approach and if there will be a slip, the “damage” will be minimal.

Communicate, but don’t overdo it

Create a balance between making the new remote developer feel connected to the team and company, and giving him/her space to settle. It’s hard to reproduce the human energy you can receive in-person, but there are ways to get close to it and build the same feeling of trust. Communicate tasks and everything related to their execution, in writing, on e-mail, or through your internal management tools, so it will be easy to go back to and traceable.Use video calls as a visual layer of communication that pins down the information. The facial expressions, gestures, and all the body language that you can visualize can make a big difference in transmitting a message or task. Use them for formal meetings and also for informal coffee breaks, social talks. Include the new-comer in informal groups and encourage communication outside the job bubble.

Draw a check-in plan, but don’t slip into micro-management. Adapt your frequency to the feedback you’re receiving. The feeling of shadowing can be uncomfortable.

Document the changes

Every change you add to the onboarding process should appear afterward in the company documents and procedures. It will be valuable as a future source and will help you be prepared for other similar situations in the future. Don’t limit the documentation only to how the HR should proceed in the process, also include recommendations for team-leaders, project managers or support departments that will interact with the new employee. Think of it as a continuous flow that will obtain you the feedback you are looking for: “I feel like I’ve been working here since forever.”

Well, that might be a bit too high of an expectation, but why not pursue it?

AROBS is currently working in remote with over 950 employees. We have teams across the country, as well as beyond borders, in Europe, Asia, and the United States. Developing software with remote developers on complex projects in Travel&Hospitality, Automotive, Life Sciences&IoT, Enterprise Solutions, and more, can be challenging itself. Yet, IT outsourcing is by definition a remote option that’s cost-effective and proven to be the best choice for various business reasons. AROBS has already over 20 years of experience and expertise in building strong partnerships and connections with clients all over the world. Thus, we are prepared to create an involvement culture for our new employees, even if they are remote developers, and deliver quality work in our projects.

If you wish to know us better, leave us your contact on our career page and we’ll get back to you soon.

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Online Jobs Platform – JobCloud

Jobs platform for Switzerland

Online jobs platform for Switzerland’s employment market


Jobs platforms are the new recruiters. JobCloud’s – Switzerland’s biggest online jobs platform – collaboration with AROBS resulted in new functionalities. The output transformed the platform’s B2B and B2C parts.

One of the biggest business challenges of today’s market is recruiting. Finding the right talent for the right workplace. Statistics say, about every 250 resumes turn into one employment. Hence, there is a surge in job platforms, created to efficiently handle great amounts of data.

Switzerland’s top player in this market is JobCloud.

Jobcloud reaches over 6 million visits/month.

Partnering with AROBS helped add new functionalities to this leading Swiss portal.

Business challenge


As for every niche business, the challenge was to find the right talent. And when it comes to challenges here is JobCloud’s Product Owner perspective:

“Being in a niche market, with companies looking for similar profiles, recruiting the right talent to help us grow was a challenge. We were not agile enough to scale our teams when we had new projects.
JobCloud needed a reliable partner, able to provide resources skilled in different technologies, with a strong sense of communication and organization.
AROBS delivered all that and more.”

- Product Owner, JobCloud​

Online jobs platform – AROBS approach


Our biggest strength lies in our Agile teams. And, since 2017, AROBS’ productive collaboration contributed significantly to the project’s success – for both JobCloud B2B and B2C divisions.

Collaborative teams were distributed across 5 locations in 2 countries, a communicational challenge that we turned into success. AROBS’ teams of curious and highly skilled professionals, with expertise in a diverse palette of technologies, ensured high adaptability and problem-solving.

More so, when it comes to enterprise application development, we bring essential know-how gained in over 20 years on the market, collaborating with clients in more than 14 countries.


The AROBS team was instrumental in implementing the first version of the JobCloud marketplace.
Spring Web
Spring Cloud
Spring Boot
AmazonWS S3


The Acting as a team extension to the JobCloud team, we developed new, added-value features such as Salary, Reviews, Companies, JobAlert, JobMail, Dynamic Search.
Symfony 4
Elastic Search
Apache Kafka

Online jobs platform infographic

Jobs platform – Benefits and impact


The enhanced multi-platform solution for recruiters and applicants facilitated and simplified both creation and job posting/advertising, resulting* in:

  • Up to 83% higher conversion rate in B2B Onboarding
  • Thousands of additional app users (Jobup.ch +98% growth, Jobs.ch +11% growth)
  • +27% increase in job Views from Jobmail

*Data compared to the previous year.

We begun with a team extension and consolidated into a long-term partnership; the combination of daily calls, backlog grooming, planning, demos, and retrospectives ensured an efficient and fruitful communication between JobCloud and AROBS.

“We started with an initial team and a Scrum organization and the first few weeks validated our decision for a long-term collaboration with AROBS. They proved highly adaptable to our context, which meant both standalone and mixed teams.

As an agile partner, with an appetite for constant improvement, they were instrumental in the project’s success.” – Product Owner, JobCloud

The Swiss online jobs platform leader’s collaboration with AROBS is a success story.

Read more about similar projects and discover AROBS’s cloud application expertise, here.

Image source: Pixabay

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Software engineering and space

software engineering and space

Software engineering – is the software that sent the astronauts into space really rocket-science?


Software engineering paved the way for the historic launch by NASA x SpaceX. It was the Millennials’ chance to witness what their parents watched in 1969.

Over 34 million people watched the launch of astronauts Robert Behnken and Douglas Hurley into space on Saturday, 30th of May. This is the number of views on NASA’s Facebook live alone.

software engineering space

Photo credit: NASA

The purpose of this launch? A test flight to validate the crew transportation system of SpaceX. Furthermore, NASA, SpaceX, and Boeing are working on reliable and economical transport systems to low-Earth orbit.

This is the first time in history that NASA launched astronauts into space using the system of a privately owned company. 

And high-level software engineering made this possible.

But where did this all start?

The woman behind the beginning of software engineering

It all goes back to the Moon-Landing. Margaret Hamilton, a computer scientist at MIT, at that time leader of the Software Engineering Division, oversaw the team developing the software needed for Apollo 11. They have created the Apollo program guidance system. This system was responsible for guiding, navigating and controlling the spacecraft using the astronauts’ input. This computer needed to operate without any error.

Furthermore, this system needed to detect any errors and recover from them in real-time. It needed to be adaptable, hence, asynchronous. This means that jobs are prioritized in order of importance.

Her work was instrumental for the successful landing of the first people on the Moon. Also, no bugs were ever found in this in-flight software.

See below Margaret with the whole code for this history-changing mission.

software engineering Margaret Hamilton

Photo: MIT Museum

Software engineering

Hence, Margaret Hamilton was NASA’s first-ever software engineer. She was also the person who coined the term in an effort to legitimize the important work of the crew that developed the software for this mission.

“I fought to bring the software legitimacy so that it—and those building it—would be given its due respect and thus I began to use the term ‘software engineering’ to distinguish it from hardware and other kinds of engineering, yet treat each type of engineering as part of the overall systems engineering process.”- said Margaret in an interview.

Software used by SpaceX for the rockets

Much of the information about the software used in this historic launch of NASA and SpaceX is classified, hence not available for the public. However, a few years ago software engineers from SpaceX disclosed some of the operational systems and programming languages that they use.

This information might come as a surprise to most of the developers making up the IT ecosystem globally. Most of the operational systems and languages used by SpaceX software scientists are available to any software developer.

Linux, C++, LabVIEW


SpaceX uses Linux as their main operating system.


The programmers use C++ as their main programming language. C++ is a very popular programming language with an already highly developed ecosystem. This way SpaceX can benefit from the greatest C++ developer talents and can use code that has already been written.

Furthermore, they use a C and C++ compiler (gcc) and debugger (gdb).


According to the SpaceX engineers, the team that is responsible for Ground Software uses LabVIEW, a graphical programming tool. They develop the Graphical User Interface used in Mission and Launch control. This way engineers can monitor the vehicle’s telemetry and can command the rocket, the spacecraft, and other equipment.

In addition, the engineers use C#, MSSQL, Javascript, LESS, Python, and many more from large scale applications to small embedded computing.

SpaceX – an inspiration for AROBS

When it comes to these technologies, especially C++ and Linux, the AROBS embedded teams have great expertise. Also, functional safety standards used in aeronautics are now an important part of automotive software engineering.

Here, over 400 engineers work on embedded systems for the automotive industry.

Their know-how in C and C++ programming languages, but also in Model-based development tools like LabVIEW, Matlab TargetLink, IBM Statemate, plus their capabilities to build advanced software architectures and design in Enterprise Architect or IBM Rapsody, but not only, enables progress for top companies in this industry.

More so, they develop software for almost any platform (Linux, Windows, RTOS). 

Projects like the ones SpaceX develops are a childhood dream for many software engineers at AROBS.

But, read more about what they do when it comes to engineering services.

Special thanks to Margaret Hamilton, for her life’s work and legacy that made this discipline of software engineering possible.

Image source: Pixabay

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