Scrum, a focused Microsoft stack, and a real Enablement playbook: Inside Cyber-Solutions Software GmbH with “Andreas Fritz, CEO & Founder von Cyber-Solutions”

What stood out in the session

In the session “Andreas Fritz, CEO & Founder von Cyber-Solutions,” Andreas Fritz of Cyber-Solutions Software GmbH offered a concise, hands-on look at how his company structures engineering, hiring, onboarding, and technology choices. From our DevJobs.at editorial perspective, this is a compelling case study in how a young software firm can scale delivery with clear processes and a focused stack—without losing touch with the code or the team.

Here’s the high-level picture: Cyber-Solutions operates across three delivery pillars (custom software, enterprise websites/online shops, and app development), standardizes on the Microsoft ecosystem (C#, .NET, Visual Studio), organizes engineering in Scrum teams, and onboards talent with a structured Enablement process (30–40 pages of documentation per technology/system). In parallel, the company is building a fourth pillar around Microsoft Business Central, extending into ERP-adjacent work. For tech talent, the result is an environment with clear operating rhythms, varied project domains, and a shared set of tools.

Three pillars of delivery—and why they matter to engineers

1) Custom software to digitize manual processes

The first pillar tackles a widespread need: turning manual workflows—still living in Word, Excel, or even on paper—into robust, digital systems. Cyber-Solutions builds tailored applications with login, data entry, and dashboarding (including charts). For engineers, that translates to:

• Solving concrete business problems rather than building features in a vacuum.
• End-to-end thinking from data models and backend logic to front-end presentation.
• Visible impact: dashboards and charts make outcomes measurable to stakeholders.

2) Enterprise-grade websites and online shops in Austria

The second pillar focuses on websites and e-commerce for enterprise customers in Austria. The team uses two CMS platforms on Microsoft technology: Umbraco (open-source) for smaller customers and SideQ as the enterprise-grade option. From an engineering standpoint, this brings a wide range of integration and performance considerations typical of enterprise contexts, along with maintainability and security concerns.

• Work with established CMS stacks (Umbraco, SideQ) on Microsoft foundations.
• Enterprise settings in Austria with corresponding quality expectations.
• Emphasis on reusable components, maintainable code, and integration readiness.

3) App development: Cross-platform in-house, native with a partner

The third pillar is app development, split intentionally:

• Cross-platform apps are built in-house, generally smaller in scope (like info/folder apps).
• Native apps with higher complexity (e.g., AR or AI features) are developed together with a partner agency, with Cyber-Solutions focusing on the backend side.

This gives engineers a spectrum that ranges from fast-moving cross-platform builds to robust native applications with demanding features—plus the collaboration dynamic that comes from working across company boundaries.

The stack: Microsoft consistency, Angular clarity, Xamarin mobility

Cyber-Solutions leans into a unified stack that’s productive and re-usable across all three pillars:

• Languages & tools: C#, .NET, Visual Studio.
• Custom software: C# and .NET Core on the backend, Angular on the frontend.
• Websites/online shops: Umbraco and SideQ, both on Microsoft technology.
• Cross-platform apps and backend applications: Xamarin.

This standardization boosts two essential things for engineering teams: shared vocabulary and faster onboarding. Knowledge and code patterns transfer more naturally across projects, which the company reinforces with its Enablement approach.

Team size and structure: Small squads with clear roles

At the time of the session, Cyber-Solutions operates with a compact core:

• 11 full-time employees.
• An additional 7–8 freelancers brought in as needed, especially to handle workload peaks.

Delivery runs through Scrum teams: three in total—two with four people each and one with five. Roles include Developer, Quality Assurance (QA), Product Owner, and Scrum Master. For engineers, this implies a focused cadence, ownership clarity, and short feedback loops.

There’s also an organizational structure in parallel: three teams, each with a team lead acting as the “organizational superior.” These leads:

• Run employee check-ins and growth conversations.
• Watch out for well-being.
• Handle salary discussions.

The separation between project roles (Scrum) and people leadership (team leads) provides clarity: Who drives delivery, and who supports personal development and working conditions?

Working with freelancers and partners

Project businesses see spikes. Cyber-Solutions meets them with a small network of freelancers who don’t work full time but contribute when capacity is tight. For engineering, this kind of flexibility is pragmatic: teams can absorb peaks without sacrificing code quality or architectural standards.

Similarly, the company partners with a specialized agency on native apps that include AR or AI capabilities. Cyber-Solutions concentrates on the backend. This interface demands mature API design, clear contracts, and disciplined collaboration.

Recruiting: Steps that balance team fit and technical depth

The hiring pipeline is straightforward and intentional:

1. Applications arrive via recruiters, platforms, or the company website.
2. The team maps each application to open roles (there are often multiple postings).
3. A relevant supervisor reviews the CV and checks the requirements match.
4. First interview (screening): culture/team fit and an initial technical view.
5. Second interview: deeper technical evaluation. This can include a small code task or a snippet to review/implement.
6. If it aligns: the team proceeds to the offer and onboarding.

This signals two clear expectations to candidates: team compatibility matters, and technical ability will be scrutinized in depth. If you work methodically, bring solid C#/.NET (or role-appropriate) skills, and enjoy close collaboration, you’ll find a setup built to surface your strengths.

Onboarding and Enablement: A defined path to productivity

Cyber-Solutions doesn’t have a dedicated HR team yet. The company’s onboarding is handled internally—and notably, it’s highly structured in a way that benefits engineers:

• Day one: an introduction to the company, processes, and tools.
• Enablement process: for each technology and system, there’s a 30–40-page document that the new hire works through together with their supervisor over the first weeks.
• After completion: the new colleague starts handling customer tickets and gradually joins project work.

From our DevJobs.at vantage point, this is a strong signal to tech talent: onboarding isn’t left to chance or informal shadowing but follows a documented, outcome-oriented learning path. The result is less friction, faster time-to-value, and an explicit standard of quality.

Engineering culture: Product focus, role clarity, continuous learning

Across custom systems, enterprise web, and apps, several cultural constants emerge:

• Product/problem focus: The three pillars map directly to customer needs—digitization, enterprise web/shops, and app functionality—not technology for its own sake.
• Scrum as the operating system: small teams with defined roles support a steady development rhythm and quick decisions.
• Consistent stack: C#, .NET, Angular, Xamarin, and Microsoft underpin a shared engineering language.
• People enablement: Team leads care for growth and well-being; the Enablement process structures learning and sets expectations.
• Collaboration by design: freelancers mitigate peaks; partners extend capability where native app work demands it.

Engineers get to deepen their expertise while spotting cross-project patterns—an effective combination for career growth and tangible impact.

Growth vector: A fourth pillar with Microsoft Business Central

Where is Cyber-Solutions heading? Andreas Fritz outlined a fourth pillar that points toward ERP. Specifically, the team is building expertise in Microsoft Business Central and is already engaged in several projects.

Highlights include:

• Building interfaces to Business Central.
• Connecting online shops to the ERP system.

For engineers, this opens a new track: ERP integration work calls for robust architectures, reliable data flows, disciplined error handling, and careful change management—still within the familiar Microsoft ecosystem.

Why Cyber-Solutions is attractive to tech talent

The session supports several concrete reasons to consider applying—especially for engineers who value structure and delivery:

• A clear technology focus: C#, .NET, Visual Studio, Angular, and Xamarin form a cohesive toolkit.
• Diverse domains: digitization projects, enterprise CMS and commerce, app development, and an upcoming expansion into Business Central integrations.
• Small, effective teams: three Scrum squads with well-defined roles and responsibilities.
• People leadership that pays attention: team leads handle check-ins, well-being, and compensation conversations.
• A structured start: a 30–40-page Enablement playbook per technology/system shortens ramp-up and aligns quality.
• Hands-on culture: with no HR team, recruiting and onboarding are close to the work and led by practitioners.
• An ERP-facing learning curve: the fourth pillar opens new technical depth within the same ecosystem.

If you enjoy the Microsoft stack, build reliably in Scrum settings, and like solving concrete customer problems, Cyber-Solutions Software GmbH offers an environment that blends focus, learning, and impact.

What the company expects from candidates

The session makes expectations clear without overpromising:

• Team fit matters: the first call checks collaboration style and compatibility.
• Technical depth is assessed: the second round digs in, often with a small programming task or code review.
• Role alignment: applications are matched against specific openings (e.g., C# backend), and supervisors assess suitability.
• Learning mindset: the Enablement process is the path to productive work; it asks for focus, initiative, and discipline.

Day-to-day collaboration: Quality through rhythm and ownership

While the session doesn’t enumerate specific Scrum ceremonies, the outline suggests an operating model with clear ownership:

• Product Owners prioritize and shape the work.
• Developers and QA ensure progress and quality.
• Scrum Masters keep processes lean and the flow steady.
• Team leads provide direction on growth, feedback, and working conditions.
• Freelancers and partners are engaged deliberately to handle peaks and specialized native app needs.

This helps teams remain delivery-ready, even as demands shift. From an engineer’s perspective, it’s a setup that reduces context chaos and maximizes focus on code, quality, and value.

Conclusion: Focus, structure, and growth on a familiar technology base

“Andreas Fritz, CEO & Founder von Cyber-Solutions” showcases a company that chooses consistency: a shared stack, defined methods, explicit responsibilities—and onboarding that makes learning deliberate. The three pillars provide varied problem spaces; the fourth (Microsoft Business Central) opens new integration and architecture challenges.

For tech talent who enjoy working with C#/.NET, building modern Angular frontends, shipping cross-platform solutions with Xamarin, and thriving in Scrum teams, Cyber-Solutions Software GmbH offers a high-practicality environment with strong development prospects. The path into the team is transparent, the entry is structured—and the next steps into ERP-flavored integration promise meaningful work within a familiar technology ecosystem.

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  Christian Fritz, Lead Developer bei Cyber-Solutions

  Christian Fritz von Cyber-Solutions spricht im Interview über seine Laufbahn als Developer, was seine aktuelle Arbeit beinhaltet und gibt Tipps für Neuling.

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