LIMESODA
Klaus Feiler, Teamlead TYPO3 Development von LIMESODA
Description
Teamlead TYPO3 Development von LIMESODA Klaus Feiler erzählt im Interview über den Aufbau und die Aufgabenbereiche der Development Teams im Unternehmen und wie dort neue Mitarbeiter integriert werden.
By playing the video, you agree to data transfer to YouTube and acknowledge the privacy policy.
Video Summary
In "Klaus Feiler, Teamlead TYPO3 Development von LIMESODA," Klaus Feiler outlines a full-service web agency with two TYPO3 teams (around five people each), plus Magento, WordPress, Social Media, SEO, and a flexibly assigned BM layer; frontend/back-end roles are not strictly siloed. Hiring is a team-driven process with a conversational, code-focused interview, prioritizing team fit, learning ability, motivation, and potential. LIMESODA supports talent through three-month internships as a primary entry path and continuously refines processes and tech (e.g., Tailwind, Alpine.js) while deliberately choosing established, sustainable technologies to support long-lived client projects and manage update cycles.
Sustainable Web Engineering over Hype: Inside LIMESODA’s Team Structure, Hiring, and Tech Strategy with Klaus Feiler, Teamlead TYPO3 Development
Our take on the session “Klaus Feiler, Teamlead TYPO3 Development von LIMESODA”
In the session “Klaus Feiler, Teamlead TYPO3 Development von LIMESODA,” we heard a refreshingly candid account of how a full-service web agency keeps its footing: by favoring long-term value over short-lived trends. LIMESODA is all-in on the web—shops, websites, greenfield custom applications with databases, plus social media, online marketing, and SEO. If it’s not online, it’s out of scope.
What stood out most wasn’t just the breadth, but the deliberate restraint: Tech choices are made for longevity, and organizational choices are tuned to real-world workload, client relationships, and maintenance realities.
“Die Leute müssen ins Team passen.” (People have to fit the team.)
“Wir sind nicht die erste Adapter, wir sind eher so die in der zweiten Reihe … Wir wollen nachhaltige Projekte machen.” (We’re not the first adopters; we’re more in the second row … We want sustainable projects.)
Below is what we learned—framed for engineers and tech talent who care about team culture, craft, and a clear-eyed approach to technology.
What LIMESODA does: Full-service, purely for the web
LIMESODA covers the full web lifecycle:
- Building shops and websites
- Custom application development and database-driven systems from a greenfield start
- Social media management
- Online marketing and SEO
This breadth isn’t scattershot. Many clients engage across multiple channels—a shop here, a website there, plus ongoing marketing and SEO—which is exactly what LIMESODA’s structure is designed to support.
The team landscape: TYPO3, Magento, WordPress—plus Social, SEO, and BM
The company runs a clearly segmented yet flexible setup:
- Two TYPO3 teams (around five people each), both led by Klaus Feiler
- A Magento team
- A WordPress team
- A social media team
- An SEO team
- A BM team (business/operations management) that sits a bit “above” the dev teams rather than inside them
One key design choice: BMs are intentionally not tightly assigned to a single dev team. Feiler gives two straightforward reasons:
- Team workloads fluctuate; BM coverage needs to flex accordingly.
- Many clients engage across multiple areas (e.g., webshop and website). Keeping the same BM on the client preserves continuity even when deliverables span different technical teams.
The result is an organizational layer that preserves client context and smooths handoffs, while letting Dev teams stay focused on building.
Roles and skills: Specialists, hybrids, and the rare “Wunderwutzes”
Within the TYPO3 teams, Feiler describes a pragmatic split. Some developers are mostly backend; some mostly frontend; some are true hybrids. And then there are the rare “Wunderwutzes”—people who are genuinely strong on both sides.
Crucially, specialization at LIMESODA is not dogma. It’s a tool for efficiency. Teams adapt based on workload—“we shuffle a bit,” as Feiler puts it—so the company stays nimble without losing team identity.
Engineering culture: Sustainable choices—and targeted modernization
Feiler is unequivocal about LIMESODA’s tech philosophy: choose technologies that will still be viable years from now.
“We don’t want to pick the new hot stuff and see that after one or two years no one cares anymore … The client will be with us for a long time.”
This isn’t stasis. The company continuously evolves processes and tools, recently moving to Tailwind (CSS framework) and Alpine JS for JavaScript. It’s a deliberate second-wave stance: adopt when real-world maturity and longevity signals are strong, not at the earliest possible moment.
The reason is simple and non-negotiable. As Feiler notes, projects are “often online for ten years.” With that time horizon, maintenance, updates, security, and realistic migration paths are core to the craft. Hype-adoption can turn into costly rewrites and brittle stacks; LIMESODA opts for measured, durable choices that keep client value intact.
What that means for developers
- Expect a stable, pragmatic stack—not change for change’s sake.
- Expect steady, deliberate improvement: when tools like Tailwind/Alpine reach a sensible maturity, they’re adopted.
- Expect updates as part of professional duty. Staying current is a responsibility—less about hype, more about long-term stewardship.
How collaboration works: BM above the dev teams, dev teams focused
BMs operate “a bit above the dev teams.” Practically, that means:
- They flex where workload demands are highest across teams.
- They often stay with clients who draw on multiple services (shop, website, SEO) to keep relationships coherent.
For engineers, the upside is clear:
- There’s a coordinating layer that keeps client context and priorities aligned across functions.
- Dev teams can anchor their work on technical quality, with the BM layer absorbing cross-functional orchestration.
Hiring at LIMESODA: Team fit, learning ability, and potential over buzzwords
Feiler outlines a recruiting process that is structured, team-centered, and grounded in real problem-solving.
The process at a glance
- Screening: Applications are reviewed and routed to the most suitable team (Magento, TYPO3, WordPress). Feiler personally reviews TYPO3 candidates.
- First round with an “art test”: It’s a conversation using concrete code and problem prompts. Key point: it’s not a standalone take-home graded test. It’s a dialogue about approach and reasoning.
- Team decision: Suitability is assessed together; team fit is a first-class criterion.
- Second round: If there’s a match, compensation and practical details are discussed.
“Die Leute müssen ins Team passen … und dass sie lernfähig sind … motiviert sind, was Neues zu lernen …”
What LIMESODA looks for—and what it doesn’t
- They look for motivation, learning ability, and visible potential.
- Someone who “knows a lot but shows no development” is a weaker fit.
- Someone who hasn’t mastered everything yet but is demonstrably growing is very much aligned with the culture.
Feiler is also upfront about the hardest part: gauging potential is difficult and often only becomes clear over time. That’s why there is a second talent path.
Internships as a talent pipeline—with a realistic view of cost
Three-month internships—often from universities of applied sciences—have become a proven way for LIMESODA to assess talent. They offer a real window for both sides:
- The team sees how someone thinks, learns, and collaborates over weeks.
- Candidates experience actual tooling, pace, and team culture on live work.
“They’re here for three months … and then we know: okay, they’re great, we’ll take them—or it doesn’t work.”
Feiler also names the downside:
- Onboarding has a “large initial effort.” Getting newcomers up to speed on tooling and process can take a month. In a three-month internship, that often leaves two months for meaningful contributions—while teams are already busy.
This is the honest tension: invest time in future talent or prioritize immediate project capacity. LIMESODA tries to find a workable middle ground—without promising what can’t be delivered. For candidates, that honesty is a strong cultural signal.
Why this culture resonates with tech talent
From Feiler’s remarks, clear attractors emerge for engineers:
- Sustainable tech choices: If you value long-term responsibility and coherent evolution over years, this plays to your strengths.
- Breadth across the web: Shops, websites, custom builds—without dilution into non-web ventures.
- Pragmatism over dogma: Specialization vs. hybrid roles, tooling decisions, and process improvements are driven by what actually helps the project, team, and client.
- Team-based hiring: The people you’ll work with decide together. That sets the tone for collaboration from day one.
- Learning as a core criterion: LIMESODA prizes motivation and growth potential, not just a static skill inventory.
- Targeted modernization: The recent Tailwind/Alpine shift shows the stack evolves—without whiplash.
- Straight talk about constraints: Whether it’s internships or update cycles, issues are named and managed, not hand-waved away.
What LIMESODA expects from candidates
Based on Feiler’s account, these traits and attitudes matter most:
- Curiosity and motivation to learn
- Openness to team decisions and collaborative problem-solving
- Pragmatism about stack choices—respect for maintainability and longevity
- Acceptance that updates and migrations are part of the craft
- Comfort operating in clear roles (frontend/backend) and at fluid boundaries where needed
- Interest in modern, no-frills CSS/JS approaches like Tailwind and Alpine—or willingness to learn them
How long-run projects shape the craft
LIMESODA serves projects that are “often online for ten years.” That time horizon shapes the entire engineering practice:
- Architecture is chosen for maintainability and upgrade paths.
- Knowledge is held within the team, not solely embedded in tools.
- Processes evolve, but remain stable enough to carry across years—not months.
This is why the “second row” stance isn’t a compromise; it’s a professional choice. It protects both teams and clients from churn and rewrites, keeping energy focused on real value.
Quotes that stick
“The BMs are not directly inside the team; they’re a bit above … so we can share them better.”
“We’re always optimizing processes and moving to new technologies … but we want sustainable projects.”
“Often people may know less, but there’s development.”
“With three months, the first month goes to tooling … recruiting is a difficult topic.”
This isn’t branding-speak. It’s an operational philosophy, stated plainly: do good work, keep it sustainable, be honest about trade-offs.
Conclusion: A home for engineers who think long-term
The session “Klaus Feiler, Teamlead TYPO3 Development von LIMESODA” portrays an organization that combines stability with thoughtful evolution. Two TYPO3 teams of around five people, alongside Magento, WordPress, Social, and SEO—coordinated by BMs who flex with workload and stay close to clients spanning multiple services. Technically, LIMESODA modernizes by intent (Tailwind, Alpine JS) while resisting short-lived hype.
Hiring is anchored in learning ability, team fit, and potential—assessed through conversations about real code and problems, and decided by the team you’d join. Internships are a practical path to mutual fit, with a realistic acknowledgment of onboarding effort.
If you want to steward web projects over years, evolve stacks without whiplash, and work in teams where decisions are shared and trade-offs are transparent, LIMESODA offers the kind of environment where engineering craft can thrive—quietly, steadily, and professionally.
