Small Teams, Big Impact: Key Takeaways from “Simon Auer, CEO von marqably” on team structure, stack mobility, and hiring

Introduction: A compact tech company with a clear operating system

In “Simon Auer, CEO von marqably,” the company’s DNA comes through quickly: compact, focused teams; real flexibility in day-to-day engineering; and a hiring process that is personal, transparent, and close to the work. From the session with Speaker Simon Auer, we took away a crisp picture: marqably has 16 people overall, with 12 in development. The organization is intentionally small, the contact direct, and leadership is hands-on in recruiting. For tech talent, that’s compelling—not because of big-company theatrics, but because of short paths to decision-makers, team mobility across stacks, and a work rhythm that protects deep focus while creating space for social connection.

Auer describes an engineering organization split into several smaller teams—with distinct stacks that deliberately coexist. Crucially, any developer can switch teams, “try out stuff,” and sprint with another group to see how it feels. Add to that a cadence of three weeks working from home and one week in the office—plus a three-step recruiting process from online meet-and-greet to a compact assessment and then a team introduction—and you get a tight, well-signposted employer proposition.

From our DevJobs.at editorial vantage point, this session signaled a strong theme: marqably turns tech variety into a unifying force and expresses its quality bar through fair, comprehensible processes.

Team size and structure: 12 developers, multiple small teams

According to Simon Auer, marqably’s dev team has 12 people as part of a 16-person company. The engineering function is split into smaller teams. In practice, that means:

• Each team has a clear stack focus and delivers independently.
• Teams collaborate with one another rather than operating in isolation.
• Movement between teams is expected and supported—either temporarily for a sprint or more substantially for a stack change.

Auer emphasizes that developers can “just switch in teams” and try things in other teams. If you mainly work with Angular, you can join the Flutter team for a one- or two-week sprint and see whether it’s a fit. That candor matters: it lowers the threshold for learning, builds motivation, and supports long-term retention. It also signals trust—marqably expects people to shape their own learning paths.

It’s also notable that Auer explicitly mentions both male and female developers on the team. While he doesn’t outline specific diversity programs, simply naming it indicates a team where mixed composition is the norm.

Work rhythm: Three weeks focus at home, one week social energy in the office

One defining feature is the working model: three weeks from home and one week in the office. Auer characterizes the remote weeks as “peace and quiet,” and the office week as a deliberate social peak. In his words, that week becomes a “party in the office” where “everybody will chat and talk and drink—sodas, of course.”

We draw three implications:

1. The organization creates a reliable cadence between deep work and social closeness. Three quiet weeks are the foundation of productivity and focus.
2. In-person time is not a perfunctory requirement; it’s a deliberately social week that encourages informal learning and relationship-building.
3. The clarity of the rhythm reduces friction. When people know which weeks are optimized for focus and which for collaboration, they can manage energy and expectations better.

For engineers who value structure, this is attractive. For teams spread across multiple stacks, it also builds bridges—technical and human—during the office week.

Hiring at marqably: Personal, lean, and substantive

Because marqably is small, hiring is deliberately hands-on. “Basically recruiting is me and my two colleagues in administration,” Auer says. That means if you write to marqably, there’s a good chance the CEO himself will read and respond. The company avoids anonymous HR front doors and favors direct contact. From a candidate’s perspective, that’s more than a nice detail—it signals leadership ownership and respect for applicants’ time.

The process itself has three steps:

1. Meet & greet (online): A short video call to get to know one another and check for a basic fit.
2. Compact assessment: marqably has “a couple of more complicated examples” to test abilities. There’s also a quick conversation about structure and how you’d solve problems—so not just “deliver a solution,” but explain how you think.
3. Team introduction: The final step is about meeting colleagues and making sure the chemistry works both ways—“if you like them, if they like you.”

We see two clear strengths in this setup:

• It blends practical evaluation (substantive tasks) with culture fit (mutual team check).
• It keeps pathways short because decision-makers are involved directly.

For tech talent, that translates to no endless loops and no anonymous black boxes—just a clear sequence with relevant content.

Customer landscape and stack diversity: Why marqably runs three teams

marqably works with a range of clients: small startups, mid-sized family-owned businesses, and large corporations and brands “you definitely know.” That spread has direct consequences for the technology choices and explains why the company maintains three dedicated teams with clear focuses.

Per Auer, the teams and their stacks are:

• Team 1: Angular and Node.js—“on a very big level in Monorepos with Nowall and everything.”
• Team 2: App-centric with Flutter and Node.js—“but mostly Flutter.”
• Team 3: Laravel, React, Vue.js “and stuff like this.”

What stands out to us:

• marqably avoids one-size-fits-all. Different ecosystems are maintained in parallel to match project demands precisely.
• Stack boundaries are intentionally porous. People can move—explicitly for one- or two-week sprints.
• Monorepos aren’t an edge case; they’re part of the standard setup for the large Angular/Node landscape, which implies structured thinking in scaling codebases.

For engineers, the structure allows for depth (within a primary stack) and breadth (by working temporarily with other teams). Many organizations struggle to balance both; marqably turns that tension into a feature.

Stack mobility as a learning pathway

Auer puts it simply: “If you work on Angular mainly, but you think this Flutter stuff is nice, you can just go over there … for one or two weeks and see how you like it.” That simplicity is the point:

• Learning isn’t a side project; it’s part of normal operations.
• Skill-building is cross-team and encouraged.
• Timeboxing (one to two weeks) gives predictability for planning.

For tech talent, that’s appealing because growth happens within real sprints and real constraints, not just via training sessions. You return to your home team with new perspectives, and the organization becomes more resilient as knowledge disperses.

Cultural signals: Proximity, quiet, and exchange

From the concise but clear details Auer shares, several cultural markers emerge:

• Proximity: The CEO reads and replies to applications. That creates accountability and assures candidates their profile will be seen.
• Quiet: Three weeks of “peace and quiet” show respect for uninterrupted work.
• Exchange: The office week is intentionally social. People talk, connect, and enjoy being together.

These three elements are coherent with small, high-leverage teams working across multiple stacks. To sustain versatility, an organization needs both focus time and deliberate social energy. marqably has set a cadence that fosters both.

Day-to-day collaboration: Small teams, clear focus, open doors

Although Auer doesn’t detail day-to-day rituals, the contours are clear:

• Small teams with defined stack ownership
• Cross-team work enabled via temporary sprints
• A regular office week as social catalyst

The implied expectation for engineers: work autonomously, own outcomes, and stay open to new stacks and new teammates. If you thrive in Angular/Node with large-scale monorepos, if your sweet spot is Flutter apps, or if you enjoy Laravel on the backend with React/Vue on the frontend, there’s a place to contribute—and room to explore.

Why marqably is attractive for tech talent

From our DevJobs.at perspective, the reasons to consider marqably are concrete and traceable to “Simon Auer, CEO von marqably”:

• Direct access to leadership: Recruiting “by the CEO and two colleagues in administration.” No anonymous HR maze.
• A clear three-step process: quick meet-and-greet, substantive assessment with “more complicated examples,” and a two-way team fit check.
• A focus-friendly cadence: three weeks at home for deep work, one week in office for connection and shared momentum.
• Stack diversity without silos: Angular/Node in large monorepos, Flutter/Node with an app focus, Laravel/React/Vue—and the ability to switch teams temporarily.
• Real learning opportunities: sprint-based team switches (one to two weeks). Growth in real projects, not just in theory.
• Manageable size: 12 developers within a 16-person company—short lines, low friction, high visibility.
• Inclusive team composition: explicitly male and female developers—diversity as a norm.

These points resonate with people who want autonomy, variety, and an environment that respects both deep work and social connection.

What marqably expects from candidates: Practice, structure, and team fit

The hiring description implies several expectations:

• Practical skills: The “more complicated examples” in the assessment target real ability, not just textbook knowledge.
• Clear thinking: Auer mentions discussing “the structure and how you would solve different problems.” It’s about your approach, not just the answer.
• Mutual fit: The last step centers on chemistry—“if you like them, if they like you.”

If you’re preparing, think beyond your toolkit. Be ready to walk through decision paths: How do you break down problems? Which alternatives did you consider? Why did you choose approach A instead of B? In compact teams, that clarity matters.

Engineering realities: Monorepos, apps, and web frameworks

Even in a concise session, the stack choices hint at concrete engineering terrain:

• Angular/Node monorepos at “a very big level … with Nowall and everything” imply non-trivial build orchestration and dependency management where consistency and module boundaries are critical.
• Flutter as the dominant app stack means strong cross-platform mobile sensibilities in that team—“but mostly Flutter” speaks to a clear center of gravity.
• Laravel on the backend with React/Vue on the frontend positions the third team to serve pragmatic web use cases across multiple client profiles.

This diversity also explains why marqably makes team switching so accessible: it enhances organizational flexibility. As projects shift, people can shift too—with lowered learning friction.

The office week as a cultural moment

“One week there’s party in the office. Everybody will chat and talk and drink … sodas.” The line sticks because it shows marqably isn’t leaving social energy to chance. Hybrid setups often devolve into string-of-meetings office days. Here, the week is used to connect, swap ideas, and enjoy being a team. For small, distributed groups, that ritual is powerful: it builds trust, makes team switches easier, and keeps collaboration human.

What this session reveals about leadership at marqably

When the CEO reads and replies to applications, that’s a signal. It demonstrates hands-on leadership and ownership of culture and team quality. The technical diversity isn’t a vanity play; it’s a response to real client needs—from startups to large, well-known brands. Leadership here means building structures that support both focus (small teams) and mobility (team switching), and setting a rhythm that unites productivity (home weeks) and closeness (office week).

Who will thrive at marqably

• Engineers who enjoy a primary stack but want low-friction opportunities to explore others.
• People who value three quiet home weeks and also want one high-energy office week for connection.
• Candidates who prefer short, decisive processes—including direct leadership involvement.
• Talent motivated by serving different client profiles—from startups to big-name corporations.

Conclusion: A deliberately built environment for focus, learning, and connection

“Simon Auer, CEO von marqably” presents a company that’s small yet structured. The tech landscape is deliberately diverse, teams are compact, and learning paths aren’t gated by titles or timelines—they’re embedded in real sprints. Hiring is personal, the work rhythm is clear, and the office week becomes a cultural anchor.

For tech talent who seek more agency than ceremony, that’s a persuasive combination. marqably invites you to own outcomes, try new stacks, and work within a team climate that supports both quiet focus and social energy. That trio—stack mobility, personal hiring, and a purposeful cadence—makes the company stand out among lean, high-impact engineering organizations.

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