Building at nexyo GmbH: Autonomous teams, Clean Code, and real product DNA — insights from “Andreas Krimbacher, CTO von nexyo”

Context: What we learned from “Andreas Krimbacher, CTO von nexyo”

In the session “Andreas Krimbacher, CTO von nexyo,” speaker Andreas Krimbacher (nexyo GmbH) offered a pragmatic, unvarnished look at an engineering team in strong growth mode. From team structure and product development to hiring, onboarding, and standards, his remarks paint a consistent picture: a product-centric organization that relies on autonomy, quality, and short feedback loops — and is hiring precisely to keep building that momentum.

nexyo GmbH treats engineering as a shaping force, not a ticket factory. Autonomy, Clean Code, short paths for decisions, and customer feedback grounding a clear product vision are the defining pillars.

Product DNA over contract work

One sentence from Krimbacher stands out:

It’s not a slogan but a design choice that explains what follows: autonomous, cross-functional teams that define their standards, end-to-end ownership, and a hiring process that explicitly qualifies mindset and team fit. If you join nexyo GmbH, you join to build a product, grow with it, and put your own stamp on it — not to rotate across ad-hoc engagements.

Team setup: Cross-functional, flat hierarchies, clear ownership

The dev team is currently six people — and “growing strongly.” Structure is built around cross-functional effectiveness:

• Cross-functional teams with a Team Lead and a Product Owner
• Autonomy and end-to-end ownership for features and user stories
• Skill mix as needed: senior backend, frontend-leaning devs, design skills
• Flat hierarchies — both inside and across teams

This is more than org-chart language. It’s a working expectation: decisions sit with those doing the work. That boosts speed, elevates quality, and deepens individual responsibility.

Collaboration and workplace: Vienna-Mitte, short paths, team events

nexyo GmbH works out of Vienna-Mitte — “where we collaborate very well as a team.” The office is a collaboration space by design. Monthly team events and a “coole Tochterrasse” add to that atmosphere. The sum is a setting where short feedback loops are both procedural and physical.

• Office in Wien-Mitte as a hub for collaboration
• Monthly team events to nurture team culture
• A “coole Tochterrasse” as a meeting place

Short paths here are cultural as much as operational.

Product development: Vision-led, grounded by customer feedback

Krimbacher emphasizes the productive tension that defines good product work:

The Product Owner is central. Every two weeks, the PO and the team plan sprints, set direction, and align. The aim is focus in execution, with direction and coordination made explicit.

• Vision as North Star
• Biweekly collaboration with the Product Owner
• Customer feedback as a reality check and prioritization input
• Clear sprint focus and short alignment loops

It’s a system that connects ambition (vision) with reality (customer feedback) without slipping into activity for activity’s sake.

Engineering standards: Team-defined, quality assured

A notably modern trait at nexyo GmbH is that teams shape their own standards — from development practices to tooling — while the company sets clear quality anchors:

That creates two effects: ownership over process as well as product, and a stable quality framework built on knowledge sharing and continuous learning. Code reviews are treated not just as a gate but as a team-learning mechanism.

Hiring: Team-driven requirements, two stages

New roles are identified by the teams themselves — they know where they’re heading and where the gaps are. From there, the process is two-stage:

1. Cultural fit: Does the mindset match on both sides?
2. Technical fit: A technical deep-dive with members of the tech team, plus a check on how the person would fit into the team.

Mutual fit is not a nicety; it’s a precondition. Autonomous teams rely on trust, clarity of expectations, and compatible communication styles.

Onboarding: Understand the story — and write code on Day 1

Onboarding at nexyo GmbH is an active entry, not an observation phase:

• First half of Day 1: context, history, purpose — “Why are we here? Why are we doing this?”
• Second half: start coding immediately, with a clear initial target

This is embedded in monthly reviews and strong feedback loops. Junior developers are paired with a senior mentor to get “up to speed” quickly and align to a shared level. The goal is not individual heroics but shared progress.

Culture and mindset: Error culture, openness, togetherness, drive

Krimbacher is explicit about non-technical skills and attitudes that matter:

• A lived error culture, with learning as the aim and the right tooling in place
• Openness and togetherness as defaults
• The drive to get a complex product “on its feet” and enable teams
• Willingness to wear multiple hats in a startup phase — learning and growing rapidly

This realism — complex product, evolving market, heavy integration — is matched by a constructive learning posture. Errors are a structured input for product and process improvement.

Challenges: Evolving market, integration, UX for data-affine business users

The product is built for “a market that is currently developing.” That means new, untried paths and solutions that must be discovered. Technically, multiple components need to communicate, be aligned, and integrate. On the customer side, nexyo GmbH serves data-affine users who are “not per se techies.”

The bar is practical usability for business users: empower them to get value without needing to be technical. The work sits right at the intersection of technical elegance and operational usability.

Tech stack: Modern, lean, production-minded

nexyo GmbH runs a modern stack that matches its principles:

• Backend: Go — chosen for concurrency, scalability, security, and small bundle sizes
• Knowledge Graph: a graph database
• Frontend: React and Tailwind
• CI/CD: GitLab
• Deployment: to the cloud

The stack is not exotic — and that’s the point. It’s proven, performant, and enables fast iteration, safe delivery, and clean scaling. Go’s concurrency model fits well with systems composed of many communicating components.

Why this appeals to engineering talent

From a talent perspective, the combination of product DNA, autonomy, and a modern stack makes nexyo GmbH a compelling place to build. In concrete terms:

• Real ownership: from idea to delivery
• Cross-functional collaboration: Team Lead and Product Owner, clear focus, short paths
• Quality as a team sport: Clean Code, code reviews, shared standards
• Early impact: write code on Day 1, take responsibility quickly
• Mentoring and growth: seniors supporting juniors, monthly reviews, feedback loops
• Product, not projects: build something long-term, not contract work
• Modern stack: Go, graph database, React, Tailwind, GitLab CI/CD, cloud deployments
• A team-centric workplace: Vienna-Mitte office, monthly team events, and a “coole Tochterrasse”

If you want a learning curve that’s both technical and product-centered, this environment offers room to contribute and room to grow — with genuine influence over a fast-evolving product.

Who will thrive here?

Based on Krimbacher’s remarks, the following profiles and mindsets are a strong match:

• Product-oriented developers who lean into ownership
• Backend engineers interested in Go and service-oriented architectures
• Frontend developers comfortable with React and Tailwind
• Engineers curious about graph databases (Knowledge Graph)
• Colleagues who actively practice Clean Code and code reviews
• Team players with openness, a learning-oriented error culture, and a bias for building together

Mutual fit is explicit in the hiring process — and it’s the foundation for the team autonomy that makes the model work.

What day-to-day collaboration sounds like

A few quotes that make the workday tangible:

Together, these lines add up to a picture of deliberate focus, tight coordination, conscious quality practices, and a feedback-rich environment where mentoring is operationalized.

Growth with pragmatism: Vision, grounded

Being vision-led while grounding decisions in customer feedback is a balancing act. At nexyo GmbH, this balance has both a process frame (PO, biweekly sprint planning, short paths) and a cultural one (error culture, openness, togetherness). The result is less friction, faster learning, and a vision that remains aligned with real-world needs.

In an evolving market, that mix of ambition and pragmatism is decisive.

What leadership looks like at nexyo GmbH

From DevJobs.at’s perspective, leadership here is about enablement, not command-and-control. The Team Lead and Product Owner set direction and create clarity — then leave space for ownership within the team. Standards are not decreed top-down; they’re co-created and reinforced in code reviews.

You can see the philosophy in concrete choices: coding on Day 1, mentoring for juniors, a hiring process that checks mutual fit. These decisions optimize for impact, learning, and team health.

The call to build: Help shape, help grow, leave your mark

Krimbacher’s closing remarks look ahead:

If that resonates — if you want ownership, modern engineering practices, and the willingness to learn and deliver in a dynamic context — nexyo GmbH is a timely place to join.

Closing: A place for product-minded engineers who want responsibility

“Andreas Krimbacher, CTO von nexyo” delivers a coherent picture: small but growing teams; a firm product orientation; modern methods; a streamlined, human recruiting process; fast, active onboarding; a conscious error culture; and a tech stack that stands up in production. Add a Vienna-Mitte workplace where collaboration is real — with monthly team events and a “coole Tochterrasse.”

For many engineers, that’s the combination that matters most: a place to contribute, learn, and visibly build. That’s what nexyo GmbH offers — and that’s why the team is hiring now.

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