How WeAreDevelopers Grew a 1.7 M-Strong Developer Community (and What Job Board Founders Can Copy Today)

Introduction

Traditional job boards chase active job-seekers and wonder why click-throughs keep falling.  

WeAreDevelopers flipped the model. Serve developers first, monetize later. It now sits on a talent pool of 1.7 million engaged devs. Rudi Bauer, their Managing Director, tells us how you can adapt their playbook to your niche.

Watch the Full Interview Here

5 Actionable Takeaways for Job Board Builders

1. Treat content as your primary product

Tutorials, AMAs and virtual events were WeAreDevelopers’ first “hooks,” long before monetisation.  

2. Court the passive 70 %

Only 1 in 10 devs job-hunt actively. Nurture the rest with newsletters, Slack or Discord, so your board is top-of-mind when they *do* switch.  

3. Let employees do the talking

One iPhone, one honest developer describing the tech stack beats any polished corporate reel. It builds trust and slashes early churn.  

4. Scale community → conference

Physical events (15 k attendees!) turbo-charge brand love, content assets and employer sponsorship revenue. Start with a meetup; grow from there.  

5. Optimise for quality-per-application, not volume 

Fewer, better-aligned hires = higher client retention and stronger case studies.

Full Interview Transcript

Martyn Redstone (00:01.452)

Rudy Bauer, thank you very much for joining me today.

Rudi Bauer (00:04.293)

Yeah, thank you for the invitation Martin.

Martyn Redstone (00:06.7)

An absolute pleasure, an absolute pleasure. So Rudy, for the benefit of the audience, why don't you give us a brief introduction to you?

Rudi Bauer (00:15.177)

Yeah, I mean, I'm 59 years old, so I'm quite long in business now. I a joint different kind of industry. So it started in telecommunications industry. Honestly, I started as a software developers in the late 80s. So I'm more or less now back after a lot of marketing, advertising positions and management positions. I'm now back at Weare Developers, so probably back to the roots. So I joined Weare Developers in 2020.

After seven years being the managing director and chief evangelist for one of the biggest European job boards for Stepstone Group. And I was managing director for Stepstone Austria and chief evangelist for Stepstone Group in total. And within or during the pandemic, then I decided to leave because there was no stages for chief evangelists. So I really decided to move on and I joined We Are Developers back then.

Martyn Redstone (01:12.354)

Fantastic. so what's your the best thing we can probably do is if you can give us an introduction to we're developers, let our audience know what it is, what it does, how long it's been going for, and also what you do there as well.

Rudi Bauer (01:21.779)

Mm-hmm.

Yeah, I think. Yeah, I am one of the two managers here at Weare Developers. we are, Seat and me, we are both in a board. mean, the board consists of four people. But the basic idea of Weare Developers is a very pragmatic and simple one. think the guys found out, and I mean, that's the truth, that at the end of the day,

There will be a time starting probably now or there has already started a couple of years ago where we really need to get in contact with passive candidates and we need to stay in contact with passive candidates because if you look on social demographic developments all over the world, there will be a kind of a shortage on on labor people. So labor force. And that was the basic idea. The basic idea was that the guys from developers when they founded the company, they said, OK.

What is the right mechanics to get in contact and stay in contact? And I think that's the biggest problem of generic job boards probably to build up candidate loyalty because at the end of the day, you know, you have no candidate loyalty. just have a kind of, if people are looking for a job, what to normally do with every five to three to five years, probably in Europe. Then I think that

They are interested in all the job boards they have in mind. In all the phases in between, think it doesn't make sense to go to a job board and upload your profile and keep it attractive. Nobody's doing that, That was the basic idea of we are developers. said, okay, could we build up a community and what is the content that we need to produce to bond the people towards this community, to keep them in the community? That's the basic idea of we are developers.

Rudi Bauer (03:09.095)

We started as a kind of small community and in meantime, we're reaching out to 1.7 million developers in Europe. And the recipe for that is very simple. It's content. It's content which either informs them, inspires them, entertains them, or helps them to build a career. I mean, that's the basic ingredients.

If you watch our YouTube channel, or if you start watching your YouTube channel, I think in the meantime, it would take you 430 days, 24-7, to watch all the content that was produced during the last couple of years. And in parallel, to make it a little bit more in-person, we also started in 2017, I think it was the first year.

where we had this kind of small developer conference and Congress. the meantime, it has become the biggest developer conference all over the world. So I think we are having it in two weeks from now. think this year it's 9th to 11th of July in Berlin. we're expecting this year, expecting 15,000 developers. are expecting 700 speakers on 21 stages in parallel.

a really big, festival for developers where they can really network, they can talk to a lot of colleagues, they can get inspired by fabulous speakers. So it's the top of the pops, it's really the rock stars of the developer ecosystem is joining us on a yearly basis. And this is what we have achieved in the meantime, but the basic idea is still very simple.

we bridge two worlds. have the developers of the community, which is inspired, which is entertained and informed via us and the community itself. And we have the companies which could be connected or which can connect to this community by either placing their products or looking for talents or whatever is needed.

Martyn Redstone (05:23.054)

Well, that's fantastic. What an incredible story that that is for we are developers, you know, and really, you know, the focus being on community, um, ultimately, um, by the sounds of it, uh, content and community, excuse me. And I wanted to kind of go back to. You know, why that decision was made, you know, a lot of job boards, when they start up and when they're looking to grow, you know, they really just focused on.

Rudi Bauer (05:33.981)

Yeah.

Rudi Bauer (05:50.664)

Mm-hmm.

Martyn Redstone (05:52.364)

You know some some some standard kind of seo style content, but but ultimately They're just really rapidly trying to solve that chicken and egg problem. You know, we need clients. need candidates, etc, etc Why was there? that decision to really focus in heavily on content and community and how

Rudi Bauer (05:56.659)

Mm-hmm. Mm-hmm.

Rudi Bauer (06:12.617)

I mean, you, yeah, sorry. I think the tricky part is, mean, we know from our own surveys, are doing it, picks away every year. in the meantime, we ask around 1500 developers. So it's really representative throughout Europe, what is important for them and what is attracting them. And I think this information is very important for companies as well.

Martyn Redstone (06:16.782)

No, no, go for it, please.

Rudi Bauer (06:41.833)

especially if you want to attract talent. And the other thing is that honestly, we know that one out of 10 developers is proactively looking for a job. one out of 10 and seven out of 10 are open for new positions if you show them something which they probably haven't found in their lives. And this is very specific and individual in the meantime. So for some it's money for others, it's work life balance for next one.

It's personal development for the next one. It's probably wellbeing, mental health, diversity, inclusion. There are so many factors. And honestly, I think companies are not looking for this one out of 10 active candidate because my personal opinion is if a developer is proactively looking for jobs in time like this, where there's a really rush for developers, I think it's probably not the best candidate. So,

You normally want to attract the other ones, the seven out of ten. And it's very difficult to reach them with a traditional chop board approach, because why should somebody, someone who has got a job or is in a job should go on a chop board? I mean, this is already very late in the decision phase, because if you already know that you are probably looking for a job.

That's the latest moment where you can reach people and normally if they step out of a door, if they're really good and talented, they step into other doors. they've always got three to four open doors currently. And it's very difficult for companies to really attract this talent. The other way around, if you're stepping into the community, if you're showing yourself within the community, if you have time to create curiosity,

It definitely makes much more sense for companies because they step in much earlier in this whole cycle. And so they've got plenty of time to really build up a relation, to really inspire people, to talk about them, to do employer branding, to really show who they are, what they are and how they work and what's important for them, what they could offer as benefits. And as it becomes more and more individual, think needs all the needs time to really get the kind of...

Rudi Bauer (09:01.865)

traction on the other side. And that is the reason why we decided to take this community approach, which is definitely from the very beginning, I think it was really difficult because you need to build up a kind of a basic critical mass of community because you need the community to produce the content because nobody is in a role that we could never produce the content ourselves because nobody knows enough.

You need all the brains, you need the power, you need this kind of community power to really create and inspiring content. And that was the tricky part. the meantime, it's a kind of a, honestly, we are more or less just focusing on hosting stages. we are building a kind of virtual events where we are always developing new formats and ideas. And then we hosting some stages. are inviting some great people that we have within our community in the meantime.

and they are producing the content together with us. So it has become much easier. But the first phase was really tricky, I think, to really get this kind of basic traction was probably the hardest step.

Martyn Redstone (10:15.18)

Yeah, I can imagine I can imagine and actually, I want to go back to your first point around the the attracting, you know the the candidates ultimately and love this thought process actually it just kind of you know sparked that that you know thought process in me where you said that, know, only one out of ten developers are actually actively looking for a job and seven out of ten are the passive and and it's those seven out of ten the

As job board you really want to focus on because it's too late in the day if they're already looking for a job so so And I think this is something that a lot of people don't think about, know Because ultimately job boards are there to list jobs attract people who want to apply for those jobs and not to think about You know those seven out of ten that aren't So let's go back to that, you know how you you mentioned about content, but is there is there any kind of specific?

Is there any specific experience or learnings that you have in terms of how to attract those? Seven hours and you talk about content a lot but Ultimately what content works and what content doesn't work to attract that passive? talent

Rudi Bauer (11:30.549)

Yeah, I mean, at the end of the day, really depends on the people on the other side. So I think as we really found out in 2019, the survey showed really clearly that at this time, this point of time, money was driver number one. So it was high salary season. was a kind of everybody wanted to work for the big brands like Zalando in Germany and probably Google and Microsoft.

all the big ones. In the meantime, this has dramatically changed. There was a lot of influencing factors. mean, this was the layoffs in the US. was a kind of, I think we've now reached more or less again these eye levels. So I think companies and talents are talking more on eye level again, which I really love because I really hate this kind of arrogance on one side.

And I think for many, many years it was the companies being arrogant and it was a couple of years, was the developers becoming arrogant. And now we are back on, on eye level. And I think now it needs this individual approach. think there's no one fits all approach any longer. So you really have to focus on, your strengths. And I think what we normally give as a tip to our clients is do

authentic employer branding. Really talk about yourself. Put one of your developers in front of an iPhone and let him explain how you work within your organization. Tech stack you're using, leadership approach you're using. Talk about well-being, talk about appreciation, talk about purpose, talk about all this kind of stuff, talk about inclusion, talk about

all the kind of things where you as a company have the impression that you're really probably one step ahead of all the others. And then it needs some time to, it's a kind of a, yeah, it's a kind of a mechanics which then needs some time to spread out and then you get distraction and then all the community members,

Martyn Redstone (13:33.08)

Yeah.

Rudi Bauer (13:39.645)

go through the see these kinds of small videos, the snippets, the content. And then they get a kind of, okay, this is a company that sounds great. They're doing what I always wanted to do. It's my purpose. It's following my kind of personal needs. And then they click on the apply button. So it's a kind of a delayed process, but it's a very honest process and it's a very authentic process. And what we really give the tip to all the clients is

be authentic and don't take your employer branding video, you normally use for corporate positions. Don't use this one. Yeah. Take one of your devs, put this guy in front of an iPhone and let them explain what to do, why you do it and how you do it. And at the end of the day, I think this is the best medicine.

Martyn Redstone (14:31.128)

Yeah, absolutely. And like you said, it's it's Ridiculously authentic and that's what people want. You know, they want to know You know the people they're to be working with, you know the managers they're going to be working for And really have that that immediate connection to something that might spark that

Rudi Bauer (14:45.819)

Yeah, I think that what's really important, we should never forget, especially developers to have a really well working pull sheet detector. That's part of their job. mean, they're digging into everything. They are digging into the details and they are really finding out the details and therefore you can't cheat them. It's very difficult to...

to tell them something which is not true because they find, they really find it out immediately. And I think that's probably the big difference, but what's valid for developers is 100 % valid for all the other people in your organization as well. Probably with a delay. Yeah. But, but it's valid and therefore there's no real big difference between being a developer focused community or marketing community. At the end of the day.

We're talking about humans and we are talking about human needs.

Martyn Redstone (15:44.046)

Yeah, absolutely. I think that's really important to remember as well. And so what is the impact of that on that seven out of 10? know, so so we've talked about, you know, building up a fantastic community of talent, potentially most of that talent isn't actively looking, but they're certainly interested in keeping an eye on the market. What's the impact then? You know, what what

Rudi Bauer (15:48.296)

Mm.

Rudi Bauer (16:07.017)

Hmm

Martyn Redstone (16:11.084)

What kind of success metrics tend to come from good content, good employer branding, authentic employer branding content? What was the success look like?

Rudi Bauer (16:22.727)

I think the success is that you probably need more time upfront to get in contact with the people. But if you convert them or if they convert into candidates, into real candidates, you normally get the right, the better match. So you get, probably you get less candidates, but more quality. Because if people already know what, and I think it also pays in massively into retention.

Martyn Redstone (16:43.438)

Mm-hmm.

Rudi Bauer (16:52.541)

Because I mean, that's, I think that's one of the biggest issues that we still have in all over Europe is that probably three out of 10 people leave within the first couple of weeks. Because what they have seen in the employer branding videos and what they have been told in the recruiting is probably not what, what, what, what really is the final truth at the end of the day.

Martyn Redstone (17:05.55)

Mm-hmm.

Rudi Bauer (17:18.627)

So lot of companies, lot of candidates leave after a couple of weeks or months within the trial period probably. And then I think this costs a hell of a lot of money. And we really try to set it up in a way that it's honest from the very beginning.

Martyn Redstone (17:50.956)

Yeah, I think that's Really really important. I think you you mentioned something there that was that really kind of Got my got my brain whirring which was retention. I think I think a lot of time people don't think about that because we're very Job boards are very transactional ultimately. They just want to get the person in but actually if you're delivering candidates who are engaged nurtured, and and aware through authentic employer branding

Rudi Bauer (18:08.297)

Okay, go.

Martyn Redstone (18:20.814)

Of what the you know what that really does look like, know on the ground at that job Then you're going to be a trusted partner to deliver, you know might not be the the largest numbers and people don't want a an Influx of massive numbers of applications, but you know quality over quantity So, you know quality applications of people who are engaged educated Through through though that authentic

Employer branding who potentially might stay there for longer. So, you know more more productive team members ultimately

Rudi Bauer (18:57.873)

Yeah, for sure. And I think you also have this kind of a really good chance also to really get rid of these misunderstandings along the way, because you can really talk openly. It anyhow needs some time to get in contact with the candidates to create the curiosity around you as a company and as an employer. And so at the end of the day, I think there's.

There's a kind of a, it's like in a personal relation. have two people meet and then know for some time. And I think there's this word of mouth as well, because the community is then talking about these companies and people are exchanging ideas and the community has a kind of a, a, a, a, a, a, a, a, a, a

So at the end of the day, you step into the relation between a company and the employees, there's already a lot of trust and there's already a lot of kind of basic groundwork which was done along the way. Because I mean, if you're just taking a job ad and if you're applying to a job ad, mean, it's I mean, if you compare job ads, mean, most of the job ads are exchangeable.

So you can, you can really, if you cut out 90 % of the written content, nothing happens because at the end of the day, it's, it's, it's, kind of. Jet GPT generated stuff anyhow. So, and what happens within our, we developers world is that there's a kind of a community that is already talking and they have kind of, of, of side connections and didn't know someone.

So there's a hell of a lot of side exchange of information and that helps to get the kind of a clear picture about the current situation within a company or expectations. So the expectation management is much easier.

Martyn Redstone (21:02.446)

Hmm. Yeah. Yeah, I totally get that. can see that I can see that I see how powerful is For sure. And and so you have this really successful methodology of You know delivering, you know the content the the community wanted to see And delivering a really engaged community back to your clients So then you decided you know four years ago

We want to create the live experience of this we want to create the live experience of creating amazing content for our community and connecting our community into our clients and you decided to create the the the annual conference so so Whose whose idea was that and and you know I'd love to hear more about kind of why you went for that live experience because it's a

It's a really big undertaking to organize a live event.

Rudi Bauer (22:00.391)

Yeah, I think we definitely don't see ourselves as event organizers and we don't, think that's the last direction where we definitely would finally go because it's really tough business and it's always a lot of risk and there's so many things that could happen. But what was the basic idea? The basic idea was that the guys back then when they founded or created this kind of life experience in the World Congress,

I think it was a kind of an internal discussion. I was not part of this discussion, but I know the stories. was that marketing is always celebrating themselves. the problem, we don't even put the red carpet back somewhere to storage because they need it quite often. It's the same for sales. There's a lot of sales incentives. They're flying around with helicopters and they get a kind of a lot of benefits and incentives.

And developers were always sent to some boring seminar hotels, in some seminar hotel rooms and seminar rooms and flipping up the laptop and doing coding for two days or something like this. And then we said, okay, why don't we give them a stage to celebrate themselves as well once a year? And that was the basic idea. The basic idea was to combine the content with inspiration, with fun, with party, with a kind of networking.

And that is how the World Congress was created. In the first year, they really did a really brave move because they invited Steve Wozniak as keynote speaker. that was really the brave move because they really asked him to join in Vienna and he was standing in front of 5,000 developers. we have a statement in the files where he said, my God, I've never been in...

in front of a larger crowd of developers. And he was really proud to be there. then I think it became a of a boomy thing because I mean, Steve Wozniak was there and the year later, think it was then it was Garry Kasparov and then the Leah Yates in 2022 after the pandemic, was Sir Tim Berners-Lee. Last year, it was David Siemers who was the former White House president of Baroque.

Martyn Redstone (23:58.093)

Wow.

Rudi Bauer (24:24.713)

And this is the keynote speakers that are doing the openings. the main stage in the meantime has got a kind of 7, 8,000 seats. So it's really big and it's totally full and crowded. And I think the program is amazing and all the rock stars, so all the kind of big founders of companies and...

Martyn Redstone (24:29.198)

Mm.

Rudi Bauer (24:51.401)

programming languages, all these guys are there because they want to give back something to the community. So I think this kind of it's it's the amazing thing is that it's not a question of money. It's not this kind of, okay, I'm going there, but I want to have money for it. So it's more the opposite that all these great people tell us, yeah, we earn some money within with that business. We had some success and now

Martyn Redstone (25:09.774)

Mm.

Rudi Bauer (25:19.443)

We want to give something back to the community. And that's the amazing thing. That's the goose bump thingy, which I really love most. Because if you go there and you then see Sir Tim Berners-Lee, this guy who invented the World Wide Web with his team, is sitting with two young developers on the table and they both have a kind of a barbecue plate in front of them from the fruit tart. Yeah. And these guys are sitting next to next.

I think that's the amazing moments and that is really, that is really the, this hardly community feeling that they didn't get if you see that. And that's the reason why we're having this kind of a once a year lifetime in person event, because I think this meeting the people, drinking a beer together, having fun together, and we are having drag queen karaoke every year. So there's a drag queen singing.

1000 developers are singing a Britney Spears and Backstreet Boys together with Dread Queens. And that's really fun. I mean, it's party, but it's a lot of content as well. As mentioned, are having this year, think we're having 700 speakers on 21 stages and we're 15,000 people there. And I met two guys, I met two guys two years ago and they wanted to do a selfie with me at the end of the conference. And then I asked them where, where, where did they come from? And they said from Venezuela.

Martyn Redstone (26:19.832)

Ha ha ha!

Martyn Redstone (26:32.683)

incredible.

Rudi Bauer (26:42.505)

And they said, how long do you stay in Europe now? And they said, no, we are flying back tomorrow. So just came for the conference from Venezuela to Berlin. And I mean, that shows that it's highly appreciated what we do. And that's the wonderful thing.

Martyn Redstone (26:42.68)

Wow.

Martyn Redstone (26:56.718)

That's incredible. It's absolutely great. And it's a testament to, I suppose, the success of this content and community strategy that you've, know, that we are developers has been really focused on since the beginning. So I think that's incredible. Now we're fast running out of time. And one of the things that I like to, you know, kind of hone in on is some really good kind of actionable advice from experience, you know, the, you know,

Rudi Bauer (27:07.593)

Mm-hmm.

Martyn Redstone (27:24.782)

younger businesses and and Smaller businesses can take to help help them grow Help them achieve more um, one of the things that I was interested in obviously rudy You've had, know a significant amount of experience in the job board industry. Like you said, you know, um, know your time at we're developers, but also before that at step stone as well, um if you were mentoring a startup, uh job board startup, what's the kind of

Rudi Bauer (27:27.305)

Mm-hmm.

Rudi Bauer (27:46.953)

Hmm?

Martyn Redstone (27:54.284)

key three things that you think that they should be focusing on in order to achieve growth.

Rudi Bauer (28:03.047)

I think it's the first and most important thing is really try to deeply understand your target audiences on both sides. think that's, I think that's most important. I think it's, it's not a copy paste strategy thingy. So, and honestly, what we never should forget at the end of the day, we're talking about lifetime of humans. Yeah. Job means lifetime. Yeah. And honestly, I'm a big fan of AI.

Really big fan. really love what's going on there. But what I don't have is this belief in there's a quick solution for solving the issue for humans. I don't believe in that. Because at the end of the day, I think you really need to deeply understand the human needs on both sides. And I think that's the first tip which I could probably give to people who are stepping into the business. Really try to understand

the value for humans. Yeah. I think it has nothing to do with making quick money. I think it's more this kind of really understanding the pain. If you understand the pain, you can find a solution. And I think the job market, and I'm in this business now for nearly 20 years, but the job market is still a broken market.

Martyn Redstone (29:20.386)

Love that.

Martyn Redstone (29:31.63)

Mm-hmm.

Rudi Bauer (29:32.179)

Yeah, honestly, it doesn't work. Yeah. So it's, still kind of the same pain that we had 20 years ago is still there. And I think at the end of the day, it has to do with trust and appreciation and trust and appreciation is very difficult to be digitalized. Yeah. And honestly, I think it's a, it's a very human thingy and you have to really

feel the pain of the other side. And if you are able to feel the pain of the other side, you're able to find a solution for that. And I never met, I I changed my jobs quite often and I ran to some of these kind of normal application processes, but not too often, honestly. but...

Martyn Redstone (30:16.632)

Mm-hmm.

Rudi Bauer (30:21.897)

I think what you need to understand is nobody's an expert in changing jobs. I've never met a guy who could explain that he's doing it two times a week and he's a really expert. So at the end of the day, we are always in a kind of a stress situation. If we are changing jobs, this is stress for us. We're jumping into the cold lake. It's a kind of a lot of uncertainties. We don't know what...

what we see on the other side, what we meet on the other side. So it's a kind of, we have to really trust and believe in what's shown to us. And I think that is the problem that we have to overcome. We have to take the people at hand and we have to guide them through this process. And I think that's probably the best

tip for new job boards. you're really guiding, if you're able to guide both sides through this kind of process, the company side as well as the candidate side, then you're really adding value.

Martyn Redstone (31:33.632)

Yeah, I really like that. I think that's a really good Focus point, you know is the you know, technology is great. Like you said, you know big fan of ai big fan of technology, but if you're not building Trust because like you said, it's stressful for the candidate. It's a big one of life's biggest stresses finding a new job So if you're not building that trust there and that trust on the other side to guide Employers through that process and and that kind of almost

Rudi Bauer (31:52.531)

Yeah. Yeah.

Martyn Redstone (32:01.858)

Handshake moment of of bringing somebody perfect to the table then yeah, I totally get that but understanding like you said Understanding both sides of the market exceptionally important as well

Rudi Bauer (32:14.249)

Yeah, that is definitely what I see as the most beneficial part of it.

Martyn Redstone (32:16.12)

fantastic. Rudy.

Martyn Redstone (32:23.244)

Yeah, no, no, I totally get that. totally thank you so much rudy. For the sake of our audience, how can people? Find you. I know you you also run a podcast as well. But yeah, how do people get in touch with you if they want to? learn more about you and and find out more

Rudi Bauer (32:40.521)

I think that the easiest thing of getting in contact with me directly is either my email, which is very simple, rudy at weird developers.com. That's very simple. Or on LinkedIn, it's Rudi Bauer. you definitely, I think one of the first names showing up there is my profile. And I'm really looking forward to get a lot of kind of contact requests, but also kind of if somebody has some questions, if somebody wants to interact with me, I'm really happy.

I'm also running my own podcast from redevelopers, is called Cappuccino with HR, where we are talking about different kinds of topics. So it's really kind of a very open coffee talk, cappuccino coffee talk about all the kind of raising, raising phoenomens out there. So we are taking everything with what we think could be important to listen to. Yeah. And then of course we have the Congress.

Martyn Redstone (33:36.824)

phantasmagoria.

Rudi Bauer (33:38.241)

The congress is taking place as I already mentioned from the 9th to the 11th of July in Berlin. So there's still some tickets available and if somebody is in Berlin or around Berlin, we are really looking forward to meet you in person there. It's great stuff, great party. And you really get this kind of spirit of the community. Let's call it like this. I mean, this is what we normally hide within the virtual world.

is then shown in really impersonating and I really love this and we're always looking forward and I still have goosebumps if I walk through and yeah.

Martyn Redstone (34:18.35)

I mean that's that to have that every year is a great feeling, know, it's if you're if you're getting bored of it You know that that's something going wrong. So so to still have goosebumps every time is fantastic Rudy I'll make sure that all those links are Front and center for our audience to be able to find you and find out more about the Congress and we are developers And your podcast but but for the time being Rudy, it's been a true and absolute pleasure

Rudi Bauer (34:25.383)

Yeah, yeah, yeah, yeah, yeah.

Martyn Redstone (34:45.646)

Having you on and having this conversation with you. Thank you so much once again, and I look forward to Hopefully joining you in person one day as well

Rudi Bauer (34:54.769)

Yeah, you're always invited. feel invited and if it fits your calendar, just give me a quick note and we can arrange everything else. Martin, it was a pleasure. Thank you very much for having me and so cool to be in your show. Thanks.

Martyn Redstone (35:05.836)

thank you, Samuel.

Martyn Redstone (35:12.334)

Thank you. Cheers.