Monthly Archives: January 2015
On Hiring Techies
[ad name=”Leaderboard”] I’ve had the good fortune to have worked on some incredible teams. The best teams I have been a part of each had a very structured and rigorous interview process. It took longer than average to hire new team members, but the tenure of team members was high and our attrition rates were…
On Hiring Techies – Evaluate Potential, Not Accomplishments
[ad name=”Leaderboard”] This is a part of a series on Hiring Techies. Evaluate Potential, Not Accomplishments I don’t spend a ton of time reading resumes. Depending on the position we’re hiring for, I may look for a few critical skills but I’m mainly looking for themes that tell me that the candidate has a passion…
On Hiring Techies – Coding Challenge
[ad name=”Leaderboard”] This is a part of a series on Hiring Techies. Coding Challenge Of course, if I’m evaluating a candidate to join my team I want to ensure that they know what they’re talking about. There are many ways to do this. Some people slam a candidate with technical questions for hours. Some people…
On Hiring Techies – The Team Interview
[ad name=”Leaderboard”] This is a part of a series on Hiring Techies. The Team Interview Who is involved in your interview process? Do a few managers speak to a candidate and then decide whether or not to hire them? There are few things more disruptive than having someone dropped into your team. If the day…
On Hiring Techies – Hire For Cultural Fit
[ad name=”Leaderboard”] This is a part of a series on Hiring Techies. Hire For Cultural Fit I said it earlier, but it bears repeating: I can teach someone a new technology. I cannot teach someone how to fit into our culture. A lot of technical interviewers are laser focused on a candidate’s skill set. I’ve…