Hot answers tagged hiring
In my experience, good programmers want to program with as few distractions as possible. Some of these are more relevant to big companies, and I'm not sure where you work, but here are some examples: Casual dress code: Young programmers in particular will have a tough time avoiding resentment of a strict dress code. "I'm just going to sit at my desk all ...
The opportunity to work alongside experienced programmers.
Hire the inexperienced programmer with a passion for the craft. A passionate programmer will learn quickly, care about his work and enjoy doing it. I've worked with both types of programmers and I would always hire the passionate type over the experienced. People who don't care about their work eventually lead to problems in quality as well as in meeting ...
I always love going to conferences and training and consider that a perk. Not all companies pay to have their devs continue to learn. There's always more to learn. You benefit because they are learning more. They benefit from that too, but also have fun and get away from things for a couple of days and get to mingle with other devs.
Whilst no one posting here is in a position to tell you which to hire, I'd like to offer a little counterpoint to the proceedings... One of our most recent new starters is the absolute image of professional experience. In at 9, out at 5, one hour for lunch. No lates, no weekends. Which probibly sounds terrible to most of the people who have responded so ...
Great developers once had no experience, too. Great developers are not only expensive but also hard to find. So, if you have a high-quality screening and hiring process, hiring entry-level developers can be a great way to find those up-and-comers and turn them into great developers.
I'm 52, and Technology Director of a company I co-founded 15 years ago, and this is a question close to my heart. I spend about 40% of my time coding, mainly developing existing and new products and I truly hope to be doing the same thing in 10 years time. I'm intrigued by the notion that older programmers are uniquely hampered by irrelevant skillsets. I ...
Yeah, they definitely do. However I usually go by the 75% rule, which is If I feel I know at least 75% of the requirements, then i'll go ahead and apply. Everything else they can just train me on.
Give them each a budget and let them configure their own computer setup. Make them submit a plan for what they intend to purchase. Talk over the plan with them. It will be a great way to kick things off. Give them a budget for a cell phone and unlimited plan that the company will pay for. Pay for their home Internet service. Little things like these ...
I regularly end up working 50+ hours a week To me thats all you need to tell your manager. "Im working 50+ hours a week to make sure the work gets done. Im a hard worker but this is unsustainable long term, you should hire another developer". If that dosent work then I suggest you start looking for a new job.
From the hiring side here is how it works Development lead writes down the requirements for two jobs Project manager merges them into a single ad = "web designer who knows erlang" This is passed through layers of management to comment - comment consists of them adding the only language/technology they have heard of HR then 'fixes' this by changing the ...
I was in your exact situation recently. My company wanted to hire another programmer and I specifically wanted someone with more experience than me so I could continue to learn and grow. I was most nervous about the Interviews, so asked a question on here. To summarize, ask questions you know the answer to, are related to problems you have, or are ...
Having just got a new job at nearly 50 in the UK I can say that it's possible and you're never too old. There are two approaches - both rely on your skills being relevant to the job. Stick with what you know and become a guru. This is risky as the number of jobs requiring "old" technologies are becoming fewer and further between as each year passes. ...
Being able to work remotely + flexible hours, Tech books give-a-way, and lots of love!
A boss who would ask this question.
There is an old saying, variously attributed: A level people want to work with A level people. B level people want to work with C level people. Do you aspire to be an A level person or a B level one? Answer honestly. The reason why this happens is very simple. A level people get to be A level people by challenging themselves and learning from the best ...
I'd pick the guy with the work experience. He's a whole lot more likely to have experience with stuff like source control, team software development, edge cases/error handling and all those real-world things that programming classes don't tend to cover much, if at all. This may or may not count for anything, depending on who the previous employer was, but ...
Philip Greenspun wrote about this once. He suggested making the office a better place to be than home, which is easier for young programmers. For example, domestic hardware that someone living alone cannot justify: expensive coffee machine, pool table, huge TV with DVDs to watch. Make the office more sociable: put beer in the fridge and have a drink ...
I would say it depends on the rest of the team: if you have a lot of experienced programmers already, then pick the passionate if, on the other hand, you have only one or two experienced programmers plus many students/cheap-labor-with-little-experience-but-that-don't-cost-much, then the experienced one will be more useful.
Some employers ask for gold when they really need silver; if they can get it on a tin salary, so much the better. It's wrong thinking, IMO. What they should really be looking for are steel tools to make gold, and that is what you have to convince them.
Pay lots of money. If they can't do that they offer stock options and nice perks like free food, drink, nice working environment with latest equipment and good benefits. Basically you have to give them something worthwhile, no one is interested in making you rich for their toil.
Ask about what tech blogs they read, ask what the applicant finds interesting in current tech and why. Essentially, for a phone interview you want to figure out if this is someone who is enthusiastic about technology and programming and is interested in learning and knowing more. Since this is a junior, you can't expect that they know many advanced topics, ...
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