A Manifest on DevOps Hiring
Stepping Into DevOps
I come from a different industry, one built on creativity, discipline, and relentless pursuit of excellence. With enormous enthusiasm and high expectations, I stepped into the world of DevOps—convinced that my drive to learn and my ability to connect systems and people would be valued.
I did not simply wait for an opportunity; I created one. In my previous company, I proposed and shaped the DevOps role myself, proving that I could bring value by bridging disciplines and improving processes. That experience gave me confidence that initiative and commitment matter just as much as technical expertise.
Facing the Hiring Reality
As I pursued new opportunities, I quickly realized that the hiring process was shaped by rigid expectations. Motivation, curiosity, and the willingness to grow were overlooked, while years of prior experience became the only currency.
I know that not every role I applied for was the perfect fit. Some required highly specific expertise that I did not yet have. But I also know that in many cases, I was a strong candidate—an excellent chance for companies to gain someone motivated, adaptable, and ready to invest deeply in their success.
The Flawed Mindset
In DevOps hiring, the default expectation is clear: only those with long résumés need apply.
This mindset assumes that experience alone defines value, while overlooking candidates who bring loyalty, energy, and the drive to grow with the company.
DevOps is not just a checklist of tools or a résumé filled with buzzwords. It is a culture of problem‑solving, collaboration, and continuous improvement. Experience matters, but so does dedication. A candidate who is ready to invest themselves fully can often contribute more than someone who has accumulated years in the field but may leave at the first better offer.
By ignoring motivation and focusing solely on seniority, companies trap themselves in a cycle: they claim there is a shortage of talent, while overlooking the very people who could strengthen their teams for the long term.
The Application Black Box
Another issue that has become almost universal in hiring is the way applications are handled. Too often, responses to job applications feel automated, generated, and impersonal—templates that say nothing about the candidate’s actual effort or motivation.
Even worse is the indefinite waiting. Candidates submit their applications, sometimes complete technical tasks, and then hear nothing for weeks or months. Silence becomes the default response. This lack of communication not only wastes the candidate’s time, it also erodes trust in the company’s culture.
Recruitment should be a dialogue, not a black box. If companies expect commitment and professionalism from candidates, they should offer the same in return: clear feedback, timely answers, and respect for the effort invested.
A Call to Change
DevOps hiring must move beyond the obsession with prior experience. Companies often give preference to candidates who already have long résumés, but those same candidates can easily leave for the next opportunity. What gets ignored are people willing to dedicate themselves fully—those ready to invest their time, energy, and loyalty into building something lasting.
A better process would:
- Recognize commitment and motivation as real assets, not just years on paper.
- Offer opportunities to candidates who are ready to grow with the company, rather than only chasing those who may already be halfway out the door.
- Evaluate through practical scenarios that reveal problem‑solving, collaboration, and long‑term mindset.
DevOps is about culture and continuity. If hiring continues to overlook those willing to devote themselves, organizations will keep losing the chance to build teams that are not only skilled, but also deeply invested in their success.
Top comments (0)