How do you "prove" your track record? You have, of course, this site dev.to to show, but I believe having a product is often not enough, very often showing code is required. Do you have opensource projects? Or am I wrong and a product is already enough?
If you hire for dev.to, how do you conduct interviews?
I think the product, my role within it, and the posts I've published, would be enough to get a really good picture on my expertise and abilities. I'm not above "proving" myself over again, but in general I think that step doesn't fit in all that naturally.
I know there's a shortage in engineers who are "over the hump" in terms of experience and skills to contribute without a lot of supervision or make leadership decisions. I feel like I could be evaluated as in that category and from there we should have a conversation about fit, rather than jumping through evaluation hoops. A two way conversation where we discuss where our goals and work styles align seems more appropriate.
We've only hired more junior roles at dev.to to this point and that takes the form of a questionnaire which is part technical part personality. Then we take turns doing short interviews with the candidate to determine technical skills. And if I was talking to someone with some professional experience, I really wouldn't feel the need to evaluate their technical skillset in an overly strict way. If we had concerns after talking with them, we'd follow up with more questions that could address them after we confer.
The best part of our hiring process I think is that we do blind surveys on our own before we discuss how the candidate is doing at each stage. An attempt to containerize our opinions before we talk and avoid group think.
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Thank you for replying, Ben.
How do you "prove" your track record? You have, of course, this site dev.to to show, but I believe having a product is often not enough, very often showing code is required. Do you have opensource projects? Or am I wrong and a product is already enough?
If you hire for dev.to, how do you conduct interviews?
I think the product, my role within it, and the posts I've published, would be enough to get a really good picture on my expertise and abilities. I'm not above "proving" myself over again, but in general I think that step doesn't fit in all that naturally.
I know there's a shortage in engineers who are "over the hump" in terms of experience and skills to contribute without a lot of supervision or make leadership decisions. I feel like I could be evaluated as in that category and from there we should have a conversation about fit, rather than jumping through evaluation hoops. A two way conversation where we discuss where our goals and work styles align seems more appropriate.
We've only hired more junior roles at dev.to to this point and that takes the form of a questionnaire which is part technical part personality. Then we take turns doing short interviews with the candidate to determine technical skills. And if I was talking to someone with some professional experience, I really wouldn't feel the need to evaluate their technical skillset in an overly strict way. If we had concerns after talking with them, we'd follow up with more questions that could address them after we confer.
The best part of our hiring process I think is that we do blind surveys on our own before we discuss how the candidate is doing at each stage. An attempt to containerize our opinions before we talk and avoid group think.