Download Building Great Software Engineering Teams: Recruiting, by Joshua Tyler PDF

By Joshua Tyler

Development nice software program Engineering groups presents engineering leaders, startup founders, and CTOs concrete, industry-proven advice and methods for recruiting, hiring, and dealing with software program engineers in a fast moving, aggressive atmosphere. With loads at stake, the problem of scaling up a crew should be intimidating. Engineering leaders in becoming businesses of all sizes want to know how to define nice applicants, create potent interviewing and hiring approaches, deliver out the simplest in humans and their paintings, offer significant occupation improvement, learn how to spot symptoms of their workforce, and deal with their humans for long term good fortune.

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Additional resources for Building Great Software Engineering Teams: Recruiting, Hiring, and Managing Your Team from Startup to Success

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Make it sound interesting. Assume you want to get everybody who reads your description to be excited about the opportunity. Profiles on Other Sites Once you’ve added slick, enticing job descriptions to your own web site, replicate them on other sites where people might be looking for jobs. In particular, use AngelList and LinkedIn. Make sure that your company profiles, and all job descriptions on other sites, are accurate and kept up-to-date. Check that you’ve included all the appropriate keywords that a good candidate might be using to search.

Why is working there fun? Similarly, don’t go overboard highlighting all your fancy perks, unless they truly are unique. These don’t set you apart and just take up space and attention that could be used to express what does make you unique. As Ben Horowitz writes, “Every smart company values their employees. ”1 In crafting your online presence for potential employees, focus on your culture. Humans respond positively to other humans. Showcase your team and give it a human feel. Nobody dreams of working for a faceless, unfeeling corporate monolith.

Getting to this point took a long time, a team-wide effort, and a lot of false starts, so don’t shortchange this part of the process. Here are some strategies and techniques for sealing the deal. info 59 60 Chapter 5 | Hiring Is Hard Keep Moving Fast As with all parts of the hiring process, speed is critical. Your responsiveness and expeditiousness are keenly observed by candidates, and can strongly affect their impression of your team. Getting an offer out quickly can absolutely improve your chances of having it accepted.

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