Knowing how to attract good talent when searching for a web developer can make a huge difference in your company’s success. By knowing how to attract, evaluate and compare top talent, whilst removing the under-performers, you’ll likely have yourself a great developer team.
Developer performance and how it impacts the industry is a big deal – so much so that Jacob Kaplan-Moss made an attempt to tackle it during his PyCon 2015 keynote. Calling himself a mediocre programmer, he confronts the programming talent myth.
No concept is more complex and nebulous to a software developer than the one that is suggested by the word “done”. Is there such a thing as a finish line in IT? And if so, what exact requirements should a programmer need to fulfil in order to cross it?
What is the right technical and cultural response to the failure of a highly available system? At the JAX London, software architecture expert Jeremy Deane lead two sessions on the importance of resiliency and the challenges of technical change – we spoke to him about diffusion techniques and blameless work culture.
Do you really want to hire somebody that’s good at making themselves look good? Or are you looking for a certain skill-set? Perhaps you need to shape your job spec differently, or recognise non-traditional talent. How do you define expertise?
Are you a junior or a senior developer? Perhaps you’re somewhere in the middle, but how do you know for sure? We look into what differentiates each rank and how experience plays the major part in determining your position and authority.
What myths in software development have you fallen for? Or perhaps you don’t believe them to be myths at all? We examine some cracking examples of superstitious thinking when it comes to developers and design.
Programmers are amongst the highest paid and most sought-after employees. However, this can all change depending on the specific programming languages one is proficient in. Java is up there as one of the most in-demand and top-paying.
How do you deal with the coworkers that get on your nerves? Some advice featured over on the Oracle blog has suggested that we take the high road, draw boundaries or practice the fine art of emotional detachment.
Everyday programmers are faced with the ability to make good choices and make bad choices. And when they make the latter, they quite often get lumped into one of the following stereotypes of bad programmers. Beware: generalizations ahead.
The perfect candidate for that developer job is hard to find, but are you taking more than their skills into account? How can you tell they’ll be a great addition to the team? Developing with passion is something that all hiring managers should look out for.
David Heinemeier Hansson says that workaholics aren’t the solution to your start-up cash woes. Rather than rely on slave-driving to push your idea, DHH thinks you need a better strategy to get creative, interesting people investing in your vision.
Technical tests are becoming part of the norm during the interview process, so Roy Bailey has outlined what you should be focusing on when it comes to navigating technical interviews and tests. It’s time to look at the value, rather than the cost of things.
Programmer Marco Behler believes that productivity starts with requirements, not tools. Developers need to care about the end user and stop living by the “Start first, finish never” routine – where half of what you’re building remains unclear.