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Archive for the ‘Software Developers’ Category

Field Guide to Developers by Joel on Software

Posted by suntzu on September 7, 2006

What is that developers look for in a company? The following:

  • Enough Private Space. That means your own and yours only cubicle. Why? because it increases the productivity. Sort of private office type stuff. Check Peopleware to understand more.
  • Physical Workplace. That means, how company is located, how its inside space looks like,how people are stuffed in it, its walls and furniture, its surroundings etc etc.
  • Toys. That means, they love to have high end top of the line computers…no compromise.
  • Social life inside organisation. That means, how they get treated – respected,responsible and heard or not-cared,you-are-no-different and never-heard.
  • Colleagues. That means, working with smart people has its advantages and developers know it very well. They certainly dont want to work with jerks.
  • Independence and Autonomy. That means, yep…you got it.
  • Work. That means, am i get to work on what i love to work on? or if its not my love, give me something thats’ interesting to me.
  • Developers also want to identify themselves with the company. They tend to get associate with the ideology of the company. It matters to them…at times.

Author isnt at his best. You need to take lot of deep breathe(s). A skip to post wouldnt cost.

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Posted in Software Developers | 3 Comments »

Finding Great Developers by Joel on Software

Posted by suntzu on September 6, 2006

Finding great developers is never easy. Traditional method of using job sites to advertise your requirement usually ends up giving you pile of junk resumes. It never works this way. Following methods are suggested.

  • Visit conferences. Visit Talks. Visit seminars. Visit places where ‘smart’ people would like to meet. Smart people aren’t available in job market because they aren’t looking for one…so find them places where such gatherings take place.
  • Go to the colleges and pick interns who started writing code when they were not even in college. Use your contacts in Universities and circulate your requirement to their internal mailing group. Responses you receive would be way less than what you get from job-post site but its far easy to filter them out. Interview them and interview as if you want to develop positive impression about your company even when you don’t end up hiring them or they decide not to get hired by you. Give them that production quality code to handle and keep mentors beside them to nurture them.
  • Treat your smart interns in way they would never have guessed. Pay them well. Take care of their needs such as house,parties,fun and ‘real’ work. They are smart and hence hire-able and hence pick-able by others too. So treat well and very well since you would want some of these interns become full time employees and thats your gain.
  • Build community of like-minded people. One way is to build your audience using blogging like what joel on software has done. Its readers are smart and it knows and hence it uses it post its own job requirements because it knows those who read it aren’t those who are always in job market.
  • Don’t use paid employee referrals schemes because it doesn’t really work as expected. The trouble with this is, employees would try to get everybody in because they have strong incentive waiting for them and hence they would use all tricks such as quiet interviews to get somebody hired which isn’t worth hire-able.

Author makes a ‘wow’ impression. Do find time to read the full post

Posted in Software Developers | 1 Comment »