{"id":10578,"date":"2016-02-02T12:11:01","date_gmt":"2016-02-02T10:11:01","guid":{"rendered":"http:\/\/www.webcodegeeks.com\/?p=10578"},"modified":"2016-01-26T11:21:09","modified_gmt":"2016-01-26T09:21:09","slug":"developers-hiring-developers-ensure-productivity","status":"publish","type":"post","link":"https:\/\/www.webcodegeeks.com\/web-development\/developers-hiring-developers-ensure-productivity\/","title":{"rendered":"Developers Hiring Developers: How to Ensure Productivity"},"content":{"rendered":"<p>When I took over as CTO at <a href=\"http:\/\/signup.supplyhub.com\/\">SupplyHub<\/a>, I also took charge of hiring additional software engineers as well as managing our existing team. To bring structure to our hiring process, I\u2019ve made use of methods that have brought us great additions to the team, while allowing us to stay focused on our daily engineering tasks.<\/p>\n<p>This article summarizes our current approach for hiring developers. With growth, SupplyHub\u2019s hiring process is most likely going to change in the future. But our current approach for acquiring new talent works well for us now, as it gives us a better assessment on their skill set and how the candidate would perform in the actual work environment. The biggest win for the candidate is that it shows them what kind of environment and on what type of services and problems they would be working on.<\/p>\n<p>In an effort to standardize our hiring process, I use these rules:<\/p>\n<ul>\n<li>Set a high bar for quality<\/li>\n<li>Assess candidates objectively<\/li>\n<li>Give candidates a reason to join<\/li>\n<\/ul>\n<blockquote><p>You can find more about these points in Chapter 5 of <a href=\"http:\/\/www.amazon.com\/Work-Rules-Insights-Inside-Transform\/dp\/1455554790\"><em>Work Rules!<\/em><\/a> by Laszlo Bock, which we are focusing on from a company standpoint.<\/p><\/blockquote>\n<p>At this point in time, we\u2019re requiring that new hires be productive as soon as they join the team, yet we still want to help candidates become better software engineers. We want our candidates to feel like they were treated fair by making them self-aware of their performance.<\/p>\n<h2>The Hiring Process<\/h2>\n<h3>Round 0: Weigh In<\/h3>\n<p>This is an optional step that consists of \u201cselling\u201d a potential candidate to the company. This step usually consists of a phone call between our CEO and a candidate with multiple offers to explain where our company\u2019s at and where we\u2019re going.<\/p>\n<p>If you\u2019re after entrepreneur-minded talent, you would want to invest in a conversation between the company\u2019s visionary and the candidate.<\/p>\n<h3>Round 1: Challenge<\/h3>\n<p>Our code challenges are public. Anybody can take them at any time. Sometimes recruiters really want us to talk to their candidates first (see round 0), but there\u2019s no way around doing at least one of our code challenges.<\/p>\n<p>We came up with several code challenges that are closely related to what we\u2019re doing at SupplyHub. Usually a candidate is asked to complete just one of the code challenges, though occasionally we do ask for more.<\/p>\n<p>The challenges are of a difficulty level that makes them too hard to finish in a reasonable amount of time for the skill levels we can\u2019t support at our company right now. After an initial solution of this challenge, our engineering team interacts with the candidate for the first time.<\/p>\n<p>Granted, coming up with a good code challenge will take some time, but the payoff is enormous. For example, let\u2019s talk about one of the challenges that we require front-end developers to do.<\/p>\n<p>We provide the challenger with a description of a functionality (<em>i.e.<\/em>, product search) to accomplish. Currently, daily tasks for a front-end developer at SupplyHub involve consuming a RESTful API. Therefore, we provide an API endpoint and documentation to the challenger. We supplement key points on functionality with a visual example on how a complete solution could look. There\u2019s also a bonus point section, which unfortunately rarely gets any attention. It\u2019s not mandatory for the code challenge, but we expect the candidate to at least recognize what we think is important to list in this section.<\/p>\n<p>Having candidates do the challenge as a first step in the hiring process has many benefits. For developers that are also tasked with hiring decisions, it\u2019s a huge time saver. For example, I don\u2019t look at resumes before the candidate has completed the challenge. Aside from being able to work on more pressing tasks, not looking at resumes can prevent biases. Everybody should get a shot at becoming a team member.<\/p>\n<p>Of course, we still want to see resumes after we\u2019ve seen a successful completion of the code challenge, but the resume itself does not play a role in making a hiring decision. It\u2019s solely for informational purposes for the on-site interview, to be able to ask a little bit about the candidate\u2019s background and what they like to do best.<\/p>\n<h3>Round 2: Phone Interview<\/h3>\n<p>Before we had the code challenges in place, I was responsible for holding technical phone interviews. Without the candidate first passing a code challenge, the phone interviews were time consuming and unfortunately all too often a waste of time for both me and the candidate. Candidates that made their current skills sound much better than they were in reality and passed the resume screening would fail miserably.<\/p>\n<p>After we started requiring candidates to do a code challenge on their own time, we stopped doing these phone interviews for a time. However, we brought them back as one non-local candidate passed the coding challenge with flying colors but were put on the spot in the on-site coding part, which is described in the next section.<\/p>\n<p>We schedule the phone interview with the candidate for a 30-minute time frame, and we send them a Google document that they\u2019ll be using for a coding challenge. At the time of the call, I\u2019ll introduce myself really quickly and without any real small talk, I\u2019ll present a challenge for which the candidate has to write (JavaScript) code into the Google doc. I\u2019d categorize it in the <a href=\"http:\/\/imranontech.com\/2007\/01\/24\/using-fizzbuzz-to-find-developers-who-grok-coding\/\">FizzBuzz<\/a> difficult level.<\/p>\n<p>Usually the candidate has a solution ready within 15 minutes. Even if it\u2019s the most incoherent (non)solution I\u2019ve ever seen, I\u2019ll give the candidate time to explain what they were trying to do or why they chose that solution. It\u2019s also a great time to talk about technology and the good things about the company I\u2019m working for. At this point, it\u2019s more of a friendly chat between developers.<\/p>\n<h3>Round 3: On-Site<\/h3>\n<p>The on-site interview now looks vastly different compared to when we first were interviewing people. If the candidate wasn\u2019t cheating during the previous phases, the two hours on-site are usually the nicest for the candidates. As the CTO, I greet the candidate, and we talk in our \u201ccigar room.\u201d It\u2019s a quiet room with nice couches and a relaxed atmosphere, designed to make the candidate comfortable. (It also has a picture of a cigar on the wall, hence the name.)<\/p>\n<p>Anywhere between half an hour to a full hour, I\u2019ll get to know the candidate and answer questions about the company, the work, or myself. There could be a technical discussion or none whatsoever. The purpose of this chat is to get the candidate comfortable and also get a feel for whether or not the candidate\u2019s personal goals will fit into the daily business of the company.<\/p>\n<p>Finally, I\u2019ll introduce the candidate to our team and hand them over to one of our mid-level or senior engineers to walk through the coding challenges to be solved on a computer with the candidate\u2019s favorite code editor installed.<\/p>\n<p>For the positions we are currently hiring (front-end developers), the first challenge consists of creating a reusable web component\/directive that consumes an API end-point. The candidate can choose between Angular, React, Polymer, or Vanilla JS to accomplish the task. The candidate can consult documentation and ask questions of our engineer.<\/p>\n<p>Should the candidate solve this task, they then get the chance to work on an older version of our production code. With a couple of simpler tasks, we can observe the candidate\u2019s abilities to work with an existing code base and find their way around. Since we\u2019re looking for people who can get started immediately with smaller tasks, this step is very important to us.<\/p>\n<p>While the candidate is still working with our engineer on solving some challenges, I\u2019m letting the CEO know that we\u2019ve got a real candidate here, and we\u2019d like for him to meet with the candidate. Meeting with the CEO is a really good sign. While our candidate is in this final interview, I look over the code that the candidate has produced and get the feedback of the engineer who oversaw the challenge.<\/p>\n<p>If all involved parties give their okay, then the CEO will make an offer to the candidate.<\/p>\n<blockquote><p>\u00a0Of course, no two companies are alike, which means every company has different hiring needs and process. Where do your methods differ? What steps do you include, take out, rearrange? Be sure to tell us about them in the comments.<\/p><\/blockquote>\n<div class=\"attribution\">\n<table>\n<tbody>\n<tr>\n<td><span class=\"reference\">Reference: <\/span><\/td>\n<td><a href=\"http:\/\/blog.codeship.com\/hiring-developers\/\">Developers Hiring Developers: How to Ensure Productivity<\/a> from our <a href=\"http:\/\/www.webcodegeeks.com\/join-us\/wcg\/\">WCG partner<\/a> Florian Motlik at the <a href=\"http:\/\/blog.codeship.com\/\">Codeship Blog<\/a> blog.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>When I took over as CTO at SupplyHub, I also took charge of hiring additional software engineers as well as managing our existing team. To bring structure to our hiring process, I\u2019ve made use of methods that have brought us great additions to the team, while allowing us to stay focused on our daily engineering &hellip;<\/p>\n","protected":false},"author":135,"featured_media":927,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[8],"tags":[],"class_list":["post-10578","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-web-development"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Developers Hiring Developers: How to Ensure Productivity - Web Code Geeks - 2026<\/title>\n<meta name=\"description\" content=\"When I took over as CTO at SupplyHub, I also took charge of hiring additional software engineers as well as managing our existing team. 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