I will talk about:
What makes a good candidate? This is a conversation you should have with your team, but here’s what I look for:
How do we find them?
I will detail why these methods cause you to miss out on great talent and bring in people who don’t collaborate well. Also these processes are a drag for the engineers that do them, so you are losing potential productive time AND your team is not put in its best light.
Recruiting talent is hard enough that you should optimize your interview process so that great candidates will feel welcomed and appreciated for each phase of it.
Better alternatives that I will detail, with notes on how and why:
If I’ve got time, I’ll also talk about salary negotiation for the hiring managers in the audience.
Outcomes for Audiences:
The target audience for this talk is hiring managers everywhere and engineers who have some input into hiring processes.
I am hoping to elicit a collective gasp of relief as each person commits to never again inflicting a whiteboard coding session on another human being, and gains hope that going to their next technical interview might actually be a treat.
People who love brain teasers will ignore me or dismiss me as a crank, but these are the first steps to winning.
I empower people to make a difference with appropriate technology. Currently I’m working to turn around the diabetes epidemic.
I was a founding partner and lead dev at Radical Designs, a tech cooperative for nonprofits, and a team anchor for Pivotal Labs, training and collaborating with earth’s best agile engineers.
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