featured in #443
The Best Approach I've Seen For Hiring New Engineers
- Jade Rubick tl;dr: A successful example of new engineer hiring through the "Ignite" program. In this program, junior engineers are hired to work on real company problems in groups, join different teams for several weeks, and then are placed on a permanent team. The program is effective in training and integrating junior engineers into the company's processes, providing a positive experience for them. Thoughtful management and structured onboarding can lead to more effective junior engineers, and the lessons from this program can be applied to companies of various sizes, especially those hiring 20-30 engineers annually.featured in #440
Hiring Engineers In The Age Of AI And ChatGPT
- Obasi Shaw tl;dr: Hiring in the age of AI? Here's how tools like ChatGPT and Github Copilot impact the role of engineers, how they’ll change technical interviews, and how companies can adapt their interview process to the mainstream usage of these tools.featured in #419
Hired’s 2023 State Of Software Engineers
tl;dr: (1) Engineers remain optimistic about the future. (2) Layoffs from May to December 2022 had the greatest impact on salaries and interview interest for junior and non-traditional engineers. (3) Demand for remote engineering talent remains high. Remote roles command higher salaries than local roles, especially in smaller markets. (4) The most in-demand coding skills and software engineering roles shifted.featured in #396
When Is Short Tenure A Red Flag?
- Jacob Kaplan-Moss tl;dr: "Here’s a question that comes up a lot. It goes something like: “I’ve only worked 10 months at this job, and it’s terrible. If I look for a new job now, will my short tenure be a red flag?” Or, from hiring managers: “I’m looking at a resume showing they’ve worked three jobs in the last four years. Is that something to be concerned about?” Jacob discusses his perspective here, as well as how hiring managers and candidates should evaluate and respond.featured in #363
What We Learned About Hiring From Our First Five Employees
- Andy Vandervell tl;dr: The company founder shares the profiles of the first 5 company employees and key takeaway from each hire, including: (1) Test people out with paid work before you hire them full time. (2) Define your culture and your "ideal hires" from the start. (3) Go looking for great people in different places. And more.featured in #356
Bar Raisers, Hiring Committees, And Other Complex Ways To Improve Hiring Quality
- Will Larson tl;dr: Will discusses pros and cons of each. His "default advice" on the topic of increasing quality of organizational hiring is: (1) Introduce structured approval when you introduce your second hiring manager in a function. (2) Wait until organization trust grows sufficiently weak that there’s significant skepticism about hiring quality across teams, then introduce a hiring committee. (3) Avoid introducing bar raising unless you have a clear thesis on why the other approaches won’t work out.featured in #348
How To Hire Employees For A Startup, Fast And Pain-Free?
- Yuliia Mamonov tl;dr: Studies have shown that startup owners spend up to 40% of their time on hiring. How do vetting marketplaces can help them get talented staff effortlessly, and why are they better than job boards or bidding platforms? Read on to find out!featured in #333
Quick Tips For Hiring Remotely
- Andreas Klinger tl;dr: Andreas discusses and addresses how we handles the 3 main issues when hiring remotely: (1) More people applying to job postings. (2) Team is in multiple locations. (3) Interviewing people with different cultural backgrounds.featured in #318
featured in #314