Tag: talent

  • Successful Strategies for Hiring Full-Stack Developers

    Successful Strategies for Hiring Full-Stack Developers

    Full-stack development is a complex web programming discipline involving multiple levels of web design and coding.

    Due to the complexity of the skill, it may be difficult to strategize a method of attracting a full-stack developer. Full-stack developers are the full package—they understand the development of both the front end and back end of a web application.

    To hire full-stack developers, you’ll need patience. Full-stack developers are incredibly valued as they bring insight, perspective and technical prowess to the table. Their understanding of software development is complete, making them helpful team members to any and every development team.

    With the right tips, you can find the perfect candidate for your open position. The following strategies will ensure that you attract the best full-stack developers to your company.

    Leverage Tech Communities

    Tech community boards are invaluable resources for hiring managers. They are communities that thrive on the question-and-answer formats along with teamwork and collaboration. They often feature complete profiles of their developers, which will grant you a deeper look into how they interact and cooperate within the confines of their respective communities.

    Stack Overflow and GitHub are perfect examples of all-inclusive development communities. Each allows users to upload code and ask questions. In the case of GitHub, many users frequent the site as early as high school or college. Therefore, you have the chance to watch and document the growth process of your candidate in a way that you never could before. You can also follow the candidate’s question-and-answer history to observe how they learn and how quickly they adjust.

    Each of these opportunities grants the hiring manager intelligence that would have been previously impossible to acquire and will give you a depth of understanding with your candidate that will be vital when making your final decision. These sites give hiring managers an advantage and insight that can be positively crucial when hiring a full-stack developer.

    Write an Enticing Full-Stack Job Listing

    Finding a full-stack developer can be quite a difficult task, as full-stack developers are in short supply. To attract top talent, you’ll need to entice them, make your job opportunity seem unique.

    The job listing should:

    • Include a hook that captures the developer’s attention (e.g. “Work your dream developer job from home!”).
    • List all duties (e.g. database management, front-end web development, back-end engineering).
    • List all tools, libraries and platforms necessary for the job.
    • List the team members who will work with them.
    • Include a concise description of the kinds of projects the team will be working on.
    • List the benefits of the full-stack developer role.
    • Include a summary of what your company does.
    • Have a call-to-action (e.g. attach your resume below; email us for more information).

    Utilize Niche Job Boards

    Full-stack developers have a plethora of technical skills. To find technically skilled people, your best bet is to use job boards such as Dice, Stack Overflow Jobs and GitHub Jobs. If you researched and connected with people through online tech communities, then it should be even easier to leverage these tech job boards.

    Some other niche job boards that can be helpful for companies looking for dedicated full stack developers:

    • co
    • CrunchBoard
    • Authentic Jobs
    • RemoteOK
    • WeWorkRemotely
    • Top Tech Jobs
    • Startup Hire
    • IT Job Cafe
    • Tech Careers
    • iCrunchData

    Conclusion

    Your company needs to employ helpful hiring strategies to find and hire top full-stack developers. One of the best ways to start your hiring journey is to research, of which this guide is hopefully a part.

    Research includes investigating and interacting with online tech communities. The information you’ll gather will be invaluable during the hiring process, helping you find leads, build connections and write effective job listings. Remember: An enticing job listing is a key to attracting top developers.

    Finally, you’ll want to leverage specialized job boards to find and attract full-stack developers. Use tech and remote job boards to find qualified candidates more quickly and efficiently.

    Hiring full-stack developers can be difficult, but by no means is it impossible. Simply use the strategies above, conduct your own research and start following leads. Sooner rather than later you should find a full-stack developer.

    — Greg Robinson

  • What Andreessen’s ‘Software’ Essay Means to Development Today

    What Andreessen’s ‘Software’ Essay Means to Development Today

    It’s been nearly seven years since Marc Andreessen’s essay, “Why Software is Eating the World,” brought to light software’s role in determining the next wave of winners and losers.

    Today, his essay is still relevant. The past decade saw the consumerization of IT in business. It also witnessed the shift in software consumption from desktops to the web and to mobile apps today, reflecting a mobile revolution. Software continues to eat the world, having moved to a “mobile only” development model.

    This revolution is defined by disruptive companies including Airbnb, Uber and others that run with more leanness and agility compared to their 20th century counterparts. These companies have few physical assets, relying instead on software.

    Since Andreessen’s essay, the software development life cycle has expanded and evolved—from waterfall to agile processes, from testing against just a handful to thousands of mobile devices and from serving a regional to a global one user base, to name a few examples. Demands for speed and quality control have been key drivers, and as a result, the life cycle moves faster than ever. A record number of developers are writing a record number of programs. This expands each and every day as businesses small and large, in markets old and new join, the mad dash to create more software, better, faster and cheaper.

    Creating Software, Fixing Mistakes

    Indeed, the software development curve is evolving at breakneck pace. But while the cost of creation decreases, the cost to correct a mistake increases. How can developers and their organizations stay ahead of the curve? Here are three principles we’ve observed from studying more than 25,000 customers in the last seven years:

    Implement Modern Development Techniques Such As CI/CD

    Continuous integration (CI) and continuous delivery (CD) are two modern development practices designed to help teams release quality code faster and continuously. CI/CD has gained popularity over the past few years, and for good reason. When implemented effectively, CI/CD shortens delivery times, improves overall quality and enables teams to adapt quickly.

    Key to a successful CI/CD practice and ensuring quality software development is the practice of testing throughout the development process. The cost of fixing already deployed broken software is high, and it’s crucial to ensure your software works properly on all platforms and devices to minimize customer abandonment. This is especially true when you consider that the cost of regaining a customer is four times higher than winning them in the first place. Getting software right the first time through a culture of continuous testing is critical to success.

    What does ideal testing look like? It is automated, runs fast and includes good coverage. As the already broad ecosystem of operating systems, devices and platforms expands, this last point is critical. What good is your app if it doesn’t run (and, by extension, monetize) properly when it gains popularity in some part of the world with users on a different platform from the one you tested on? Developers need to ensure their software works on as many different combinations of browsers, devices and operating systems as possible, to help their business reach the maximum number of users.

    Introduce ‘Self-Driving Software’ Practices, Technology into Your Development Cycle

    When everyone is running so fast, it’s critical to ensure the software you’re writing actually works, won’t break your infrastructure and will actually be used by consumers. The “garbage in, garbage out” model is not an option, especially given the expense of creating software today. While the barriers to create software have lowered over time, the bar has risen in terms of creating something really remarkable.

    The good news is that we are at the cusp of attaining the holy grail of software development. I have interviewed multiple engineering and quality leaders at many of our customers who are pushing the limits on ultra-efficient DevOps. Through a streamlined process (which, frankly, is nothing short of beautiful), they are able to create a single, seamless flow between development to testing to operations to deployment and monitoring—without compromising on speed or quality. The key is to prioritize speed over cost and quality and agility over all else. If an organization isn’t following this principle, they risk being left behind. In the “Stack Overflow developer survey 2017,” more than 65 percent of developers indicated that they follow some kind of agile development methodology at work.

    The end result is deploying software almost immediately as soon as it’s written, for release as quickly as possible. Companies strive to achieve this scenario, and the highest performing organizations have already reached this development dream in some manner or another. Attaining CI/CD and automating all the tasks involved in creating a test system in real time is one of the arenas in which the next big software battle will be fought. The quest for the holy grail of software development is on.

    Support (and Attract) Your Engineering Talent by Providing Flexibility

    In  the mad dash to develop amazing software, engineering has become among the hardest roles for companies to recruit for.

    Organizations need to be nimble enough to attract top engineering talent. Part of being attractive to potential hires is understanding that software can no longer be monolithic. More than ever, the talent pool expects choice in the languages, platforms and tools they can use to develop and work most efficiently. In the Stack Overflow developer survey, participants valued the languages, frameworks and other technologies they’d be working with as a critical (4/5) decision factor while assessing potential jobs. This doesn’t mean providing a “free for all” for developers to use everything and anything they want—rather, it’s all about adopting flexibility. The companies that are most attractive to the best engineers follow this principle.

    Conclusion

    Today, we’ve moved from software eating the world to the world eating software. Developers simply have no control or knowledge over where their website or app is going to be downloaded or accessed from. Unless it’s an internal app behind a firewall, any software developed today by definition is consumed by the global community.

    Even if you test for all scenarios and devices, the future will always bring new devices, browser versions and operating systems. Your customers may use these instead of what you initially tested for. One option is to test for emerging devices in an in-house lab; however, that means committing to resources, time and qualified engineers to maintain it. In most cases, this approach is simply unsustainable.

    Companies must focus on ensuring their software works both with what’s out there today and with whatever browsers, devices and platforms will be out tomorrow. This is a major challenge, requiring considerable investment. Companies need to decide whether they are in the business of testing software themselves, or leverage solutions that are.

    Well before Andreessen’s seminal article, Geoffrey Moore wrote “Dealing with Darwin.” Here he he expounded upon the concept of core vs. context. Organizations will be well-served in deciding (quickly) whether building an in-house testing infrastructure is core or context to their business. The alternative is falling behind—or worse, being eaten up by the competition.

    — Ritesh Arora

  • H1B Visas and Software Outsourcing: What You Need to Know

    H1B Visas and Software Outsourcing: What You Need to Know

    If your company uses custom-developed software—whether the software is developed by in-house staff or a third party—then you should care about the H1B Visa program. You should also be aware of what factors affect how this program works—and who can utilize the H1B program. Arguably, no current political or government policy topic has a more direct affect on application software development and the IT community in general than the subject of H1B Visas.

    In this article we want to help you understand:

    • What is the H1B Visa program—and why should you care?
    • What conditions are impacting this program currently?
    • What are the implications for the use of outsourced software development?

    Background on H1B Visa

    The H1B Visa program exists as part of the Immigration and Nationality Act. The purpose of H1B is to allow U.S. companies to employ citizens of foreign countries in certain “specialty” occupations. Broadly, H1B Visas were created to help U.S. companies hire talent with scarce or “hard to find” skills. In other words, companies can hire non-U.S. citizens because the companies believe U.S. citizens with comparable skills (at comparable cost) are not available in sufficient number as candidates for hire. Visas are issued for a specific term (multiple years) and an individual may—or may not—be renewed.

    H1B Visa Lottery

    Around April 1 of each year, U.S. employers begin applying for new, multiyear visas. The U.S. government approves and grants visas in October of the same year, which are good for the coming year. For example, new visas beginning in 2018 were issued in October 2017. The visas are awarded by random selection from a “pool” of applications—hence the term “Visa Lottery.” There are actually two lottery selections each October:

    1. 20,000 Visas are issued from a pool of candidates who must have a master’s degree (or higher) from a U.S. university. Once 20,000 candidates are selected, then …
    2. 75,000 Visas are awarded from a pool of remaining candidates—including anyone eligible—but not selected in the “U.S. Masters Only” lottery. To be clear, those without a U.S. master’s degree will only be entered in this second lottery. Persons with a U.S. master’s degree will be entered in both lotteries.

    What Skills Are We Hiring?

    OK, so what are the skill sets of people being hired through the H1B program? IT professionals are being hired—this is by far the largest group that receives visas! Each year the U.S. Citizenship and Immigration Services publishes an annual report. According to its 2016 annual report, 75 percent of H1B visas were issued for computer-related jobs.

    Political Factors – Unclear Future

    On April 18, 2017, President Trump signed a “Buy American, Hire American” Executive Order, which established broad policy guidance to federal agencies. Government agencies are asked to take steps to give preferential treatment to U.S. citizens in hiring practices and to U.S. businesses in commerce. In particular, the U.S. Immigration Department was charged with evaluating elements of the H1B Visa program. Many suspect that additional steps will be taken in 2018 to further restrict the H1B Visa program.

    A Rigged Game Against SMBs?

    Some advocates of small and midsize businesses (SMB) have complained that the H1B Visa program unfairly favors large businesses. Two of the most common examples given are:

    1. Expedited processing — Companies can pay for expedited processing of visa applications. By most estimates, this reduces the time to submit an application to the “lottery pool” to a matter of days versus the standard time of multiple months. SMB proponents feel this gives an unfair advantage to large companies with deep pockets.
    2. Stuffing the ballot box — There’s no practical limit to the number of applications that a company may submit. SMBs may literally have one candidate and one position they seek to fill. In contrast, large companies may submit and be awarded thousands of visas. This phenomena is even more telling when you look at which companies receive the most visas each year. According to the most recently available report from the U.S. Department of Labor, the top visa recipients are top-tier tech companies; many of them specialize in software development and even contract software development.

    Conclusions

    Looking at the particulars of this situation, these are our key takeaways:

    1. There’s an IT skills shortage in the United States, which can only be supplemented by using outsourced software development.
    2. SMBs may be at a double disadvantage—finding top U.S. citizen talent and competing with tech industry giants in the H1B visa lottery.
    3. The particulars of the H1B visa lottery are changing—and it’s unlikely that the changes will result in more (or easier) hires through the visa program.
    4. Offshore outsourcing as a strategy can help mitigate the challenges of hiring talent in the United States, whether U.S. citizens or H1B visa holders, and also minimizes the risk of finding value-priced outsourced software developer talent from inside the United States.

    — Steve Mezak

  • DOES San Francisco 2016: Adrian Cockroft On Retaining Talent

    DOES San Francisco 2016: Adrian Cockroft On Retaining Talent

    Another one of the over 50 video interviews we did at DevOps Enterprise Summit 2016 is our discussion with Adrian Cockroft. Adrian is was one of the last presenters at DOES this year, but that was a good enough reason to stick around until the end. Adrian’s presentation was on the challenges in retaining talent at high tech organizations.

    Before we dive into the talent conversation though, Adrian talks a bit about his own journey from Netflix where he pioneered so much of what we see in the DevOps market today. After Netflix, Adrian joined Battery Ventures, where he had the opportunity to go visit with numerous large organizations and find out what was working for them and what their challenges were. He was able to use that information to help guide Battery in which companies they should invest in to add to their portfolio. After several years at Battery, Adrian has recently left to join AWS where he will once again be directly involved as the VP of Cloud Architecture.

    But as I said earlier, Adrian’s presentation (truth be told he only had one slide or so, it was more of him speaking) was about the lack of enough qualified people to fill the ranks. This pressure results in successful companies having to “grow” their existing talent. But as Adrian points out the very act of letting this talent grow also leads them to move on. As they become more prominent in the field they are more likely to be recruited away. So how do you retain talent? Adrian tells us some of the things Netflix did to keep their engineers. Of course what Netflix did does not translate to many traditional organizations though.

    Obviously, monetary compensation helps an awful lot. But there are things beyond money (sometimes). Things like giving people titles like distinguished engineer for example.

    Adrian also brought up the example of Brent in the Phoenix project. How by giving him a different role, you not only remove the bottle neck, but also keep him happy in his new role.

    As usual, it was great listening and learning from Adrian. His reputation as one of the leading lights in the DevOps space is well earned and well deserved. Enjoy the conversation!

    devopstvsquareYou can see over 50 video interviews we did at DOES 2016 on our YouTube channel, DevOpsTV.

    — Alan Shimel