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Search found 405 results on 17 pages for 'hiring'.

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  • How would you approach developers you don't already know as a developer to offer them a position? [closed]

    - by Kit Sunde
    We've been trying to find a second developer for the company and have posted job ads online but so far there have been no developers that have been interested, and only a single one that has some experience in Python (that failed a fairly basic practical). It seems like the it's really difficult to find decent people here in Singapore, even reasonable juniors that you can teach. I'm contemplating whether I should go reach out directly to people on Stack Overflow and github and in the hopes that they are interested. I'm thinking I would message the person with only a few sentences, stating the they seems capable from their online presence and that I'd like to work with them. Is this kosher? I know I dislike recruiters and unsolicited mail just as much as the next guy.

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  • Asking potential developers to draw UML diagrams during the interview

    - by DotnetDude
    Our interview process currently consists of several coding questions, technical questions and experiences at their current and previous jobs. Coding questions are typically a single method that does something (Think of it as fizzbuzz or reverse a string kind of question) We are planning on introducing an additional step where we give them a business problem and ask them to draw a flowchart, activity, class or a sequence diagram. We feel that our current interview process does not let us evaluate the candidate's thinking at a higher level (which is relevant for architect/senior level positions). To give you some context, we are a mid size software company with around 30 developers in the team. If you have this step in your interview process, how has it improved your interviewing veracity? If not, what else has helped you evaluate the candidates better from a technical perspective.

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  • Great job offer..but I have uneasy feeling [closed]

    - by New Hire
    I just got an offer for a great opportunity, location, salary...but something seams odd. During my interview, for the position of software engineer, it was very relaxed and casual. Which was very nice. But I got the odd sense that I already had the job and that this was just a "getting to know you" conversation. Then, when they never did any code testing or assignment to demonstrate my skills I thought that really odd. It's like I got hired straight from my resume. I'm uncomfortable with this because I'd rather know now, that I don't meet their needs, rather than after 3 months. (Which is when benefits kick in and they say they'll convert me from temp. employee) This sounds like temp-to-hire or contract-to-hire.

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  • Project in .Net MVC, and would like to outsource [closed]

    - by Tito
    I have an interesting software project in .Net MVC, and would like to find someone to finish it. Is an e-learning website with some "inovatives" tools. Since at the moment I am working in a company, and don't have so much time, I would like to hire somebody to finish it. Is there any free lancer website for .Net MVC developers that I could find somebody to finish it? Or any place that I can share part of the site's sharings with other software developer ?

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  • Under which circumstances (if any) does it make sense to work for a startup, for free?

    - by blueberryfields
    I've been bumping around the startup world for a while, and most startups I've seen seem to have (amongst other things) two things in common: A lack of money An inability to, reliably, hire good quality developers This means that, for startups, the ideal hire is someone who is free - where they can wait until they've both raised money and found out that the hire is worth his price tag. When (if ever) is this a win win situation? For you, as a programmer or software developer, when would this make sense?

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  • Can I be too old to be just a programmer? [closed]

    - by Tigran
    Possible Duplicate: How old is "too old"? Looking on this post Can I be "too young" to get a programming job? I would like to ask: I have 35 years, am I too old to be just a programmer and not jumping into marketing meetings, mails, clients management in your country? In country were I live now, for example, I'm very close to limit of age where I could ever have a chance to get a phone call for just soft engineer position. What about you? Is there any age limit in that sence?

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  • Working in Germany (Munich) [closed]

    - by adri
    My husband and I are relocating to Munich in August (He's German). I have been looking for jobs online since I heard that software developers are in great demand. And by the looks of it, seems to be correct. There are lots of offers on line but I have a problem, my german is not spectacular. I would rate it as basic. Good to be a tourist but not good to write anything formal, not even my cover letter. So I was wondering how hard is really going to be to find a job for me with virtually no german (I'm studying, but good german is not going to happen over night). Also, would it be possible to secure a job before arriving to Germany? I have nearly 10 years of working experience developing software, mostly in .net (c#, vb, winForms, asp.net) but I also know java. 3 years experience as a team leader for groups of up to 8 people. In the last couple of years I've been working mostly on digitalization of documents (such as birth certificates and the like) but I'm more than willing to try other fields Also I speak English, Spanish, Italian, a bit of portuguese and of course a bit of german.

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  • Take advantage of the stimulus plan by hiring someone!

    - by Randy Walker
    In case you didn’t know, businesses can take advantage of the stimulus package by hiring an unemployed worker.  The Hiring Incentives to Restore Employment (HIRE) Act can pay the business portion of the Social Security taxes as well as give you a $1000 general business tax credit. If you’re unemployed, make sure and mention this to a potential employee! You can find out more information from here on Intuit’s website.  http://www.qbenews.com/QB_Payroll/1003_qbpb/landing_01.html

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  • How/when to hire new programmers, and how to integrate them?

    - by Shaul
    Hiring new programmers, especially in a small company, can often present a Catch-22 situation. We have too much work to do, so we need to hire new programmers. But we can't hire new programmers now, because they will need mentoring and several months of learning curve in your industry/product/environment before they're useful, and none of the programmers has time to be a mentor to a new programmer, because they're all completely swamped with the current work load. That may be a slightly frivolous way of describing the situation, but nevertheless, it's difficult for a small company on a tight budget to justify hiring someone who is not only going to be unproductive for a long time, but will also take away from the performance of the current programmers. How have you dealt with this kind of situation? When is the best time to hire someone? What are the best tasks to assign to a new team member so that they can learn their way around your code base and start getting their hands dirty as quickly as possible? How do you get the new guy useful without bogging your existing programmers down in too much mentoring? Any comments & suggestions you have are much appreciated!

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  • New hire expectations... (Am I being unreasonable?)

    - by user295841
    I work for a very small custom software shop. We currently consist me and my boss. My boss is an old FoxPro DOS developer and OOP makes him uncomfortable. He is planning on taking a back seat in the next few years to hopefully enjoy a “partial retirement”. I will be taking over the day to day operations and we are now desperately looking for more help. We tried Monster.com, Dice.com, and others a few years ago when we started our search. We had no success. We have tried outsourcing overseas (total disaster), hiring kids right out of college (mostly a disaster but that’s where I came from), interns (good for them, not so good for us) and hiring laid off “experienced” developers (there was a reason they were laid off). I have heard hiring practices discussed on podcasts, blogs, etc... and have tried a few. The “Fizz Buzz” test was a good one. One kid looked physically ill before he finally gave up. I think my problem is that I have grown so much as a developer since I started here that I now have a high standard. I hear/read very intelligent people podcasts and blogs and I know that there are lots of people out there that can do the job. I don’t want to settle for less than a “good” developer. Perhaps my expectations are unreasonable. I expect any good developer (entry level or experienced) to be billable (at least paying their own wage) in under one month. I expect any good developer to be able to be productive (at least dangerous) in any language or technology with only a few days of research/training. I expect any good developer to be able to take a project from initial customer request to completion with little or no help from others. Am I being unreasonable? What constitutes a valuable developer? What should be expected of an entry level developer? What should be expected of an experienced developer? I realize that everyone is different but there has to be some sort of expectations standard, right? I have been giving the test project below to potential canidates to weed them out. Good idea? Too much? Too little? Please let me know what you think. Thanks. Project ID: T00001 Description: Order Entry System Deadline: 1 Week Scope The scope of this project is to develop a fully function order entry system. Screen/Form design must be user friendly and promote efficient data entry and modification. User experience (Navigation, Screen/Form layouts, Look and Feel…) is at the developer’s discretion. System may be developed using any technologies that conform to the technical and system requirements. Deliverables Complete source code Database setup instructions (Scripts or restorable backup) Application installation instructions (Installer or installation procedure) Any necessary documentation Technical Requirements Server Platform – Windows XP / Windows Server 2003 / SBS Client Platform – Windows XP Web Browser (If applicable) – IE 8 Database – At developer’s discretion (Must be a relational SQL database.) Language – At developer’s discretion All data must be normalized. (+) All data must maintain referential integrity. (++) All data must be indexed for optimal performance. System must handle concurrency. System Requirements Customer Maintenance Customer records must have unique ID. Customer data will include Name, Address, Phone, etc. User must be able to perform all CRUD (Create, Read, Update, and Delete) operations on the Customer table. User must be able to enter a specific Customer ID to edit. User must be able to pull up a sortable/queryable search grid/utility to find a customer to edit. Validation must be performed prior to database commit. Customer record cannot be deleted if the customer has an order in the system. (++) Inventory Maintenance Part records must have unique ID. Part data will include Description, Price, UOM (Unit of Measure), etc. User must be able to perform all CRUD operations on the part table. User must be able to enter a specific Part ID to edit. User must be able to pull up a sortable/queryable search grid/utility to find a part to edit. Validation must be performed prior to database commit. Part record cannot be deleted if the part has been used in an order. (++) Order Entry Order records must have a unique auto-incrementing key (Order Number). Order data must be split into a header/detail structure. (+) Order can contain an infinite number of detail records. Order header data will include Order Number, Customer ID (++), Order Date, Order Status (Open/Closed), etc. Order detail data will include Part Number (++), Quantity, Price, etc. User must be able to perform all CRUD operations on the order tables. User must be able to enter a specific Order Number to edit. User must be able to pull up a sortable/queryable search grid/utility to find an order to edit. User must be able to print an order form from within the order entry form. Validation must be performed prior to database commit. Reports Customer Listing – All Customers in the system. Inventory Listing – All parts in the system. Open Order Listing – All open orders in system. Customer Order Listing – All orders for specific customer. All reports must include sorts and filter functions where applicable. Ex. Customer Listing by range of Customer IDs. Open Order Listing by date range.

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  • how to hire the best programmers ?

    - by sh00
    I am going to apply Joel's method: http://www.joelonsoftware.com/articles/fog0000000073.html I'm curious if is there anybody that used this method of hiring for long periods of time. Any comment could be useful. Thanks.

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  • Perks for new programmers

    - by Autobyte
    I intend on hiring 2-3 junior programmers right out of college. Aside from cash, what is the most important perk for a young programmer? Is it games at work? I want to be creative... I want some good ideas

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  • What kind of intern experience should I get?

    - by Narcolapser
    So right now I have a good job as a software development intern for a company called Country Maid. I know that having 4 years of experience when I graduate from college (I'm currently a freshman) will look good on a resume. But I started to wonder, would 4 with one company be best, or 4 years split up between multiple companies be best? So my question is, when hiring a software developer straight out of college, what kind and how much experience to companies look for? ~N

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  • What Level of Education Is Most Useful?

    - by Steve Rowe
    If you were going to hire a programmer to work for/with you, what level of CS education would you prefer them to have and why? This assumes all other things are equal which, of course, they never are in real life. Self taught? Bachelor's? Masters? PHD? The important part of the answer is why, not the level. I'm looking for how important people think a Computer Science education really is and if one can go too far. A little clarification: To make things a little more even, assume you're hiring them without a lot of work experience. Obviously having a higher education is of less value the farther you are from graduation.

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  • How to weed out the bad programmers from the competent ones in the interview process

    - by thaBadDawg
    I am getting ready to add another developer to my team and I want to try and fix the mistakes I made in my last hiring cycle. I like to think of myself as a competent programmer (I can be given a project, I can deliver on that project and the deliverable work with very few if any bugs) and so I ask questions that I would ask myself in an interview. I've come to the conclusion that my interviewing skills are completely lacking because the last two people I've hired interviewed incredibly well but have been less than ideal at the tasks that they've been given. My CTO (who was completely useless in giving any guidance as to how) suggested I improve on my interviewing skills. The question is this - How does one programmer interview another programmer and get an understanding of the other programmer's abilities? Edit: Though slightly different, the answers provided to this question could be of use to you. That question concerns specific interview questions while yours seems to be more general about interview approaches and not just about the questions themselves. Update: Just for the hell of it I asked two of the guys I worked with if they could do FizzBuzz. 45 minutes and 80 minutes to work it out. And these aren't bottom level guys either.

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  • What are some things I should watch out for before hiring a freelance programmer

    - by Luke101
    I am looking to hire a freelancer for a big web application. The budget for this project is a little over $20,000. The programmer will develop in asp.net MVC C#. Are there any usual things I should pay attention to or watch out for. i really don't want to hire the freelancer and when he/she is done with the project it is not what i expect. I have heard horror stories where the programmer delivered a fantastic product but the code was not commented and parts of the software was hidden behind DLLs. Is there anyway to avoid situations like this? I am sure I cannot think of every possible scenario when i write the project description. Also, is it advisable to hire a lawyer to write the contract?

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  • How do you attract programmers in rural areas?

    - by Reed Copsey
    I run a software development group for a very small, but stable and established company in a small town, somewhat outside of the "big city". Unfortunately, the "programmer" labor pool is much smaller due to the size of the city. There are many positives to working in this area, especially in terms of quality of life (particularly for people interested in outdoor activities), lower cost of living, great schools and neighborhoods, etc. However, I've always had difficulty attracting high-qualtiy, experienced developers. For those of you who hire developers outside of large cities: Where do you advertise to find good developers? Many of the large sites are very focused in certain metropolitan areas, and seem inappropriate places to advertise if you're outside of that main region. How do you attract quality developers to rural (or at least less metropolitan) locations? Do you find that you make more sacrifices in your hiring due to a smaller labor pool? Or do you just wait, and take extra time to attract people? What sacrifices do you expect to make if you are outside of the main developer-rich cities? For all of the developers out there... What would entice you to working in a smaller town? Are there things that would stand out and make you willing to relocate or at least apply to a position that was not nearby? What specific qualities would help you want to move outside of the city? In the past, I've had difficulty with finding good people. Most of the people who've applied and been willing to move out to a more rural location seem like the types that can't keep a quality job elsewhere. I'd like to know what advice people have to attracting quality technical staff. I don't believe its the work itself that's been the problem - The work is both interesting and challenging, and nearly 100% new development. The developers I have seem very happy with their situation - they love the work, the atmosphere, etc. It's more a matter of finding willing, able developers. Edit: More info after the first couple of answers: Right now, some of my best developers telecommute (some work from overseas); however, for this question, I'm trying to figure out how to get people who want to live and work full time locally. I need some people with whom I interact every day.

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  • What are some non-obvious items that should be included in a good employment contract for a programm

    - by hamlin11
    My first employee's sub-contracting trial phase has gone extremely well. They become a full employee (programmer) next week. What are some non-obvious elements that should be included in the employment contract? I want the agreement to be as fair as possible to both the company and the new employee. Specific details: 40 hrs per week, except one 50 hour week per month Employee is Local Telecommuting allowed under certain circumstances already (as security allows) Benefits: 2 weeks paid vacation, full medical, year-end bonus Thanks

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  • States having nonassignable invention exceptions similar to California Code Section 2870

    - by Ashley Tate
    Standard employment agreements stipulate that the employing company owns all inventions and discoveries produced during the period of employment. California code section 2870 exempts inventions produced outside of work and without use of company facilities by California employees: 2870. (a) Any provision in an employment agreement which provides that an employee shall assign, or offer to assign, any of his or her rights in an invention to his or her employer shall not apply to an invention that the employee developed entirely on his or her own time without using the employer's equipment, supplies, facilities, or trade secret information... Do the legal codes of any other states include a similar provision?

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  • How to find a programmer for my project?

    - by Al
    I'm building a web application to generate monthly subscription fees, but I've quickly realised I'm going to need some help with the project to finish it this century. I don't have any money upfront for a freelancer and every website I've found takes bids for project work. The tasks that need doing are flexible too because I can do whatever the other coder doesn't want to. I'm also happy to guide the developer and offer tips for performance/security/etc etc. My question is; how do I go about finding someone to work with on a profit-share basis? I'm sure there are a billion people like me with the "next killer app" but I genuinely believe in it. Can anyone offer some advice? Thanks in advance! EDIT: I guess the trick is to find someone passionate enough about the subject as I am. Where would I find someone? Are there websites that broker profit-share deals on programming work?

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  • Using a "take-home" coding component in interview process

    - by Jeff Sargent
    In recent interviews I have been asking candidates to code through some questions on the whiteboard. I don't feel I'm getting a clear enough picture of the candidates technical ability with this approach. Granted, the questions might not be good enough, maybe the interview needs to be longer, etc, but I'm wondering if a different approach would be better. What I'd like to try is to create a simple, working project in Visual Studio and have it checked into source control. The candidate can check that code out from home/wherever and then check back in work representing their response to the assignment that I'll provide. I'm thinking that if the window of time is short enough and the assignment clear enough then the solution will be safe enough from all-out Googling (i.e. they couldn't search for and find the entire solution online). I would then be able to review the candidates work. Has enough worked with something like this before, either to vet a candidate or as a candidate yourself? Any thoughts in general? P.S. my first StackOverflow question - hi guys and gals. EDIT: I've seen comments about asking someone to work for free - I wouldn't mind paying the person for their time.

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  • What would your three most-telling interview questions be for a new hire?

    - by Phil.Wheeler
    I've been asked to interview my company's next junior developer candidate and I want to come up with a couple of questions that will challenge him / her. What are some of the best interview questions you asked a developer candidate that revealed the most about the person's character, ability or nature? These do not necessarily have to be technical questions, but I am after some insight into the person's ability to reason or think fast under pressure or when faced with an unusual problem.

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  • Best startup team mix?

    - by pearcewg
    When putting together a startup for Software Engineering web based applications/systems, what would you consider to be a good mix of talent, when trying to find partners? This mix would involve defining the product and market, defining, implementing and validating requirements, and making the product polished and production ready. And, of course, needing the fewest startup people as possible.

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