Introduce them briefly: “Summer and Meagen have two different roles and work in two very different job markets.”Ask Summer to introduce herself. Then Meagen explains what is different about her role. Summer manages engagements. More comparable to an agency. Media companies. Meagen is managing one engagement. More comparable to an internal. We work for a large federal agency.
Summer – our projects span 3 to 30 people. Small teams work well in agile. Though sometimes you can’t convince a client. Fixed costs waterfall projects work better for large teams. Seen successful in large projects.
Meagen has 6 developers, 2.5 project managers, assorted support roles. Fairly large. We use Kanban, overall agile. We support a number of codebases. There are 5 separate code bases. We also work with external partners. In a single code-base… people can do what ever they want. Multiple people on multiple code bases. We have the same dev process across multiple processes. We need pair programming, you need a critical mass – a
Meagen, explain this?
Meagen works in a geographical area where the competition is high. We can’t be competitive with salary. We have to think about requirements – look at skills matrix. What is trainable? We have to think more broadly. We get someone lower on the skills matrix, but higher on the drive. We invest in training and mentoring. Is it a concrete skill + the ability to learn to grow?(We’ll mention “pitching” the company in the next Step) -
Responsibilities include:This identifies the tasks that the role carries out on a day to day basis. While these are requirements, it leaves the possibility that individuals could be trained for certain tasks.Candidates will need to demonstrate:This outlines the previous experience which PreviousNext is expecting they will find from the qualified candidates.Desirable:This outlines capabilities or experience which would set out a candidate from other applicants.
From Eric Gaffen
Summer said she has not seen this before. Summer is in the Bay area. So many start ups, lots of competition. People want flexibility. Meagen: I’ve gotten the question – Work/life balance – how successful at maintaining a work/life balance? The folks in my team 40-44 hr work week. It’s unusual for developers.
Summer got client approval ahead of time. Meagen goes to community meet ups.
Free to list!
Many “working groups” do not like job postings.
While posting jobs or making profiles is free for participants, profiles on Careers 2.0 are by invitation only. Will explained the simple mechanics based on trust: "You can pre-qualify by having a certain score on Stack Overflow, meet certain metrics on Github, or be invited by someone at Stack Exchange, or another programmer already in the Careers database. This is to ensure everyone is a programmer, and companies don't have to weed through irrelevant profiles."
Advice against spamming: Tell people to come talk with you at an event; share quotes from colleagues, etc. Add value, good content. Not just COME WORK FOR US.
Having a robust profile does make it easier to review. With that said, even at Acquia we’ve hired many really great people who didn’t have robust Drupal.org profiles when they applied.
Such as explaining something v technical to someone non-technical. Interpersonal skills. Make person comfortable as possible – being a cheer leader.
5 Steps to Build a
Great Drupal Team
Summer Swigart, Practice
Manager at Acquia
Meagen Williams, Program
5 Steps to build your team
1. Understand typical teams, roles and job
2. Define your requirements
3. Widen your net with your job description
4. Where and how to post jobs
5. Evaluating applicants
Blog series bit.ly/drupalteamblog
Will Huggins, Zoocha – Dream Team
A Drupal configuration Comfortable using Drupal; not
A senior developer,
Theming / Front end
Planning, research solutions,
create demos, discover hidden
Develop the front of the site to a
• Technical Lead
• Project Manager
• Junior Developer
• Quality Assurance
• What are
• Engagement Manager
• Project Manager
• Quality Assurance Specialist
• What are
Avoid the laundry list
Job posting for Penny Arcade
• Meagen: How do you deal with a smaller
• Summer: How do you define the absolute
What is absolutely required
versus merely desired?
• Responsibilities include:
– Day to day tasks
• Candidates will need to demonstrate:
– Expected experience
– What will set you apart from the rest
From a Previous Next job posting
Role of training and mentoring?
• What training is available?
• What kind of mentoring on on-the-job
learning do you provide?
Widen your net – Write your
Pitch your company to candidates
They want to know:
• What is the company
• Will I be working with
• Are you building
Advice from Careers 2.0 team
Example job listing outline
• Start off with the "30 second elevator
pitch" - Why this job and our company is
• Next, define the roles and responsibilities
• Then list the must-have skills
Selling the job
• Summer: The Drupal market is on fire –
how do you “sell” the roles? What are
developers looking for?
• Meagen: What patterns do you see?
Gild is also aggregating data and helping employers
“cast aside preconceived and wide spread biases,”
for example about what universities people went to,
and increase the chances of talented people finding
their dream job. (Gild best practices, 13 Nov 2013)
• Meagen – What advice do you have for
non-technical people to screen
• Summer – How do you discover gaps?
What do you look out for?
• Meagen- What are some good interview
Using case studies
• Give an actual problem, relating closely to
• They present a solution to a small team.