How Every Dev Ends Their Talks
So that was fun.
Here are my slides: http://example.com/linky-
By the way we’re hiring.
How Your Devs Should End Their
Thanks! We’d love to talk to you more.
If you’d like to learn more about this, we have
a lesson here: http://example.com/linky-linky or
send firstname.lastname@example.org an email.
The thing I like most about working here is…
We’re hiring and I can jump you to the top of
the queue, see me later.
Or, how to create the best candidates in the
world for exactly your job.
Seven problem sets which teach cryptography,
soup to nuts.
~2 weeks of development time upfront.
Graded manually. Administered over email.
Grading/correspondence was 50% of one
junior FTE… for hundreds of participants.
Problem set eight is “Want to work here? Let’s
Clone Cryptopals. It Will Work!
Pick an interesting part of your problem domain.
Teach it to interested folks. Start accessible, work
Don’t build any software.
Make it maximally easy to get started.
Don’t make it public. (Cannibalizes perceived value.)
Feed interesting folks into hiring funnel.
Don’t use this for assessment!
… But don’t do one. Seriously, that’s our job.
CTFs: Very Valuable!
Reducing Cost Of Interaction With
“Apply for a job” is a huge mental commitment.
“Come have lunch with the team on Thursday.” is not.
“Let’s grab coffee and talk shop.” is less of one.
You can upgrade any conversation into a job
Just say “Are you interested in working together?”
Always, always, always offer “If you X / since you
Xed, we dispense with a bit of the formalities.”
Improve Copywriting For Job Ads
The job ads has one purpose. Is it:
To keep HR happy
To exhaustively list what requirements apply to
To detail in exquisite detail your 401k matching
Developing One For Your
Create an in-house application which roughly
represents day to day challenges
Knock out a representative feature which takes
~2 hours to implement
Package in a Vagrant VM
Give it to the candidate
Evaluating The Tests
Written rubric followed slavishly
“Did the candidate unit test the $FOO case?”
“Did the candidate unit test the $FOO case (failing) ?”
Capture as much granular signal as possible
Test grader != hiring manager for the candidate
Forces your “internal test API” to be better
Refine the test over time as you find what
outcomes predict your best actual employees.
Goal: Increase rate at which offers convert
Quick Tips To Raise Your Hit Rate
Communicate status with the spirit of Steli.
Ridiculous leverage in a designed offer letter
and/or customized presentation to candidate.
Have rational expectations about market rate.
Can’t afford market? Train more or expand risk profile.
Ask candidates who took other jobs what attracted
them to the other position.
Thanks! I Like Hearing From
email@example.com I love hearing from
people in software, at any time, for any reason.
You cannot waste my time.
Talk to me about hiring.
I’ll probably have beta invites in ~3 weeks –
feel free to email me for them.