My name is Maxim Boguslavsky . I work as the head of the department of Quality Assurance in the company of the Banki.ru . On duty, I hire specialists to my department. For four years we have experimented a lot with how to look for convenient and comfortable staff. Within the report, I want to talk about how to find and hire professionals to ensure quality.

1. How to hire QA engineer
Max Boguslavsky

2. About me
Head of Quality Assurance in banki.ru.
8 years of experience in software testing and quality assurance.
Worked in Innova, Acronis, Luxoft, Superscape (Glu mobile).

3. About company
The market leader in information services for banks, ratings of banks, the
banking sector and financial market news.
Our company owns banki.ru, bankir.ru, finparty.ru, vklad.ru.

4. Our department
Development division
Maintenance division
Quality Assurance
division
DevOps

5. Team structure
Cross-functional
Full-stack
4-6 engineer

6. What stages do we need the qa-engineer
for?

7. What are the
qualities we are
looking for?
Focused on the team.
Thirst for development.
Oriented to the goal.

8. Responsibilities of sqa engineer
Team tasks:
Testing;
Data collection and analysis;
Automation;
Feedback.
Division tasks:
Acceptance testing;
Load testing;
Training and consulting.

9. Preparing for the search

10. Describes current situation
Requirements;
Budget;
Project.
Instruments;
Technologies;
Requirements.

11. Shaping and prioritization of requirements
Required:
Understanding theory of software
testing;
Focused on the goal;
Focused on the team.
Desirable:
Zuma has completed from one life;
Wrist width not exceeding 10 cm;
Enjoyed Windows 3.11.

12. Shaping and prioritization of requirements
Find people with different key skills.
Mix experienced people with the newcomers.

13. Budget
Budget is the main option when the person searching.
Evaluate minimum cost of a person on the market.
Calculate budget per person per month.
The budget determines the ceiling when searching for a
specialist.

14. Search process
Job vacancy
Resume processing
Calling
Test
Interview
Evaluation of potential
candidates
Offer

15. Describe the position
The balance between reality and company image.
Be honest when positioning.
Describe the job requirements.

16. Publication of vacancy
Places to search:
Specialized networks;
Social networks;
Recommendations.
Vacancy refresh period: 1-2 days;
Regular updating of the job;

17. Resume processing
At this stage, you can save yourself a lot of time and effort
by answering following questions:
Whom don't we consider on this position?
Whom do we mark as controversial candidates?
Whom do we desire to call for an interview?

18. Calling
Prepare for the conversation:
The frequency of outgoing calls 1-2 times a day;
Clarification of the current status;
Prepare a list of questions prior to the call;
Timetable of all participants in the interview.

19. Test
Preparation:
Test passage;
Practical and based on your
project questions;
Check knowledge of:
Functional testing;
Writing scripts.

20. Interview
1.5 hours;
Head of department + HR;
Test task - 20 minutes;
A detailed survey on the job;
Building a brand, if the
applicant is not
appropriate;
Questions about conflicts.

21. Candidate
evaluation
Point system;
Prioritizing requirements;
Reflection parameters are
important to you;
Why is it important?

22. “It's because it is much, much better to
reject a good candidate than to accept a
bad candidate.”
“Joel on Software”, Joel Spolsky

23. Salary negotiations
Decide in advance with a fork;
It is a delicate subject;
For the period of probation can be reduced payment;
Ask all the questions at the meeting.

24. Timeout
Minimum - 1 day;
Joint discussion of the candidate;
Be sure to call-back candidates, if you have promised.

25. Offer
References to the previous one place and
recommendations.
Required items.

26. Trial period

27. Job on probation
Tasks on SMART;
4-6 tasks within projects;
Coordination of tasks.

28. Probation plan
Getting to know the team;
Stages:
First month;
Second month;
Crisis;
The final conversation.
Parting words.

29. Job after probation
Regular meetings;
Planning;
Evaluation of the results;
Summarizing;
Tête -à-tête.

30. Finale

31. Conclusions
40 resume > 8 - 16 calls > 5 interviews > 1 offer;
~2 months to hire an engineer.

32. Results
The average tenure of an engineer in the company: 2 - 2.5
years;
The average time to find and engineer: 3-5 weeks;
Development from Novice to Automation engineer;
Exploring the full technology stack: php, Selenium, Jmeter.

33. Recommended
literature

34. Rework
37 signals

35. Cognition in the
wild
Edwin Hutchins

36. Being Geek
Michael Lopp

37. Smart & Gets
Things Done
Joel Spolsky

38. Thanks!
linkedin: Maxim
Boguslavskiy
e-mail:
max.bogus@gmail.com