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by njd
3399 days ago
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I'm a retired data architect and C developer with 36 years of professional experience. In my opinion, this is not how you find an appropriate candidate. It would be better to ask substantive questions that are related to the thing you are making. What does this person bring to the team? How will the team receive this person? Has this person delivered something of substance in the recent past that would convince you that he/she would succeed on your project? How was this person an asset on their previous job? |
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The absolute hardest thing about hiring developers is hiring people who I can trust to write code. Most applicants are just not adequate programmers and any other redeeming qualities they have can't overcome that core deficiency. I need people who can look at different ways to solve a problem, implement an approach that makes sense, and explain why it does. I need code reviews to be about architecture decisions and correctness not lessons on how to write code. If someone can't do that I really don't care how well they can sell themselves as an "asset".